Gender Diversity Toolkit

Introduction

This toolkit has been produced to provide advice and guidance to Fire and Rescue Service managers and staff on ensuring that gender diverse, including trans, non-binary and gender-fluid employees are treated fairly at work, are able to live in their authentic gender identity and be themselves without fear of discrimination, victimisation, harassment and/or bullying.

The language regarding gender is extensive. An introductory glossary of key elements to help you is provided here.

Societies and cultures around the world have historically associated gender with sex, sex with anatomy, and anatomy with identity. These associations are limiting with exposure, awareness-raising, open-mindedness, communication, people are gaining a greater understanding of gender identity both in and out of the workplace.

The aim of this toolkit is to help to understand others’ experiences. Even those who are accepting and inclusive may have difficulty understanding the daily dilemmas faced by someone who possesses a gender identity that is not easily classified as “female” or “male.”

With an estimated 200,000 – 500,000 of the population falling somewhere on the broad “trans” spectrum, public facing organisations are likely to encounter a range of diverse trans people in the course of their professional work. Employers need to be ready and able to welcome, include and support trans people as part of their workforce and while providing the service.

Catalyst: Changing workplaces. Changing lives. First Step: Gender Identity in the Workplace (2015) http://www.catalyst.org/system/files/gender_identity_first_step_final.pdf
http://genderedintelligence.co.uk/professionals/training

Commitment

NFCC is committed to ensuring that everyone is treated fairly and with dignity and respect. We want to support Fire and Rescue Services to ensure that we do not as a sector discriminate against, harass or victimise individuals or groups covered by the Equality Act 2010 and beyond.

We are committed to the equality agenda, both in the delivery of services and as an employer. Our intention is to ensure our communities and staff are treated professionally and respectfully.

We have developed a national Core Code of Ethics for Fire and Rescue Services in England in partnership with the Local Government Association, and the Association of Police and Crime Commissioners to support a consistent approach to ethics, including behaviours, by Services in England. It will help to improve the organisational culture and workforce diversity of Services, ensuring that communities are supported in the best way. We encourage the use of this toolkit and its principles by Fire and Rescue Services across the UK.

Who does the guidance apply to?

This toolkit is a practical document providing advice and guidance on understanding the needs of trans, non-binary and gender-fluid people and in doing so, enables services to adopt and deliver fair, equitable and inclusive employment practices.

More information can be found in the NFCC Equality of Access to Services and Employment for Lesbian, Gay, Bisexual and Trans People document and NFCC Podcasts: Trans visibility in FRS and Being part of LGBT+ community.

The Sector recognises and values the diversity and seeks to attract, recruit and retain people of the highest calibre by applying the principles of fairness, consistency and equitable practices in employment, the systems it deploys and its processes.

We want to ensure that gender-diverse people are treated with dignity and respect in employment to effectively perform in their roles by ensuring they are free from harassment, unfair discrimination and unnecessary barriers.

Contextual background

The Office of National Statistics (ONS) estimates that there are approximately 200,000 – 5000,000 trans people in the UK. However, as data was not collected in this area previously, it is hard to provide a true picture of the population in the UK. The 2021 census is the first time that the government has officially decided to collect this data, to gain an accurate picture of the population of the community.

People from the trans and gender-diverse communities have been in existence across the world for a long time. However, because society did not create an environment to safely come out safely, the community has continued to stay hidden, until very recent time. Isolation may be more apparent in small or rural communities.

As public sector service providers, all Services have a responsibility to provide services that meet the community needs, morally and legally.

Legislation

The Gender Recognition Act, 2004

The Gender Recognition Act 2004 provides a mechanism for trans people to change their legal sex. However, relatively few trans people hold a gender recognition certificate (fewer than 5,000 in 2018 out of an estimated 200,000-500,000 people).

To successfully apply for a Gender Recognition Certificate;

The person has to have been living permanently in their preferred gender role for at least 2 years, and,
Have been under medical supervision and assessed as having gender dysphoria, now or in the past and,
They are currently unmarried and,
They can declare that they intend to live permanently in their new gender role for the remainder of their life.

The person will need to have a psychiatric or psychologist report that they have or have had gender dysphoria.

The Gender Recognition Act 2004 does not require the person to have already undergone previous hormone therapies or surgery (though most applicants will have). But the Gender Recognition Panel will look for evidence of intention to undertake hormone therapy in the future as soon as a place comes up for clinical assessment and treatment.

