HR policies updated at work

[Divorcingjack80]

I’ve just noticed that my work HR policies have been updated. Full of references to Stonewall information and links, gender and sex used interchangeably and expression of support for using facilities you feel most comfortable with.

I love my job. I have absolutely no issues with any individuals and would never treat anyone unkindly or without respect as a fellow human.

But, these changes. My workplace is diverse, with Muslim women and women that have experienced abuse. What about them? I have no “out” GC people that I can reach out to for support. I don’t know about the views of my manager and it feels incredibly risky to broach this.

How should I approach the changes without putting myself at risk of being accused of bigotry?

This post is deliberately vague so as not to identify myself.

I don't know the answer, but bumping for you in case someone has advice

Could you maybe ask them to be completely clear where they mean gender identity and where they mean biological sex, as it's actually quite offensive to conflate the two?

I pointed out that not following the correct list of protected characteristics under U.K. law poses a risk of sex discrimination and as a U.K. employer it was really important they get employment policy in line with the law.

If you wanted to go further you could share the Akua Reindorf report on Essex University and 'Stonewall Law' as your employer could be at risk if they are taking legal advice or following their suggestions (under a membership scheme?) which isn't legally compliant.

More here

sex-matters.org/posts/freedom-of-speech/the-reindorf-review-a-wake-up-call-for-universities/

Can you ask to see the equality impact assessment? Are all staff aware of the changes, are there ways to raise awareness that all of the toilets are now unisex?