Lush Leeds

Lush are vocal and active supporters of the trans community.  There are many articles on their website in support of trans rights.

Let’s Talk About Gender
https://uk.lush.com/article/lets-talk-about-gender#comments

“Transgender and non-binary people are our neighbors, our friends, our coworkers and our classmates.”
https://www.lushusa.com/story?cid=article_trans-rights-are-human-rights

How to Be a Trans Ally – A Beginner’s Guide
https://www.lushusa.com/article_how-to-be-trans-ally.html

They also do fundraising for trans charities, including TransLeeds, and have donated loads of their fragrant goodies to the trans community in Leeds.

Yorkshire Dance

Yorkshire Dance is a dance charity on St Peter’s Square opposite the BBC Building.

They have gender neutral toilets available and the building is accessible.  Their changing rooms are gendered however they have signs on the doors saying that they respect gender diversity and anyone is free to use the facilities they feel most comfortable in.

They have had trans awareness training provided by Mermaids and the Essentials Workshop run by TransLeeds is hosted there.

Their job application forms include multiple gender options including non binary, though I don’t think their system currently supports the Mx title.

They are part of Performing Gender and run the Gender Moves projects which explore gender and sexuality and interpreting them through dance.

TransLeeds Rating System

The TransLeeds Rating System is used to objectively assess how trans inclusive a venue or organisation is and identifies areas that can be improved.

Gender Neutral Facilities

Gender neutral facilities, such as toilets, are important to many in the community.  For non binary people especially this is an important issue, but even for binary trans people, gender neutral facilities remove the fear of being accused of using “the wrong one”.  It is also beneficial to families.

Also, if your organisation records gender or titles, are they inclusive of non binary people? (eg Mx title and gender options besides male and female)

 The venue has gendered facilities and does not have gender neutral titles (eg Mx) or supports more than two genders
 The venue has gender neutral facilities available or supports gender neutral titles and more than two genders
 The venue has gender neutral facilities throughout and supports gender neutral titles and more than two genders

Trans Inclusion Policy

Although it is great when trans people are mentioned in an organisation’s equality policies, it is so much better to have a dedicated inclusion policy for trans people.  A dedicated trans inclusion policy can go into detail about the process of updating personal information, support for trans employees, safeguarding, confidentiality, and medical leave.  Having a trans inclusion policy let’s your staff and customers know that you are a trans inclusive organisation.

 No trans inclusion policy
 Partial trans inclusion policy (may be within other policies)
 Dedicated trans inclusion policy

Equality & Diversity Monitoring

43% of employers in the UK are unsure if they would hire a transgender person.  33% think they are less likely to hire a transgender person. Only 8% believe trans people should have equal rights in employment. ( https://www.crosslandsolicitors.com/site/cases/transgender-discrimination-in-UK-workplaces ).

It is vital that employers keep records of the number of trans people applying for jobs, and how many are hired.

 Does not record transgender people in equality and diversity data
 Records transgender equality and diversity data

Trans Awareness Training

Are your workers aware of transgender issues and know how to be respectful? It is surprising how often people don’t know the difference between a trans man and a trans woman, or might know nothing at all about non binary people. Only 8% of employers in the UK say trans people should have equal rights in employment, despite this being included in the Equalities Act since 2010.

At this point in time trans awareness training is essential so that trans people can be confident that they will be welcomed, respected and supported by your organisation.

TransLeeds runs a monthly Trans Awareness Workshop in Leeds that is open to every one. We can also provide in house training tailored to your organisation’s needs.

 Does not have trans awareness training.
 Has trans awareness training included in other training material, or training is available but not facilitated by a specialist group, or a proportion of staff have trans awareness training.
 Trans awareness training is provided to all staff by a specialist group or organisation.

Friend of the Community

Organisation that have gone above and beyond in supporting the trans community in Leeds. They may be consistently outspoken in support of trans people, organise events for the trans community, or support the work of transgender charities.

 No data or rating
 Friend of the Community
 Hero of the Community

Geek Retreat Leeds

Geek Retreat is the boardgaming cafe near the Corn Exchange and are supporters of TransLeeds.  They host our monthly boardgaming event and collect donations for us. They also have flags hanging of various genders and sexualities.

They have lift access to every floor. Their bathrooms are gendered.  Their staff haven’t received trans awareness training though they have been great with us.

They have a great menu and a whole range of vegan options and

Yorkshire Mesmac

Yorkshire Mesmac have been active and vocal supporters of TransLeeds and the trans community.

They host many of TransLeeds events and have provided invaluable support to us over the years.

They have gender neutral facilities (labelled “toilets with urinals” & “toilets with kitchen”) and a lift for accessing every floor.

They provide free STI testing to the community at every one of our mid month support groups.