Like any other process, it’s important that changing the legal recognition of gender is reviewed, modernised and simplified, the Gender Recognition Act 2004 continues to be a feature of parliamentary discussion.

Relevant legislation in England, Scotland and Wales has provided limited protected rights for ‘transgender and non-binary people’ to ensure they can access services equitably and engage in employment with due consideration of their needs. We acknowledge that legislation differs across devolved administrations.³

The European Court of Human Rights in 2002 established trans people should be afforded legal status in the gender that they live in this resulted in the ‘Gender Recognition Act 2004’.

The Equality Act 2010 specifies the reassignment of ‘sex,’ not gender, even though the ‘protected characteristic’ is gender reassignment. The ‘process’ of reassignment is undefined, as are the ‘other attributes’ of sex apart from the physiological:

“A person has the protected characteristic of gender reassignment if the person is proposing to undergo, is undergoing or has undergone a process (or part of a process) for the purpose of reassigning the person’s sex by changing physiological or other attributes of sex.”

The subsequent Public Sector Equality Duty (2011), placed a duty on us as public sector organisations to consider protected characteristics when carrying out their functions, in that they are to have due regard to:

Eliminate unlawful discrimination, harassment and victimisation.
Advance equality of opportunity between different groups of people.
Foster good relations between different groups.

There is also recognition of non-binary and gender-fluid people, following the employment tribunal case Ms Taylor v Jaguar Land Rover Ltd. Non-Binary, related to gender identity, means an individual does not experience gender exclusively as a ‘male’ or ‘female’ or a ‘man’ and/or ‘woman’. In this case, the tribunal found that a gender-fluid engineer who suffered abuse and harassment at work was protected by the Equality Act 2010 under the protected characteristic of gender reassignment.

The judge ruled that it was “clear … that gender is a spectrum” and that it was “beyond any doubt” that being non-binary or gender-fluid was covered by the protected characteristic of ‘gender reassignment’ under the Equality Act. Going further, the judge said gender reassignment “concerns a personal journey and moving a gender identity away from birth sex”.

Because the case of Taylor v Jaguar Land Rover was heard at an employment tribunal, it does not technically establish a legal precedent, so isn’t binding, but it is bound to be influential in similar claims and the first step towards a future precedent. As such, services need to bear in mind this ruling when considering the rights of a person identifying as gender-fluid under the Equality Act 2010.

https://www.advance-he.ac.uk/guidance/equality-diversity-and-inclusion/equality-legislation

Trans, Non-Binary and Gender-Fluid Rights

Trans people have no obligation to disclose whether they have a ‘Gender Recognition Certificate’ (GRC) or if they identify as trans. The purpose of the Gender Recognition Act 2004 is to provide them with privacy.

As many trans people choose not to have a GRC, it is important that managers and staff keep what they know about them private, unless they tell you specifically that you need not.

It is good practice to assume that a trans person, who has changed their name by statutory declaration or deed poll, is a member of their affirmed gender for all purposes, unless told otherwise. Knowledge about a trans person’s history should be regarded as being on a ‘need to know’ basis, dependent on whom the individual wishes to share the details with.

Employees who have obtained information in their official capacity, i.e. in work or socially or in any other capacity, cannot pass information on unless the trans person has formally told you (preferably in writing) that you may tell other specific people. This is in line with the service’s existing procedures regarding ‘Data Protection’ under the Data Protection Act and Regulations. Disclosure of ‘protected information’ (as defined by Section 22 of the Gender Reassignment Act) is a criminal offence.

Once the service has been advised of the intent to transition to their affirmed gender, the individual should be treated in a manner appropriate to:

•   their affirmed gender,
•   use forms of address which refer to their affirmed gender, and
•   use the new name and appropriate pronouns.

Good practice would be to ensure people who identify as non-binary are protected similarly to the conditions outlined for those who identify as trans. It is recommended that services address any discriminatory practice under the relevant policies and procedures used by the Service.
An individual cannot apply for a Gender Recognition Certificate (GRC) if they are married, or in a civil partnership in Northern Ireland. They could apply for a Gender Recognition Certificate if they are married or in a Civil Partnership if they lived elsewhere in the UK.

What does Trans, Non-Binary and Gender Fluid mean?

