ࡱ> g i7bjbjhh .J|\|\8/0  8,$p$^$"V*vB@0p. ?X. . Dp.  > N:  November 2019 51 position on trans inclusion 51 position on trans inclusion 51 has a long history (from predecessor unions) of enabling members to self-identify whether that is being black, disabled, LGBT+ or women. At recent Congress and further and higher education conferences, policy has been made on more options than binary genders on forms (FE conference 2017), using the acronym LGBT+ to ensure an inclusive approach to gender identities which is different to that assigned at birth and/or their sexual identity being other than heterosexual (Congress 2017), gender-neutral toilets and facilities (Congress 2017), support campaigns to remove the requirement and practice of gender assignment at birth (Congress 2017), promotion of non heteronormative and non binary identities (FE conference 2014). 51 womens conference passed an advisory motion in 2017. Womens conference reaffirms: That our womens structures within the union belong to all self-identifying women. That our movement must be a safe space for all women. That our strength is our collectively in fighting the structures that oppress women and that there is vital work to be done in building and channelling our collective strength. Womens conference asks: That the womens standing committee work with the LGBT+ standing committee and any other interested structures within our union to develop a plan to build and channel this collective strength. 51 is a democratic organisation with its policies and priorities decided at the annual Congress. This is the decision making body of the union. National committees, regions and branches all send motions for debate to the annual Congress. Motions are voted on by delegates from branches and regions and, if they are agreed, they become policy. 51 policy underpins and steers national, regional and branch action. This is where 51s policies on equality including trans rights have been decided and agreed. 51 has a long history of enabling members to self-identify whether that is being Black, disabled,LGBT+or women. 51 supports the right of all women (including trans women) to safe spaces and the continuation of monitoring that can help identify discrimination against women, men and those who identify as non-binary. 51 also supports a social, rather than a medical, model of gender recognition that will help challenge repressive gender stereotypes in the workplace and in society. 51 supports trans rights and, as champions of equality, we welcome the increased visibility and empowerment of trans and non-binary people in our society. The 51 Women members conference 2018 agreed a motion reaffirming trans women are to be included in all 51 womens organising agendas and actions. It is our responsibility to promote equality and ensure the provisions of the Equality Act are implemented and adhered to by our members and in the sectors where we organise. This is also written into our rules. Our rules commit us to ending all forms of discrimination, bigotry and stereotyping. 51 is committed to an intersectional approach within all its work. The concept of intersectionality has at its core an understanding that within marginalised groups there are a number of different identities, such as white women, Black women, disabled women, cis women, trans women. Listening and trying to understand difference within groups, from an intersectional position, is key to building the strength of the group as a whole. An intersectional approach is committed to discussing experience of discrimination with each other, understanding where there are differences, where there are similarities and form solidarity. This is 51s positon. The strength of the Union is to bring members together and to build bridges rooted in equality. 51 believes that for true solidarity we need to be speaking to and working with each other and acknowledging and celebrating our intersectional differences. Equality is central to how 51 organises and ensures all members have voice and representation. There has been argument that debating gender identity is a matter of academic freedom. 