They don’t have trans awareness training or an explicit trans inclusion policy, however they are very aware of the issues within the community.

Wharf Chambers

Wharf Chambers is a coop bar close to the Corn Exchange.

It hosts many trans events, and is vocal in its support of the trans community. They hang a trans flag and there are posters up saying “no” to TERFs.

They have gender neutral toilets throughout.

They have a safer spaces agreement in place which explicitly prohibits “discrimination of individuals due to their; age, disability, body shape/size, gender history, marital/civil-partnership status, pregnancy/maternity/paternity status, race, religious or philosophical belief, gender, sex, sexual orientation, colour, nationality, ethnic origin, social class/caste, asylum/immigration status, mental health, political affiliations, viral status, health status, care responsibilities or criminal conviction.”

Their staff do not have trans awareness training, though the majority are very aware of trans issues.

Staff & Trustee Code of Conduct

It is the responsibility of staff & trustees to:

  1. Act within the governing documents and the law – being aware of the contents as it applies to TransLeeds.
  2. Act in the best interests of TransLeeds as a whole – consider what is best for the organisation and its beneficiaries and avoiding bringing TransLeeds into disrepute.
  3. Manage conflicts of interest effectively – registering, declaring and resolving conflicts of interest.  Not gaining materially or financially unless specifically authorised to do so.
  4. Respect confidentiality – understanding what confidentiality means to practice for TransLeeds, board and the individuals involved with it.
  5. Have a sound and up-to-date knowledge of TransLeeds and its environment – understanding how TransLeeds works and the environment within which it operates.
  6. Attend meeting and other appointments or apologise if not – considering other ways of engaging with the organisation if regularly unable to attend staff or trustee meetings. Both staff & trustees are expected to attend at least one support group per month.
  7. Prepare fully for meetings and all work for TransLeeds – reading papers, querying anything you don’t understand and thinking through issues in good time before meetings.
  8. Actively engage in discussion, debate and voting in meetings – contributing positively, listening carefully, challenging sensitively and avoiding conflict.
  9. Act jointly and accept a majority decision – making decisions collectively, standing by them and not acting individually unless specifically authorised to do so.
  10. Work considerately and respectfully with all – respecting diversity, different roles and boundaries, and avoiding giving offence.

Staff & trustees are expected to honour the content and spirit of this code.

Grievance Procedure

Grievances must be made to one of the trustees in writing.  This can be done though email or any of TransLeeds’ social media accounts.

Anonymous reports will be considered with the same weight, though the trustees may have difficulty taking action to resolve the grievance and responding.

All grievance reports must include the following :

  • Who the grievance is in regards to
  • An outline of the grievance
  • Any supporting evidence eg screenshots

What happens next?

  1. A trustee will acknowledge receipt of the grievance in writing
  2. The trustees will investigate the grievance.  The trustees will endeavour to keep the reporter anonymous throughout the investigation.  If the trustees need to disclose the reporter’s identity, they will seek permission in advance. Depending on the nature of the report, the trustees may temporarily suspend the person under investigation until the process  is complete. If a trustee is the subject of the grievance, or has a conflict of interest, they will be excluded from participating in the investigation.
  3. At least three of the trustees will meet to discuss the grievance and decide on appropriate action.

 

Possible Outcomes

  • Written warning
  • Temporary suspension from support spaces and/or social events and/or online spaces.
  • Permanent expulsion from support spaces and/or social events and/or online spaces.

 

Disclosure & Safeguarding Policy

Disclosure Policy

TransLeeds staff will do their utmost to protect the confidentiality of its service users at all times.

TransLeeds staff may be  required to share confidential  information with each other. Therefore, any information shared with one member of staff may be disclosed to other staff members.

Confidential information will never be shared outside of the staff network except in rare cases, such as information relating to criminality or risk of life.

 

Safeguarding Policy

The purpose of the Safeguarding Policy is to protect as many of TransLeeds service users as possible.

Safeguarding will arise from issues related crisis, homelessness, and poverty as well as issues affecting vulnerable service users with complex needs such as mental health, disabilities, neurodiversity, elderly, BAME, faith, or sexuality.  This is not an exhaustive list.

 

Safeguarding Book

Staff members record all safeguarding issues in the Safeguarding Book. In the book, the following must be recorded:

  • Date
  • Name of staff member entering the record
  • The specific issue and important details
  • Action being taken by staff

Names of service users will be substituted with initials to protect confidentiality.  The entry will be signed by all staff members present.

Any risk to service users by other service users or staff will be treated in the same way as the Grievance Procedure.

 

Venues

All venues will be selected with safeguarding in mind. Staff will make all reasonable attempt to ensure venues are inclusive and safe for everyone.

A staff member will always be available at TransLeeds events.