Trans Equality is Everyone’s Concern

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2018 Local Government Service Group Conference
21 February 2018

Conference notes that despite lack of data collection by many local government employers on the experiences of trans staff, we know that they experience disproportionate levels of harassment and discrimination. A 2017 TUC report showed that 48% of trans workers had experienced bullying and harassment, compared to a third of non-trans workers. Our most recent UNISON equality survey confirmed these findings.

Conference also notes a lack of knowledge and information about trans equality among many local government employer HR departments and leads. In an August 2017 research paper on supporting trans employees in the workplace, ACAS noted that only 20% of Stonewall’s Top 100 employers have trans-specific HR policies and processes.

While there has been an increase in local government branches being consulted on draft trans equality policies in the past year, many of these draft policies include mistakes in law, outdated language, ignore non-binary identities and are far from best practice.

Conference therefore welcomes UNISON’s new trans equality guide and model policy, launched at LGBT conference last November, adding to our library of trans equality bargaining resources. Conference also welcomes the success of some local government branches in using the new model policy to negotiate agreements.

Conference further notes that every one of us has a role in trans equality and welcomes new UNISON guidance on being a good trans ally.

Conference therefore calls on the local government service group executive to:

1)Promote the UNISON trans equality guide and model policy, along with UNISON’s Trans workers rights factsheet, Guide for reps supporting trans members and guide to non-binary inclusion, which complement the model policy;

2)Ask the sector committees within the local government service group to raise trans equality with employers and employer bodies, and seek reviews of relevant equality guidance, in line with UNISON best practice;

3)Urge branches with employers outside NJC or other national arrangements to check any trans equality policies against the model policy and negotiate for necessary improvements;

4)Urge branches where employers have no trans equality policy to negotiate the adoption of UNISON’s model policy;

5)Collate and publicise examples of where such agreements are reached;

6)Publicise and promote the new guide to being a good trans ally across the local government service group.