51 supports academic freedom and believes academic freedom is essential to extending knowledge and understanding, fostering critical thinking and expression, and therefore to the development of a civilised democracy. Moreover, we believe that the marketisation of post-secondary education is narrowing the parameters by which academic and academic-related staff are able to undertake teaching, scholarship and research without interference and that a commitment to enhancing academic freedom is one of the reasons why we continue to oppose key policies such as the Research Excellence Framework, the Prevent strategy and the casualisation of the workforce. As part of our work in this area, we have also submitted an allegation to UNESCO regarding inadequate protections for academic freedom in the UK. 51 also believes academic freedom is bound up with other civil liberties and human rights so therefore does not give the right to discriminate. Commitment to equality and opposition to discrimination is built into 51s rules. Rule 6. 1 states that all members and student members .. shall refrain from all forms of harassment, prejudice and unfair discrimination whether on the grounds of sex, race, ethnic or national origin, religion, colour, class, caring responsibilities, marital status, sexuality, disability, age or other status or personal characteristic. An important aspect of this, in progressing equality, is to understand when something is discriminatory, and to understand what discrimination groups of people face. Acknowledging and seeking to understand ties in with 51s commitment to intersectionality. The debate around gender identity has in some quarters become bitterly divisive. This is of significant concern to 51 as we seek to enable understanding and celebration of intersectional diversity. 51 opposes any violence, intimidation, bullying or disrespect towards any group that faces discrimination. One of the debates around gender identity is that there is a perceived conflict between trans rights and womens rights. This is not new, for many years some feminist groups have been opposed to trans women being part of the organising agenda and activities. This has often been situated in a challenge that trans women are or at least have been men and therefore part of the oppressive machine against women. Trans women state that this position is core to the discrimination they face and prevents them being able to have the rights they need to live full lives. Saying or implying that trans women are really men denies trans women their right to be women The nature of the debate is around what gender is and how it functions as a social construct. In terms of gender identity equality the term cis gender is used to describe when someones gender identity corresponds to the sex assigned at birth. Trans is the opposite of cis. Some feminists argue that gender is an oppressive social construct formed by means of societal stereotyping. The process of stereotyping, it is argued, begins when someone has their sex assigned at birth. Being assigned as female has attached to it societal stereotypes about what it means to be female, and what it means to be a woman. Trans people however use gender identity positively as a tool to confirm that their sex was assigned incorrectly at birth. Trans people who transition from one gender to another want to be known in their confirmed gender. This is important and central part of being able to be identified in the correct gender. Some trans women argue that when they were assigned as male at birth and had a gender, being a man, forced onto them by means of societal stereotyping they did not relate to this and experienced social alienation as a result. Debating trans gender identity puts trans peoples being into question and creates fear and distress. However discussions about what it means to be a woman in society, enables all women to have voice and listen to each other. The fight for women's rights is far from won. For too many women, sexual harassment and domestic violence is a daily reality, alongside unequal pay and other forms of discrimination at work, including maternity pay and leave. 