Ftse100 stonewall coming -how can I educate

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So I'm a lurker but eyes wide open and my view are Gc and aligned with poise and glinner views.

I'm an adult human female and can't stay silent anymore #riseupwomen.

I'm in a senior hr role in a bank but want to plant some seeds about my concerns on our stonewall allegiance- please help. I'm thinking guerrilla leaflets etc To educate them on the safeguarding issues. Please help.

FairPlay for woman. Where else? I need some ready to print resources that will disrupt opinions!

No you dont. You need The Equality Act, and you need to ring fence women's rights in your workplace. Don't mention any other groups at all.

It is worth noting that Stonewall only added the "T" in 2015.

This effectively changed it from an established and respected organisation into one campaigning for social change. Despite 83% of the population not believing Transwomen are women (its own figures) and despite some obvious conflicts between the rights/needs of women, especially the most vulnerable, and men wanting to self ID as women, Stonewall's #nodebate tactic has stiffled public discussion whilst it has been able to use its existing reach and influence within governemnt and leading organisations.

The big issue is whether major firms should be re-examining their relationship with Stonewall given its change in emphasis and direction, and given the increasing strength of public opposition.

They should. Put most simply, Stonewall appears to have suffered "entryism".

There should be a good James Kirkup article somewhere. He is particularly useful as he is well respected for his general policitcal analysis and his interest the democratic process.

The big issue is whether major firms should be re-examining their relationship with Stonewall given its change in emphasis and direction, and given the increasing strength of public opposition.
That would be easier for firms to do if there was an alternative LGB group to affiliate with.
There doesn't seem to be any appetite to set up another mainstream charity to support homo- and bisexual adults.

Hello OP!

I was a senior hr player but have taken a couple of years out to be sahm and am itching to get back into HR.

I keep thinking the same as you.

I think critical conversations might be what you need?

My husband is a business person and across the office he heard an open conversation about some younger more woke staff about why they should have uni-sex toilets and he got stuck in with no way and look at what can go wrong and then it went into trans rights and he was gender critical. He didn't think much of it but said it was interesting how women around his age cane up to him quietly afterwards and told him thanks and they agree but they obviously didn't feel comfortable being vocal .. so he came home and told me about it and was surprised some women were reluctant to share their views.. but you see he is an independent business person and senior enough to say what he wants with very little consequence as he is more of an entrepreneur rather than employed.

But I think the key is quiet challenging conversations.

Find out what the bank spends with stonewall?

Who agrees it?

Who gets control of the budget for it?

Do they provide training ? Is it crap? Can you change training provider with something better without the political slant from stonewall?

Can you do some confidential surveys to canvass views?

Who manages the relationship with stonewall? Why, what does the bank think stonewall does for the bank?

Have conversations first and then start putting up alternatives?

It is so difficult isn't it? What really worries me from a hr perspective is data collection and just what a load of bull shit it will be if we collect information on variant gender which therefore muddling up relevant sex factors.

I also feel deeply uncomfortable with the whole pippa Bruce thing, I mean as a women am I meant to embrace a colleague if they cross dress ?? (and in my opinion play out a character which demeans and objectifies what it is to be a woman).

Could you take a different approach, along the lines of saying:

I am really pleased with the work that we have done with stonewall and I think it has been incredibly effective but we might want to focus our energies elsewhere this year.

And then look at your equal pay stats, engagement surveys, whatever and see what matters to your employees and propose that you refocus on that.

I would keep politics out of work and use an evidenced based approach.

Some excellent suggestions from meercatz

Charity wise , maybe propose that the bank start funding the Wateraid charity? They're doing some great work on providing toilets for women at the moment - which then makes it easier to challenge the creeps woke if they start demanding mixed sex toilets?

My organisation has completely swallowed the Kool Aid. I think I’d be in trouble if I wore an Adult Human Female t shirt, for example.

I’ve got no suggestions unfortunately but good luck OP.

Have sent you a pm, OP. Or tried to.

Great suggestions here thanks all for taking the time to reply. It's just thinking about the right to approach this as it's not always apparent where opinions/wokeness are!

Was going to say OP that when I was HR director, with some pretty macho males in most of the senior positions I inherited a training provider that was well rated for assisting with sales roles but was sexist.
It had some charismatic trainers who loved to wine and dine and get personal relationships going.

I knew that me being new and in speaking to some senior women that just saying the trainer was sexist was not going to be enough to get a change (ridiculous I know but they were truly ingrained in the organisation as totally ridiculous and sexist as it was).

So, in order to achieve the change I centralised the training cost (so allowed my dept to take the hit for training rather than the relevant business unit and of course the business heads were pleased not to take the cost).

I then had more of a reason to take an interest in training delivery.

I found more trainers, got them in, briefed them that couldn't be sexist, needed to be inclusive (yes I know ridiculous), and found they were cheaper.

It took a while I slowly mixed up the training and then eventually just didn't use the sexists, after all I was paying for it.

I did feedback surveys to show the non sexist trainers were better and was able to present as a side note "oh and males and females are really overall glad that the sexist jokes have stopped" and then just moved on with another topic.

It is hard in that alternatives to stonewall will be hard to find.

I wouldn't do leaflets as you will know OP that in a bank they can trace nearly everything.

Ask people to look into the background of the people on their trans advisory board.

OP, what is Stonewall's connection to your organisation? What does allegiance mean? Do they provide training?

I agree with userschmoozer, the main thing is to ensure that women's rights are protected under the EA 2010, as presumably that is your job, and if you don't do this you are leaving your employer open to legal challenge.