Mandatory LGBTIQ+ Training

[ChocolateCrackles]

Afternoon all.

I have been notified by my employer - public healthcare - that I have to complete a mandatory online training module on LGBTIQ+ inclusion in the work setting. Apparently, I cannot conscientiously object (I asked).

This training was created by a local, government-funded advocacy group, after they did a (comprehensive, no doubt) survey on trans-identified people in healthcare settings and found their study subjects were very upset at how little they were asked their pronouns. Consequently, that the same government body have paid the same advocacy group to create this tidy bit of professional re-education, and it's tied to our practice standards/outcome measurements. Also, I think it's probably worth mentioning I am in a captured profession. And also a very out lesbian.

How do I navigate this, given that I really do not want to do this training, and don't believe it deserves to be legitimised as evidence-based practice, or mandatory for the service to complete?

[TheSandgroper]

I’ve just posted this link in another thread. https://www.dailymail.co.uk/health/article-11439455/San-Franciscos-trans-benefits-application-gender-pronoun-options.html

Other than that, no useful advice.

[grumblleweeds]

Go to the training.
Take copious notes.
Report back to management on every single falsehood presented to you as fact and tell them why it is damaging.
Job done.

This is actually a great opportunity to challenge the tidal wave of trans indoctrination.

💪🏻

[Runor]

Agree with what grmblleweeds said, if you feel able to take this on. You might want to do a bit of prep first though

• make sure your union will support you, or join one that will.
• speak to eg Sex Matters
• if it makes sense, speak to anyone who’s already done the training and see if you can gauge whether you would have any local support
• find out if you have access to a SEEN network or similar

Good luck

[WelcomeMarch]

If it's billed as LGBTIQ+ training but only talks about trans people, can you point out the massive omissions?

Sit there with a tick list and note for each question whether it has any relevance to L, G, I, or B issues in the workplace.

[cariadlet]

Agree with the others. Document everything. Much better to be there and no what is being said than to opt out (if you had been allowed).

I'm a teacher and recently had EEDI training. I went home and wrote a lengthy email including factual inaccuracies, examples of the trainers biases and the problematic nature of the provider that she recommended. I included hyperlinks and sent the email to my Head (copying in the Deputy Head and the rest of the senior team).

Your post reminded me that I haven't had a response so need to chase it up.

[cariadlet]

To know

Really need to proofread before I post.

[cariadlet]

FFS

the trainer's biases

[Brainworm]

I was in a similar position. I went to the training and complained to HR about it, copying in the CEO (I am a senior member of staff).
CEO asked the HR director to follow up with me. I met with him and sent an email afterwards, clarifying my points.
I mostly pointed out how they had started out saying sex and gender were conflated and then went on to conflate the 2 for the rest of the training (it's an online training module). I said that it failed on our (simple English) standards and wasn't at all accessible as a result. Jargon was used throughout and they didn't provide adequate explanation for the concepts they were introducing (I gave the example of 'gender assigned at birth', saying that what gender is wasn't explained and neither were the mechanisms by which it comes to be assigned).
The result was that they pulled the training and are looking for another supplier that fits our standards. The HR Director is fuming, he doesn't want to have to defend any of the messaging included in the training and wants people to 'be educated' on the issues. However, the organisation does seek to be inclusive and the CEO is very disability aware. Her mission is to use clear language and straight forward explanations. I don't think she has engaged a lot of thought about trans people. She will definitely want to ensure the organisation is inclusive and non discriminatory and that people with a trans identity will feel accepted. I'm pretty sure she won't drink the cool aid about how this must be achieved. I am pretty sure the HR Director is stalling on moving things forward as he knows she is now aware of the need for clarity and there is nothing out there that will meet her bar for assuming clarity and coherence

[1dayatatime]

I agree with @grumblleweeds .

Actually you should see this as an opportunity to challenge potential "re education".

Plus as a very out lesbian you should avoid being accused of homophobia (although I wouldn't exclude it in this batshit crazy world).

Good luck

[PotteringPondering]

If you were a straight male and pointed out flaws and ideological bias in the training, you could easily be dismissed as a bigot, or accused of defending your privilege.

As an out lesbian you're ideally placed to critique the training and be taken seriously. You're one of the people it's supposed to be about FFS.

@grumblleweeds is exactly right: go, take notes, and give specific feedback to your employer on where it's unhelpful.

(Note: Simon Fanshawe's book The Power of Difference is a textbook on the value of diversity in the workplace, and includes a bit on why mandating pronouns is divisive.)

[HeartofSaturdayNight]

It amazes me that this political indoctrination is mandatory but its helpful for those who haven't thought about it much to hear how it compromises others. It might make your workplace think, because you are an out lesbian (and cant be dismissed for the original sin of being just a straight middle aged white woman like me) but I'd still be careful how you give feedback, make sure its in writing. Evidence your response. I do know a couple of lesbians who have been openly bullied at university for not going along with the ideology. And another by her professional membership body...ditto a gay man who lost work for raising safeguarding issues for CYP.

I would recommend joining the FSU. They've helped some of the cases I've mentioned here which were settled in favour of the individuals, away from the public eye.