51 will continue to campaign hard to protect the rights of working women. Looking at different experiences of what it means to be woman, or Black / disabled LGBT+, is at the heart of an intersectional approach and involves listening and seeking to establish understanding and solidarity in struggle against oppression and discrimination. Engaging and listening the voices of diverse intersectional groups within the womens and across all 51 organising enables us to recognise, celebrate and find solidarity within 51. This in turn builds our capacity to fight for womens and all equality rights. NEC Statement reaffirming 51's commitment trans inclusion 51 supports trans workers' rights and, as champions of equality, we welcome the increased visibility and empowerment of transgendered and non-binary people in our society. It is our responsibility to promote equality and ensure the provisions of the Equality Act are implemented and adhered to by our members and in the sectors where we organise. This is also written into our rules. Our rules commit us to ending all forms of discrimination, bigotry and stereotyping. 51 has a long history of enabling members to self-identify whether that is being black, disabled,LGBT+or women. At 51's annual congress and further and higher education conferences, policy on gender identity has been developed over many years. 51 supports the right of all women (including trans women) to safe spaces and the continuation of monitoring that can help identify discrimination against women, men and those who identify as non-binary. 51 also supports a social, rather than a medical, model of gender recognition that will help challenge repressive gender stereotypes in the workplace and in society. The fight for women's rights is far from won. For too many women, sexual harassment and domestic violence is a daily reality, alongside unequal pay and other forms of discrimination at work, including maternity pay and leave. 51 will continue to campaign hard to protect the rights of working women. 51 is aware that the debate around gender identity has in some quarters become bitterly divisive. Our strength is to bring members together and to build bridges rooted in our values of equality. 51 opposes any violence, intimidation, bullying or disrespect towards any group that faces discrimination, and from whichever quarter. Trans people, including students and staff in tertiary education, face physical and verbal abuse, prejudice and discrimination, marginalisation and misrepresentation.51 is fully committed to providing practical support and policy guidance for reps and trans members in challenging discrimination and harassment. 51 publications related to gender identity  HYPERLINK "/media/8600/Guide-to-Gender-Identity-May-17/pdf/Guide_to_gender_identity_may_17.pdf" /media/8600/Guide-to-Gender-Identity-May-17/pdf/Guide_to_gender_identity_may_17.pdf  HYPERLINK "/media/8824/Non-binary-gender-identity-guide/pdf/Non-binary_gender_identity_guide.pdf" /media/8824/Non-binary-gender-identity-guide/pdf/Non-binary_gender_identity_guide.pdf  HYPERLINK "/media/8602/LGBT-a-guide-to-language-in-use-May-17/pdf/LGBT__language_May_17.pdf" /media/8602/LGBT-a-guide-to-language-in-use-May-17/pdf/LGBT__language_May_17.pdf 51 statement on academic freedom  HYPERLINK "/academicfreedom" /academicfreedom 51 allegation to UNESCO/ILO regarding academic freedom  HYPERLINK "/academic-freedom-allegation-unesco" /academic-freedom-allegation-unesco     Page  PAGE \* MERGEFORMAT 6  1234TU2 3 4 ̽z\UJBJBJB7hL-hpPJ^Jh_PJ^JhL-h_PJ^J h\Vh_;hph_5@B* CJKH$PJ\^JaJnH ph3ftH h_5B* CJaJph3fhl|h_B*ph hl|h_5B*CJ4aJ4phh_5B*CJ4aJ4phhcqh_CJaJhl|h_B* CJaJph3fh_B* CJaJph3f hl|h_h_h_5PJ+jhjhj5PJUmHnHtH u"234TU3 4 n  dhgd_gdp dhgdp dgd_gd_$$d &d N P a$gd_$a$gd_gd_ dh9D^gd_4 l m n o   QW'kиииии|mmZmZmKmZhL-h_PJ^JmH sH $hL-h_PJ^JmH nH sH tH hL-h_PJ^JnH tH (hp56B* PJ]^JnH ph3ftH #hphp56B* PJ^Jph3f(hm56B* PJ]^JnH ph3ftH .hph_56B* PJ]^JnH ph3ftH #hph_56B* PJ^Jph3fhL-h_PJ^Jh_PJ^Jhh_PJ^J GJ"]#%'()*$+,-f/033F3*4gd_ dhgd dhgd_ d@&gd_ dhgdG]4dhgd_L!"<#C#$$$$$$e'x'''(a)m))*$+e/f/s00033񢓇xlx]hh_PJ^JnH tH h[wPJ^JnH tH hL-h[wPJ^JnH tH h_PJ^JnH tH hL-h_PJ^JnH tH ;hph_5@B* CJKH$PJ\^JaJnH ph3ftH hL-hG]4PJ^JnH tH h_PJ^JhL-h_PJ^JmH sH hL-h_PJ^JhL-h_PJ^JnH tH 33F3G333(4)4*4+444555555555566H6I6o6p6q6r66666-7.7/70717˵ˬ˵ˬ˵˵˵ˬ˵˗yh hl|h_5B* CJaJph3f;h\Vh_5@B* CJKH$PJ\^JaJnH ph1 XtH h\Vh_CJaJhjh5^Jhjh_^Jhjh_0J^Jhjh 0J^Jjhjh 0JU^J$hjh_5B* CJ^JaJph3f$hjhm5B* CJ^JaJph3f&*45556q6r66/70727374757677787:7;7=7>7@7A7C7D7 dgdp$a$gdpgdpgd_ dgd_gd_17273767778797;7<7>7?7A7B7D7I7J7a7b7c7d7e7f7g7h7i7ijijąh hphp5,jhphp5B* UmHnHph3fuh[w5B* mHnHph3fu!jhphp5B* Uph3fhphp5B* ph3fhhajhhaU hph?J, hphphp hl|h_5B* CJaJph3fD7e7f7g7h7i7$a$gdp$a$,1h. 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