- Conference
- 2022 National LGBT+ Conference
- Date
- 28 July 2022
- Decision
- Carried as Amended
Conference recognises the need for inclusiveness for our LGBT+ members in the workplace. We commend the strong position taken by members at national delegate conference in passing the motion ‘Trans Equality – Louder and Prouder’ and recognise the commitment in UNISON’s recently updated Trans Equality Model Policy to the provision of gender neutral toilets. Many non-binary and transgender people feel unsupported by their employers when it comes to their gender identity. One issue faced by many non-binary and transgender people is employers not providing gender neutral toilets and changing facilities.
Unlike trans people who often identify within the gender binary, those who identity outside of the gender binary may prefer gender neutral toilets and changing facilities as they provide a safer space for those who may not outwardly conform to society’s gendered expectations, but also because gender neutral toilets and changing facilities affirm their gender identity. Those outside of the gender binary often experience gender dysphoria which can be impacted by having to misgender themselves by using gender-specific toilets and changing facilities which do not align with their identity. Gender-neutral facilities are necessary to ensure non-binary people’s experiences with toilet and changing facilities are one of comfort and dignity.
In addition, many trans and non-binary people face abuse and violence when accessing single sex spaces due to perceptions about their gender. Provision of gender neutral toilets and changing facilities can ensure trans and non-binary people have a safe provision to access. Recent updates to Equality and Human Rights Commission (EHRC) guidance appears regressive in the protection of gender neutral spaces with single sex spaces compulsory and gender neutral spaces optional in the construction of new buildings.
Employers should therefore ensure the availability of gender neutral toilets and changing facilities to ensure the safety and comfort of our non-binary and trans colleagues. The provision of gender neutral toilets and changing facilities should be in addition to male and female toilets and changing facilities and not used as a false divisive argument between workers on resources.
Conference calls on the national LGBT+ committee to:
1. Encourage activists and branches to start the conversation with employers about instating gender neutral toilets and changing facilities for employees;
2. Encourage the regional LGBT+ committees to support members to engage with their employers to provide sanitary disposal bins in all toilet spaces;
3. Liaise with Labour Link and LGBT+ Labour to lobby the Labour Party to apply pressure on the UK Government, devolved Governments and administrations to seek that the provision of gender neutral toilets and changing facilities is protected in legislation and guidance;
4. Seek that Labour Link and LGBT+ Labour lobby the Labour Party to challenge the transphobic position of some of the current members of parliament opposing gender neutral toilet and changing facilities provision in EHRC guidance.