Trans is an umbrella term that attempts to embrace the complexity and diversity of gender identity and expression by those who transgress gender boundaries. ¹

Trans people may describe themselves as transgender, non-binary, gender-neutral, gender diverse, gender-fluid, gender queer and any other terms that do not necessarily conform to traditional gender roles to acknowledge biological experiences e.g. pregnancy, menopause etc. It includes those who have affirmed their identity male to female (trans women) or from female to male (trans men) as well as those who do not have a typically ‘male’ or ‘female’ gender identity (non-binary).

Non-Binary is an umbrella term for people whose gender identity doesn’t sit comfortably with ‘man’ or ‘woman’. Non-Binary identities are varied and can include people who identify with some aspects of identities, while others reject them entirely.

Genderbread Person

genderbread person

Gender is a tough topic to tackle and there are a number of issues to consider. The Genderbread Person is one example to be used to explain some of these factors.

As you can see above, there are four key categories: gender identity, gender expression, anatomical sex and sexual and romantic attraction. You would have noted that the first three elements all relate to gender, while the fourth links to sexual orientation.

Responsibilities

We all have a responsibility to ensure that we are compliant with various pieces of legislation that promote an environment that values equality, diversity and inclusion and create a culture in which inappropriate behaviour and language is challenged and dealt with effectively.

It is a personal responsibility to increase our own awareness of other people’s circumstances to create inclusive workplaces. Any behaviour and/or language used that may constitute discrimination and/or harassment needs to be dealt with in line with the Service’s policies and procedures.

We need all to ensure we treat our colleagues with dignity and respect and take account of their behaviour and actions, and must understand the way in which their behaviour may affect and impact others.

It is important to have an acceptance of opposing views to the beliefs of a person who adopts a gender identity which may conflate with other protected characteristics, which must also be respected.

A national Core Code of Ethics for Fire and Rescue Services in England has been developed in partnership with the National Fire Chiefs Council, Local Government Association, and the Association of Police and Crime Commissioners to support a consistent approach to ethics, including behaviours, by fire and rescue services in England. It will help to improve the organisational culture and workforce diversity of fire and rescue services, ensuring that communities are supported in the best way.

Note: everyone’s identity and/or transition process is individual and whilst this guidance provides support, it is not a “one size fits all” approach.

Supporting individuals

Trans and non-binary people come into contact with Services either during their recruitment, or employment (by making their intentions known). Section Advice, Support and Guidance provides further guidance.

It is up to the individual transitioning to inform the organisation in the first instance about how they wish to proceed, but it’s worth pointing out that this can be a traumatic process, and the support of a colleague can make a huge amount of difference. For example, they might prefer meeting their manager/HR/ support network in person and taking someone along with them. However, if they want to come out/raise this at work, it’s important to make sure that the person knows they are not alone.

Transitioning

Remember: every person’s transitioning journey is different and assumptions should not be made.

Listen to what the individual has to say, be led by them, and discuss the transitioning process with them. Don’t ask questions about their home and personal life that you wouldn’t ask other staff or want to be asked yourself. Respect their right to privacy, and only disclose what they’ve agreed can be disclosed with other members of staff. The individual should be treated with respect with their wishes in mind.

The person transitioning may be experiencing gender dysphoria, a recognized medical condition, often lives for many years in the gender role that society expects of them until, they make the decision to transition by living permanently according to the gender role that is more comfortable for them.

They are legally entitled to treatment on the NHS, but may also choose to be treated privately. Whatever their choice in terms of treatment, this is the point when they are most likely to make contact for the first time with the appropriate people in the organisation regarding their transition.

Note: not all trans people will decide to be treated medically.

Services will need to be supportive throughout the transitioning process. It is essential that colleagues be sensitive to the individual request and discussions with the person are held as to how they want the process to be handled throughout their employment.

Important: All discussions must be documented in accordance with the meeting between held with the appropriate person in the organisation. Confidentiality and sensitivity must be maintained at all times.

The confidential details gathered need to be stored in a safe place in the staff member’s Personal Record File and must not be disclosed to any third party unless the individual has given permission (preferably in writing) to do so.

Services should establish timelines which ensure appropriate and agreed support and timely interventions. These may involve with the consent of the individual Occupational Health, Human Resources and Equality, Diversity and Inclusion teams.

Remember: Disclosure of information or action should not be taken without the written consent and knowledge of the individual.

Throughout, regular meetings must be held with the staff members to discuss and agree a clear plan of action regarding the following.

