Help wording an email to manager re: gender

[HunterHearstHelmsley]

I have a rough draft of an email already but could do with some help wording it...

I am a gender critical. Recently, a trans woman has joined by team at work. Several emails have been received about their pronouns and how they expect to be addressed, with added articles.

I'm fine with addressing them however they fancy. I need to contact our mutual manager to remind them I am gender critical and this belief is protected under the Equality Act. I don't intend to misgender anyone. I don't want the ideology forced upon me. I want my beliefs to be respected.

Can anyone help me pen an email please?

honestly I’d just let it go why cause hassle for yourself act work. Sounds like this email is going to have zero effect of your life at all.

Why do you need to stress the fact that you are gender critical at this point? My advice would be to keep your powder dry for now.

Are you realistically going to need to use your colleagues pronouns very often? I would wait and see how they behave first. If she just comes in and gets on with her job, then its not an issue. If she comes in with an obvious agenda, you can challenge it then.

Yes, I'm not sure what you want to achieve by this email. You say that you are happy to use your colleague's preferred pronouns. (I don't know what you mean by articles). What are you objecting to, or what line in the sand do you want to draw?

There has been four emails relating to it so far. Her start date was 1st April. It just makes me feel unsafe. The team already know I am gender critical. I feel like I need to remind management in writing that my views are protected.

I don't intend on upsetting anyone purposefully. Equally, I want my views to be respected.

I would not raise this. If they're political or biased or lacking in evidence, then the articles would irritate me. But no point raising those now - if you end up being sent lots of those kinds of things then that would be different. And it would need to form a pattern for me to want to raise it. At that point, you'd probably be advised to get an independent view as to what to raise, why, and what you want out of it.

The point in the email about pronouns though isn't something you can say anything about. If someone has transitioned or is in the process of doing so, they're protected under the law.

Articles - I mean she has sent news articles for us to read.

Ignore it. If your manager asks why you haven't added your pronouns tell them that you have no intention to. Then carry on with life.

No matter how you word it, it will be seen as an attack on an individual. It's enraging when someone new is introduced in this way (unless of course everyone gets a similar tedious email about every new worker) but I can't see how or why you'd raise an objection?

What is the problem? Trans person has joined team, you are happy to use their preferred pronouns. And the issue is???

I’d leave it for now. Think of it as someone joining from a not well known religion - they’ve sent some articles to educate the team on the new member’s beliefs. Unless they are saying that you have to believe it too I’d smile and ignore.

Can someone help me. What is gender critical? I'm a bit confused with the Ops post but think it's because I'm a bit behind the times with terminology etc

You are over exaggerating. If a Muslim person came to work for you would you email your boss saying you’re an atheist? Of course not!

Just lie low, be really nice to the person then you will demonstrate that GC people are not anti-trans. Because they’re not.

Unsafe? Oh get a grip...

If you are happy to use their preferred pronouns and name then I’m not sure what the issue is exactly?

Deal with individual issues as they come up e.g if they bring up pronouns in email signatures deal with that as it’s own issue.

I think a trans person starting in your team and then you immediately emailing yoir manager just generally about being GC but not having any specific issues might raise alarm bells and make them weary of how you are treating the new team member, which in turn will make it harder to deal with actual issues if they arise.

4 emails with articles...they must be a very, very special new starter.

Agree with those likening it to a religion. A Muslim woman in my team posted an article about Ramadan on our teams chat, and we made some minor changes like delaying a team lunch we go on every couple of months until after Ramadan. No need for anyone to mention they’re atheist. Very good comparison imo.

If you’re happy using preferred pronouns, okay. Are there any other implications for you?

The problem is there has already been four emails (in less than a month) about their pronouns and trans rights and extra reading for understanding.

I don't want anyone to be chastised or anything. I just want to remind management of my views. I don't want to receive a load more emails about gender identity when it's something I don't believe in. I wouldn't send her gender critical information, that would be offensive.

Your call OP - but as you can see, there's no support here for what you suggest.
These emails are likely to have been sent in a possibly misguided attempt to ensure the new worker is accepted. All you'll do is confirm they were right to send them.
I don't understand how they impinge on your rights in any way?

But like with the unusual-religion analogy, the trans ideology is not widely understood. The gender-critical position is the default. She does not need to have it explained to her.

Nothing’s actually affecting you yet though. If she starts making unreasonable demands that encroach on your rights then that’s the time to speak up. But for now you’re only being asked to bear witness to HR prostrating themselves on the trans altar for woke points and arse covering.

It’s irritating because the subtext of all the articles and emails is essentially: “there’s a man who thinks he’s a woman who’s about to join the team and under no circumstances are you allowed to acknowledge reality because it will
make the man sad and then he’ll throw a potentially litigious tantrum. So here’s a bunch of guff about how to do the mental gymnastics to pretend this isn’t happening.”

Keep your powder dry for now, otherwise you’re only going to start a race to the bottom in the Most Opressed Victim competition and if the emails and the articles are all that you’ve got to worry about right now, you will lose.

Just call him she/her and crack on with your job.

Just set up an email rule that sends all her emails into a folder that you don’t have to ever open.
And then just get on with work, you are not unsafe, that’s a ridiculous way to describe the situation. When the wokesters go on about feeling unsafe we all roll our eyes, same applies here.

I'm gender critical as well OP and agree with previous posters that you don't need to do anything at the moment. The articles etc may be irritating but I would ignore those for the time being.

Keep doing your job as usual and continue making the same decisions you would have done before. If your new colleague shares the female loos, either judge that they don't make you uncomfortable as an individual or, if they do, avoid sharing by using different facilities or times. Ignore any suggestions of adding pronouns to your emails if suggested and only say why privately if challenged. Go to HR if your line manager causes an issue.

There really should be few issues dealing with people with different beliefs/values/cultures from yourself. You do you and they can do them.

I would not email about being gender critical. I would ask your boss to remind staff that work email is for work issues.

If anyone wants to know more about this person's situation they can ask directly. No need to "educate" colleagues.

Deal with it as if it is a colleague using work email to message repeatedly about their holiday or hobby.