Work disappointing response to the Supreme Court ruling

[thistlewhistlewheest]

I'm feeling very disheartened and a little worried this morning after reading a work communication from our Head of HR responding to the Supreme Court ruling (below).

I wasn't sure what the corporate stance was before, although the company "women's" group is very clear in its mission statement that it includes all gender IDs. now I guess they're making it clear.

In terms of segregated spaces it won't be a big deal here in our head office as all our toilets and shower/changing are completely enclosed individual unisex rooms so there's no safety/privacy concerns, but this won't be the case in our smaller offices.

I'm also worried as I recently (before the ruling) opened up to some colleagues with my terf views and didn't get a great response, now with the language in the communication below I feel worried that I may be reported and it could harm my career.

I haven't been here very long but am in a relatively senior leadership role. I was really hoping I could start openly supporting women in the organisation by taking a more prominent role in the women's group but now I think I'll need to stay quiet even longer.

Anyone know any links I could share if I'm feeling brave that counter the two links below in a reasonable / balanced way??

"As leaders and managers here at xxxx, you set the tone and right now, following the recent Supreme Court ruling, it’s more important than ever that we show what inclusion really means in practice.
Let’s be clear, discrimination, bullying or disrespect towards anyone, including our trans colleagues or customers, has no place here. It goes against everything we stand for, and we will not tolerate it.
If you see or hear anything that feels off, whether it’s a comment, a joke, or something more serious—you have a responsibility to step in. That means addressing it directly where safe to do so and always following our processes for reporting and managing concerns. Ignoring it isn’t an option.
We also ask that you create space for your teams to talk, ask questions, and share how they’re feeling. You don’t need to have all the answers—but you do need to listen, lead with empathy, and point people to the right support.
You’re not alone in this. If you’re unsure what to say or how to handle a situation, reach out to our colleague network group leads, members of the EDI&B steering group on xxxx or HR and our resources on the xxxxx we’re here to help.
How we respond now matters. Together, we can make sure this stays a workplace where everyone feels safe, seen, and supported.
There’s some great resources available on how to be a trans ally, and we encourage you to take some time to access them: https://www.amnesty.org.uk/.../gender-identity-beginnerss_
https://www.stonewall.org.uk/.../the-truth-about-transs_

Could you start by pressing them on what their policies are for other marginalised groups e.g. people of colour, or those with disabilities?

You might need to be prepared to go to an ET though when you get "managed out."

Sorry, I'm not sure what you mean, they have pretty good policies for those groups.

"If you see or hear anything that feels off, whether it’s a comment, a joke, or something more serious—you have a responsibility to step in. That means addressing it directly where safe to do so and always following our processes for reporting and managing concerns. Ignoring it isn’t an option.
We also ask that you create space for your teams to talk, ask questions, and share how they’re feeling. You don’t need to have all the answers—but you do need to listen, lead with empathy, and point people to the right support."

If you're feeling very brave (or foolhardy!) you could test whether they mean what they say, by expressing that you feel their communication is off. But you have to speak up, in their own words "ignoring it isn't an option".

Gulp. I feel like such a coward.

Someone was wearing a "protect the dolls" T-shirt to work last week, I should have seen this coming.

What a fucking ridiculous and inappropriate work message

since when did transgressing women’s rights become the next civil rights movement

I hope you don't feel that I was telling you to be brave and speak up. I wouldn't have done in my workplace (retired now). I was trying to highlight their (probable) hypocrisy. You will obviously be balancing your wish to speak up and the likely consequences. What a nasty message your company has put out, all couched in niceness but with a poorly disguised menace behind it (in my opinion).

Sorry, I'm not sure what you mean, they have pretty good policies for those groups.

Do they send out similar reminders about other protected groups, or are they just paper policies? I am sorry, I don't think I am helping you much. Although when I wrote to my MP I asked why the emphasis was on TWs when other groups suffered much more discrimination, despite the law being on their side.

I mean, that sounds like a lot of waffle to say very little.

My question would be are they actually going to comply with the law.

You might like the article linked here:

https://www.mumsnet.com/talk/womens_rights/5329955-legal-feminst-advice-on-how-to-challenge-unlawful-policies-at-work

One thing it suggests is that you mustn’t feel pressure to put your head above the parapet. They say:

If you make a fuss, you may end up losing your job in circumstances that give you a strong discrimination claim.