The impact on the role during and following their affirming of identity. However, it is not permitted to suggest a change in role as this will constitute discrimination, unless the request is from the individual staff member. Every effort must be made to ensure that the individual can continue as before.

It is important where possible steps are taken to accommodate staff, they must never be pressured into such a move or denied the opportunity to return to their full role.
It is important to provide use and access to appropriate facilities aligned to the person’s self-defined gender identity.
The need to discuss and action:
- How the individual will adhere to procedures regarding dress code.
- The expected timescale of absence for any medical and surgical procedures and treatment to ensure ongoing support.
- The best methods of communication to colleagues, staff and/or teams and the amount and depth of disclosure of information (who and when), with the consent of the staff member.
- The best approach to dealing with potential problems, disclosure, confidentiality and any other matters regarding the individual.
- Any support, guidance and advice required and available and who/how this will be provided or accessed, with the consent of the staff member.
- The best time to update and amend personal records (paper and/or electronic), changing title, name, contact details, accommodation, same sex facilities, IT systems, i.e. e-mail address, etc. with the consent of the staff member.

If medical and surgical procedures related to gender reassignment may require time off from work, and this should be considered in accordance with the relevant organisation policies and procedures (advice and guidance may be sought from Occupational Health and/or Human Resources).

It should also be noted that people can also “de-transition”, which would require the same considerations as for someone transitioning.

Other considerations

Advice, Support and Guidance

Note: it is important that organisations ask, involve and engage the individual at the very beginning of the process.

Management should seek advice, guidance and support from the Human Resources and/or the Occupational Health teams. Management need to liaise with staff at all times to reassure them that appropriate support mechanisms will be implemented for them.

Managers should adopt a sympathetic approach to staff. It is important to consider what adjustments can be applied to staff, in relation to their role and Service needs. Therefore, it is important that managers involve staff in the discussions about the potential adjustments that are suitable for both the individual and the Service to help mitigate as far as possible the impact of impact in the workplace.

Affirming gender identity at Work

Education and Training

Supporting Teams

Remember: Information shared with teams should only be done so with the consent of the individual. You may need to inform the team that a member of staff is transitioning, and you should prepare them for this by discussing issues they may have or providing clarity on the concerns raised.

Challenge any inappropriate behaviour/remarks made within the team and make clear the repercussions of any inappropriate behaviour or language. The team can be signposted to relevant policies and guidance, as well as useful external websites for further information. Use internal resources such as the LGBT+ Support Network in your Service or region to provide training or share contacts who may help to make things clearer.

Occasionally, colleagues may make mistakes and either use a previous name or the wrong pronouns to refer to the individual. Whether this is intentional or not, it still needs to be addressed as the effects of these mistakes are cumulative, with one result being a sense of rejection for the person affirming their identity.

The individual themselves may not feel confident enough to challenge and risk antagonising colleagues, especially early on in transition. It is all colleagues’ responsibility to intervene, challenge when they become aware, and if possible, provide further information. It is also the responsibility of management to intervene whenever they become aware and provide further information for either the team as a whole or for those that repeatedly struggle to get it right.

It is a personal responsibility to increase our own awareness of other people’s circumstances to create inclusive workplaces. When mistakes occur in conversation, usually the best way to deal with it is to apologise, be respectful of each other, and move on. However, persistent behaviour can be deemed malicious and deliberate.

Monitoring

Equality legislation and individual needs

We all need to recognise the value of diversity and the benefits organisations can reap from having a diverse workforce that reflects the community it serves.

We all need to provide a safe environment free from discrimination, harassment and victimisation and treat all individuals equitably and fairly with dignity, respect and according to individual needs.

The rights of those with protected characteristics are set out in the Equality Act 2010 (England, wales and Scotland) and The Equal Pay Act (NI) 1970, and The Sex Discrimination (NI) Order 1976 in Northern Ireland.

See also:

The history of transgender rights in the UK: https://www.allaboutlaw.co.uk/commercial-awareness/legal-spotlight/the-history-of-transgender-rights-in-the-uk
Key dates for lesbian, gay, bi and trans equality: https://www.stonewall.org.uk/key-dates-lesbian-gay-bi-and-trans-equality
Transgender Law – A short history: https://www.innertemplelibrary.org.uk/wp-content/uploads/2018/11/Transgender-Law.pdf

Jersey sex discrimination law case: Transgender woman wins Condor Ferries toilet sign discrimination case

Non-Binary information: Employment law and Non-Binary people: what employers need to know

Non-Binary and Gender-Fluid: Ms Taylor v Jaguar Land Rover Ltd

Education and Training

Supporting Teams

Monitoring

Equality legislation and individual needs

We all need to recognise the value of diversity and the benefits organisations can reap from having a diverse workforce that reflects the community it serves.

