How do we create and strengthen partnerships between public sector organisations to address Transgender inequalities?

We could start by attending a ground-breaking conference entitled ‘Changing Times, Challenging Times – Trans Lives Matter’ that took place last month. I say ground-breaking because not only was this event a first for Newcastle and the North-East it was also, according to the Head Of Trans Inclusion for Stonewall, the first of its type in the UK.

Hosted by Newcastle upon Tyne Hospitals NHS Foundation Trust at the RVI and attended by around 100 delegates, the University was one of the main partners in the event and I co-facilitated two Inclusive Workforce workshops, more of which later.

From my perspective a number of overall themes emerged:

1. Whilst access to services and the needs of Trans people is considerably better understood than even ten years ago, public sector organisations still have a lot to do to be fully trans-inclusive.
2. There is genuine commitment among organisations to get Trans inclusion right. This was heartening, as greater awareness in organisations means staff are likely to be better briefed on the issues facing Trans people in accessing things health services, higher education, banking services, housing and employment.
3. Lack of resources and funding should not be used as an excuse for failing to provide more inclusive workplaces

The Inclusive Workforce workshop discussed what it’s like to be Trans at work. We looked at barriers facing Trans people, from ‘coming out’ and feeling fully supported to bullying, harassment and discrimination. We also considered four realistic workplace scenarios, reflecting on how managers might deal with a particular situation involving a Trans or transitioning employee. Some excellent ideas for improved inclusion came out of these sessions. One was that Trans and transitioning staff need be wholly involved in the inclusion and policy development process. Another was that managers need to have the knowledge and understanding to enable them to confidently lead on and deal with the many situations that Trans employees are likely to encounter whilst at work.

So a very important day for transgender inclusion in the North East. As Rebecca Stinson, Head of Trans Inclusion at Stonewall commented,

It cements the region’s growing reputation as England’s most pro-active region on LGBT issues and it’s satisfying that Newcastle University is now playing a full part in this.

 

Leslie Platt, HR Adviser (Equality & Diversity), June 2017