But for most people most of the time, a job is a better thing to have than even the strongest imaginable discrimination claim.

And this is from lawyers who argue these sorts of cases all the time. Take your time, and only speak out if you personally feel you can.

What a nasty message your company has put out, all couched in niceness but with a poorly disguised menace behind it (in my opinion).

Yes this.

It's also relevant that their links are to orgs that pushed the old discriminatory version of the law, and one is a failed intervenor!

I don't know what is realistic or desirable for you. It should be reasonable to expect that they also stand against bullying of anyone with views that (it's now clear) align with the law. The message suggests the opposite, that they are adopting a position opposed to the law, and opposed to women's rights under the pc of sex. They think the ruling is bad, rather than thinking its the law and they need to comply.

If you are senior enough perhaps the company's exposure to risk is a way in.

Or maybe its better to keep quiet and see what they do when the new statutory code of practice comes out.

The chief executive put out a communication earlier last week saying that we will be "guided" by the EHRC, but refers to it as an interim update with more direction coming out in summer, he then went on to signpost to the many pride/ally groups people could go to for support, including HR contacts. I definitely wouldn't feel comfortable going to HR for support now.

Thank you, that link is excellent and has made me feel a bit calmer.

I wish I knew I had some similar minded colleagues but I've not seen/heard anything.

I need to remember that (at least in head office) there isn't currently a huge problem , other than me not feeling free to express my opinions, and potentially other women not feeling supported, so I can bide my time for now.

My sympathies OP. I'm feeling rage at my NHS work's message. They're not so blatant, but clear that it's all about "support and tolerance, here's the LGBTQ++ networks and helplines"

NO message to women at all. NO acknowledgement.

It's finally made me consider starting a Women's network - there's networks for most of the other protected characteristics, but nothing for women (or age).

And when I've looked at other NHS trusts and the main NHS women's networks, they're all "for women and those who identify as women".

And our gender/trans/whatever policy still says self id, toilets and changing rooms of choice, and "might need two ID badges"!

I need allies though. And I guess I should wait until the EHRC puts out its formal guidance in June (is that right?) and see how they react then.

@StellaAndCrow exactly, I wish I had allies! And the rage is the same with me, where is the support message for women whose lives have been affected but have been keeping quiet. The women's group here is so captured that no-one would dare go there for support in these issues.

From your OP
"You’re not alone in this" - unless you're a woman standing up for sex-based rights. And then you are alone. So very alone.

I think Peregrina probably means do they make such a song and dance about other protected groups!?

Disappointing, OP. But. If your terfy views weren't well received, and in your particular situation it is ok, i would wait and see.

The other thing that may help, if you feel you have the spoons to handle the fall-out that will head your way, is to carefully ask someone in HR or management if they have considered what will happen if someone complains that, say, a woman is using the men's (unlikely, but it's an easier conversation to have, IME) toilets and one of the men complains? Given the clarity given by the SC, this may be expensive for the company.

TBH right now i think that we need to watch, carefully, and wait for the first people to tackle companies about this.

@Brefugee thank you, good advice.

I'd respond back with "Im feeling bullied into something that goes against my beliefs, and it is causing me concern that my views and feelings will not be recognised within the company"

We all need to stand up and be counted, and push back. GC views are in the high majority. But we have to stand up. Politely, standing up for our protected beliefs.

I mean, you now know that your HR department are virtue signalling twats.

But do you need support from them?

I wouldn't say anything unless they don't actually comply with the law. And then I'd make it very clear that if they don't comply it will end badly for them.

Can you ask them what your response should be in the situation there are not individual cubicles and how you should support women who want single sex facilities and point out that this is the law? Say you don't want your company to end up in tribunals because they are breaking the EA that says woman means woman and not transwoman.

I think Peregrina probably means do they make such a song and dance about other protected groups!?

That was what I meant. The point was made on another thread that firms which are very big on disabilities, make provision say for wheelchair users, and completely forget about partially sighted, or another disability.

This question poses the dilemma, doesn't it? Do we stick our heads above the parapet and say something, or keep quiet because we are not directly affected? If 15 years ago we had said "TWAW, you're having a laugh. What's this gender nonsense anyway." then we might not have got into this mess.

I think you could bide your time and wait for the full guidance and see what their actions are then. Call their bluff. I think we're still in a 'dust settling' period and things may be better in a couple of months 🤞