See also:

The history of transgender rights in the UK: https://www.allaboutlaw.co.uk/commercial-awareness/legal-spotlight/the-history-of-transgender-rights-in-the-uk
Key dates for lesbian, gay, bi and trans equality: https://www.stonewall.org.uk/key-dates-lesbian-gay-bi-and-trans-equality
Transgender Law – A short history: https://www.innertemplelibrary.org.uk/wp-content/uploads/2018/11/Transgender-Law.pdf

Jersey sex discrimination law case: Transgender woman wins Condor Ferries toilet sign discrimination case

Non-Binary information: Employment law and Non-Binary people: what employers need to know

Non-Binary and Gender-Fluid: Ms Taylor v Jaguar Land Rover Ltd

Supporting gender identity at work Form

Private and Confidential

A copy of this tailored support to be retained on employees’ personnel file and is an ongoing reviewing document to follow an employee through their career pathway.

Employee:

Manager/person setting out adjustments:

Details of gender affirmation at Work:

Date	Concerns identified by employee and manager?	How does the situation impact on the employee, in maintaining their role at work?	What adjustments would help?	Discussions and actions




	Signed by Employee:		Date:
	Signed by Manager:		Date:

This discussion may be reviewed and amended as necessary with the individual and the manager:

At any regular one-to-one meeting
At a return to work meeting following a period of any absence.
At annual appraisals.
Before a change, the individual may go through within the Service, i.e. role changes.
Before or after any change in circumstances, i.e. changes after surgery.

Things to consider:

Facilities,
Time frames,
Employee records and documentation,
Uniform,
Access to facilities,
ID badges,
E-mail address and directory listings etc.

Definitions (Glossary)

Abro (sexual and romantic)

A word used to describe people who have a fluid sexual and/or romantic orientation which changes over time, or the course of their life. They may use different terms to describe themselves over time.

Ace

An umbrella term used specifically to describe a lack of, varying, or occasional experiences of sexual attraction. This encompasses asexual people as well as those who identify as demisexual and grey-sexual. Ace people who experience romantic attraction or occasional sexual attraction might also use terms such as gay, bi, lesbian, straight and queer in conjunction with asexual to describe the direction of their romantic or sexual attraction.

Ace and aro/ace and aro spectrum

Umbrella terms used to describe the wide group of people who experience a lack of, varying, or occasional experiences of romantic and/or sexual attraction, including a lack of attraction.

People who identify under these umbrella terms may describe themselves using one or more of a wide variety of terms, including, but not limited to, asexual, ace, aromantic, aro, demi, grey, and abro. People may also use terms such as gay, bi, lesbian, straight and queer in conjunction with ace and aro to explain the direction of romantic or sexual attraction if, and when they experience it.

Allo (sexual and romantic)

Allo people experience sexual and romantic attraction, and do not identify as on the ace or aro spectrum. Allo is to ace and aro spectrum identities, as straight is to LGB+ spectrum identities. It is important to use words that equalise experience, otherwise the opposite to ace and aro becomes ‘normal’ which is stigmatising.

Aro

An umbrella term used specifically to describe a lack of, varying, or occasional experiences of romantic attraction. This encompasses aromantic people as well as those who identify as demiromantic and grey-romantic. Aro people who experience sexual attraction or occasional romantic attraction might also use terms such as gay, bi, lesbian, straight and queer in conjunction with asexual to describe the direction of their attraction.

Aromantic

A person who does not experience romantic attraction. Some aromantic people experience sexual attraction, while others do not. Aromantic people who experience sexual attraction or occasional romantic attraction might also use terms such as gay, bi, lesbian, straight and queer in conjunction with asexual to describe the direction of their attraction.

Asexual

A person who does not experience sexual attraction. Some asexual people experience romantic attraction, while others do not. Asexual people who experience romantic attraction might also use terms such as gay, bi, lesbian, straight and queer in conjunction with asexual to describe the direction of their romantic attraction.

Ally

A (typically) straight and/or cis person who supports members of the LGBT community.

