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

Since I started at the University in June this year, I’ve been encouraged to see that a number of strong equality and diversity initiatives have been put in place or are being planned. One such initiative is the Stonewall Global Diversity Champion programme which we signed up to in August. I’m really pleased that we have become involved with this programme as it’s the globally recognised standard for international organisations that are committed to Lesbian, Gay, Bi-sexual and Transgender (LGBT) equality across the world.

With the legal and social situation ever changing for LGBT individuals both in the UK and worldwide, membership of Stonewall gives a clear commitment to LGBT inclusion at the University. The Global Diversity Champions Programme provides a network and expertise to help us stay informed of these changes and the implications for staff wherever they are in the world.

From my equality and diversity practitioner’s viewpoint, it gives us access to specialist resources and expertise, improves our visibility as an employer of choice and will help us to improve our policies and practices.

I will be working with the Dean of Diversity, Professor Judith Rankin, and the Diversity Committee to support LGBT inclusion, to help ensure that people are able to bring their whole selves to work and feel more satisfied and motivated. This is important, as I firmly believe that this improves individual performance, which in turn enhances our reputation as an organisation where everyone can feel comfortable working – something which the University can only benefit from.

Leslie Platt, HR Adviser (Equality & Diversity)

“Oh, aren’t you one of those ambitious wotsits?” is the question I am asked by another member of staff.

Yes, that’s me! I am actually one of two graduate trainees on the Ambitious Futures Graduate Programme for University Leadership at Newcastle. Despite the name of the graduate programme not quite catching on yet (it’s kind of a mouthful and also somewhat cringe-worthy), many of you will have heard of or met the two of us at some point in the past year.

For those of you who may not know, Ambitious Futures is a national graduate scheme focused on University management and leadership. Graduates complete three project-based placements, two of which take place at the ‘host’ University with the third being based at another University in the region. The opportunities available are wide-ranging and offer graduates challenging and stimulating projects to lead and manage.

I began Ambitious Futures at Teesside University and after a rather shaky start, moved to Newcastle in January to begin my second placement in Marketing and Publicity. Here I managed a review of Student Services’ communications with current students, which included mapping activity across the various communications channels, facilitating focus groups with UG and PGT students and consulting with other Russell Group institutions. Completing a final report and presenting my findings gave me a real sense of achievement and satisfaction.

I took up my third and final placement at the end of May, working both in the Faculty of Medical Sciences and in HR on a variety of projects linked to the University’s Equality and Diversity agenda. In contrast to the second placement, this project is less compact and includes working on different strands of activity, with a wide variety of people across the University. From coordinating a careers mentoring scheme and supporting the Director of Diversity in FMS, to relaunching the Just Ask Service and running the NU Parents’ Network, I’ve definitely got around the place a lot in this placement!

As the programme draws to an end, it’s time to start looking at my next steps. The programme has definitely given me a broad overview of what it’s like to work in Higher Education and I’ve polished my skills as a capable project manager. What is now clear is that for many jobs at Newcastle and other universities there is a depth of experience that is required that has been tricky to gain due to the short nature of Ambitious Futures. This, coupled with the lack of clarity surrounding many career paths of professional support services staff in Higher Education, means that securing a job in the sector after the programme is far from a foregone conclusion . Despite this, I’m optimistic. I’ve thoroughly enjoyed my time at Newcastle so far. I’ve been fortunate to work on some interesting projects with some inspiring members of staff and I look forward to what the future holds.

Laura Draper, Ambitious Futures Graduate Trainee