[DSDaisy]

Please send them this & ask them if they have any idea what the I actually refers to? https://differently-normal.com/2022/05/17/an-open-letter-to-all-organisations-using-lgbtqi/

[Ofcourseshecan]

@Brainworm

I was in a similar position. I went to the training and complained to HR about it, copying in the CEO (I am a senior member of staff).
CEO asked the HR director to follow up with me. I met with him and sent an email afterwards, clarifying my points.
I mostly pointed out how they had started out saying sex and gender were conflated and then went on to conflate the 2 for the rest of the training (it's an online training module). I said that it failed on our (simple English) standards and wasn't at all accessible as a result. Jargon was used throughout and they didn't provide adequate explanation for the concepts they were introducing (I gave the example of 'gender assigned at birth', saying that what gender is wasn't explained and neither were the mechanisms by which it comes to be assigned).
The result was that they pulled the training and are looking for another supplier that fits our standards. The HR Director is fuming, he doesn't want to have to defend any of the messaging included in the training and wants people to 'be educated' on the issues. However, the organisation does seek to be inclusive and the CEO is very disability aware. Her mission is to use clear language and straight forward explanations. I don't think she has engaged a lot of thought about trans people. She will definitely want to ensure the organisation is inclusive and non discriminatory and that people with a trans identity will feel accepted. I'm pretty sure she won't drink the cool aid about how this must be achieved. I am pretty sure the HR Director is stalling on moving things forward as he knows she is now aware of the need for clarity and there is nothing out there that will meet her bar for assuming clarity and coherence

Good work, Brainworm! And every time someone like you stands up for the truth, other people realise they don’t have to submit either.

[SinnerBoy]

Well, there's some excellent advice here. Do let us know what you end up doing and how you get on.

[123anotherday]

Can you ask to view the course materials beforehand? It can be very difficult to swerve mandatory training in the workplace. Though I once attended a training where our beatch of a nursing manager got deservedly reported by the SW trainer for breach of confidentiality, in your situation it’s really important to plan your response….. as I’m presuming it’s not the lgbtq training itself you are worried about but whether specific obligations will be put on you regarding trans people?

[Tallisker]

@DSDaisy

Please send them this & ask them if they have any idea what the I actually refers to? https://differently-normal.com/2022/05/17/an-open-letter-to-all-organisations-using-lgbtqi/

Well that's an excellent piece! I'll bookmark that and send it to our EDI people, who write the policies with input from a self-described intersex person who says she was born neither male nor female. I say she, she uses she/her or they/them pronouns apparently. But she looks and sounds like a woman on screen. Current chair of the pro-trans group, so legitimises the narrative that the I is part of the LGBTQI+++

[MissingLesbianSpaces]

As a fellow lesbian, I understand how lesbophobic these trainings are (I work at a University). They probably will ask for your feedback and what I did was to write that I face discrimination for being "same-sex attracted". I wrote sex every time they referred to gender. I hate this, it's a movement for white men and I refuse to be one of their foot soldiers

[EasternStandard]

@Brainworm

I was in a similar position. I went to the training and complained to HR about it, copying in the CEO (I am a senior member of staff).
CEO asked the HR director to follow up with me. I met with him and sent an email afterwards, clarifying my points.
I mostly pointed out how they had started out saying sex and gender were conflated and then went on to conflate the 2 for the rest of the training (it's an online training module). I said that it failed on our (simple English) standards and wasn't at all accessible as a result. Jargon was used throughout and they didn't provide adequate explanation for the concepts they were introducing (I gave the example of 'gender assigned at birth', saying that what gender is wasn't explained and neither were the mechanisms by which it comes to be assigned).
The result was that they pulled the training and are looking for another supplier that fits our standards. The HR Director is fuming, he doesn't want to have to defend any of the messaging included in the training and wants people to 'be educated' on the issues. However, the organisation does seek to be inclusive and the CEO is very disability aware. Her mission is to use clear language and straight forward explanations. I don't think she has engaged a lot of thought about trans people. She will definitely want to ensure the organisation is inclusive and non discriminatory and that people with a trans identity will feel accepted. I'm pretty sure she won't drink the cool aid about how this must be achieved. I am pretty sure the HR Director is stalling on moving things forward as he knows she is now aware of the need for clarity and there is nothing out there that will meet her bar for assuming clarity and coherence

Great way to do it. Not long ago the plain English campaign was important for some companies in order to be accessible.

[Swamphag]

@PotteringPondering - thanks for the Simon Fanshawe book recommendations I've just ordered a copy for work

[IwantToRetire]

HI OP - what a nightmare.

Not sure if this is an online tick box exercise and that at the end you will be told, based on your responses, that you are a good ally or a total transphobe.

Or that you are going to have a sit and watch someone lecture you on line.

But as suggested up thread, assuming it isn't all too head bangingly awful, think it a good idea try and note down each time for instance they conflate sex and gender, imply that having gender critical views aren't a valid as an other views, and IMO, each time they insult how you feel about yourself as a lesbian by being force partnered with people who in denying sex are denying you as someone who is same sex attracted.

The so called training is either glib in thinking it can cover this wide ranging and disperate group and is therefore instulting to each of the catergories, but also could be discriminating agains you as a lesbian if it denies the reality of sex.

[IwantToRetire]

Is there a public healthcare equivilent to this https://seen-network.uk/about/ that could give you support / advice?

[Propertylover]

@DSDaisy That is a great resource. Thank you

[mach2]

If anyone used the words "diversity", "inclusion" or "mandatory DEI course" to me I'd want to beat them to death with a tyre iron* but since that's not allowed it would have to be " i don't need a brainwashing session to be decent because, unlike you, my parents didn't raise me to be a shit. Now fuck off in case I find my tyre iron".

* Irritation-induced hyperbole alert

[DadJoke]

You could simply do the training. You might learn something useful, and they are paying you to do it.

[1dayatatime]

@DadJoke

You could simply do the training. You might learn something useful, and they are paying you to do it.

Or alternatively to learning something you could just get fired for innocently saying the wrong thing:

www.hilldickinson.com/insights/articles/was-dismissal-use-n-word-race-awareness-training-unfair-and-discriminatory

Honestly everyone i know who has done a DEI course didn't dare say a single word because they were shit scared it could be used against them. Everyone just clocked watched until it was over.