20.18 Bi is an umbrella term used to describe a romantic and/or sexual orientation towards more than one gender. Bi people may describe themselves using one or more of a wide variety of terms, including, but not limited to, bisexual, pan, queer, and some other Non-Binarymonosexual and Non-Binarymonoromantic identities.

Biphobia

The fear or dislike of someone who identifies as bi based on prejudice or negative attitudes, beliefs or views about bi people. Biphobic bullying may be targeted at people who are, or who are perceived to be, bi.

Butch

Butch is a term used in LBT culture to describe someone who expresses themselves in a typically masculine way. There are other identities within the scope of butch, such as ‘soft butch’ and ‘stone butch’. You shouldn’t use these terms about someone unless you know they identify with them.

Cisgender or Cis

Someone whose gender identity is the same as the sex they were assigned at birth. Non-binary trans is also used by some people.

Coming out

When a person first tells someone/others about their orientation and/or gender identity.

Deadnaming

Usually unacceptable by calling someone by their birth name after they have changed their name. This term is often associated with trans people who have changed their name as part of their transition.

Demi (sexual and romantic)

An umbrella term used to describe people who may only feel sexually or romantically attracted to people with whom they have formed an emotional bond. People may also use terms such as gay, bi, lesbian, straight and queer in conjunction with demi to explain the direction of romantic or sexual attraction as they experience it.

Femme

Femme is a term used in LGBT culture to describe someone who expresses themselves in a typically feminine way. There are other identities within the scope of femme, such as ‘low femme’, ‘high femme’, and ‘hard femme’. You shouldn’t use these terms about someone unless you know they identify with them.

Gay

Refers to a man who has a romantic attraction, sexual attraction, or sexual behaviour between members of the same sex or gender.
Also, a generic term for lesbian and gay sexuality – some women define themselves as gay rather than lesbian. It may apply to anyone, regardless of gender identity.

Gender

Often expressed in terms of masculinity and femininity, gender is largely culturally determined and is assumed from the sex assigned at birth.

Gender dysphoria

Used to describe when a person experiences discomfort or distress because there is a mismatch between their sex assigned at birth and their gender identity. This is also the clinical diagnosis for someone who doesn’t feel comfortable with the sex they were assigned at birth.

Gender expression

How a person chooses to outwardly express their gender, within the context of societal expectations of gender. A person who does not conform to societal expectations of gender may not, however, identify as trans.

Gender-fluid

A person who feels their gender identity changes over time, the term “gender-fluid” is sometimes used to describe this.

Gender identity

A person’s innate sense of their own gender, whether male, female or something else (see Non-Binary below), which may or may not correspond to the sex assigned at birth.

Gender reassignment

Another way of describing a person’s transition. To undergo gender reassignment usually means to undergo some sort of medical intervention, but it can also mean changing names, pronouns, dressing differently and living in their self-identified gender. Gender reassignment is a characteristic that is protected by the Equality Act 2010, and it is further interpreted in this Act’s code of practice.

Gender Recognition Certificate (GRC)

This enables trans people to be legally recognised in their affirmed gender and to be issued with a new birth certificate. Not all trans people will apply for a GRC, and you currently must be over 18 to apply.

You do not need a GRC to change your gender markers at work or to legally change your gender on other documents such as your passport.

Gillick competence

A term used in medical law to decide whether a child (under 16 years of age) is able to consent to their own medical treatment, without the need for parental permission or knowledge.

Grey (sexual and romantic)

Also known as grey-A, this is an umbrella term which describes people who experience attraction occasionally, rarely, or only under certain conditions. People may also use terms such as gay, bi, lesbian, straight and queer in conjunction with grey to explain the direction of romantic or sexual attraction as they experience it.

Heterosexual/straight

Refers to a man who has a romantic and/or sexual orientation towards women, or to a woman who has a romantic and/or sexual orientation towards men.

Homosexual

This might be considered a more medical term used to describe someone who has a romantic and/or sexual orientation towards someone of the same sex. The term ‘gay’ is now more generally used.

Homophobia

The fear or dislike of someone, based on prejudice or negative attitudes, beliefs or views about lesbian, gay or bi people. Homophobic bullying may be targeted at people who are, or who are perceived to be, lesbian, gay or bi.

Intersex

An intersex person will have an anatomy or physiology that does not fit into the rigid definitions of male or female. It is simply a common variation of the human body. There are an estimated 358,105 people with intersex variations in the UK alone. Many people may not be aware that they are an intersex, since many intersex variations are not external.
Some intersex people have genitalia that does not fit exclusively into the constructs of male or female. Other intersex folk might have internal reproductive organs that do not match their external sex characteristics. Intersex characteristics may appear as, but are not limited to, any of the following:

Genitalia that is not exclusively male or female.
Internal sex organs that do not match the external sex characteristics.
Varied chromosomes (XXY, XYY, etc.).
Hormone levels that are uncommon for the assigned sex at birth (high testosterone levels in someone who was assigned female at birth).
Having both ovarian and testicular tissues.

Sometimes the term Disorders of Sex Development is used, as is Variations in Sex Characteristics (VSC) or Diverse Sex Development. Some adults and young people with DSD prefer to use the term intersex. Intersex people may identify as male, female or Non-Binary.

Lesbian

Refers to a woman who has a romantic and/or sexual orientation towards women. Some Non-Binary people may also identify with this term.

Lesbophobia

The fear or dislike of someone because they are or are perceived to be a lesbian.

LGBTQ

The acronym for lesbian, gay, bi, trans, queer, questioning and ace.

Non-Binary

An umbrella term for people whose gender identity doesn’t sit comfortably with ‘man’ or ‘woman’. Non-Binary identities are varied and can include people who identify with some aspects of identities, while others reject them entirely.

Orientation

Orientation is an umbrella term describing a person’s attraction to other people. This attraction may be sexual (sexual orientation) and/or romantic (romantic orientation). These terms refer to a person’s sense of identity based on their attractions, or lack thereof. Orientations include, but are not limited to, lesbian, gay, bi, ace and straight.

Outed

When a lesbian, gay, bi or trans person’s sexual orientation or gender identity is disclosed to someone else without their consent.

Person with a trans history

Someone who identifies as male or female or a man or woman but was assigned the opposite sex at birth. This is increasingly used by people to acknowledge a trans past.

Pan

Refers to a person whose romantic and/or sexual attraction towards others is not limited by sex or gender.

Passing

If someone is regarded, at a glance, to be a cisgender man or cisgender woman.

Cisgender refers to someone whose gender identity matches the sex they were ‘assigned’ at birth. This might include physical gender cues (hair or clothing) and/or behaviour which is historically or culturally associated with a particular gender.

Platonic partnerships

People who are on the ace and/or aro spectrum may have Platonic partnerships. These are relationships where there is a high level of mutual commitment, which can include shared life decisions, shared living arrangements, and co-parenting of children. These partnerships can include more than two people. Like allosexual and alloromantic people, ace and aro spectrum people may be monogamous or polyamorous.

Pronoun

Words we use to refer in conversation and/or written e.g. email signatures to people’s gender in conversation – for example, ‘he’ or ‘she’. Some people may prefer others to refer to them in gender-neutral language and use pronouns such as they/their and ze/zir.

Queer

Queer is a term used by those wanting to reject specific labels of romantic orientation, sexual orientation and/or gender identity. It can also be a way of rejecting the perceived norms of the LGBT community (racism, sizeism, ableism etc). Although some LGBT people view the word as a slur, it was reclaimed in the late 80s by the queer community, who have embraced it.

Questioning

The process of exploring your own sexual orientation and/or gender identity.

Romantic orientation

A person’s romantic attraction to other people, or lack thereof. Along with sexual orientation, this forms a person’s orientation identity.

Sex (observed at birth)

Assigned to a person based on primary sex characteristics (genitalia) and reproductive functions. Sometimes the terms ‘sex’ and ‘gender’ are interchanged to mean ‘male’ or ‘female’.

Sexual Orientation

A person’s sexual orientation attraction to other people, or lack thereof. Along with romantic orientation, this forms a person’s orientation identity.

Spectrum

A term used to cover a variety of identities that have a root commonality or shared experience.

Sexual and Romantic Attraction

Like sex, sexual and/or romantic attraction isn’t related to gender. However, people can confuse sexual orientation with gender, or categorise the attraction we experience in gendered ways (please see appendix? For details on definitions).

Stereotypes

There are often assumptions made about gender based on stereotypes. Just because someone appears or sounds like your view or experience of a particular gender doesn’t necessarily mean that’s how that individual identifies. It is important to be mindful and sensitive to people’s own gender identity.

Surgery/hormones

There can be an assumption that transgender people need to have surgery or hormones to really “start being trans.” Trans people feel strongly that their mind is right, and often desire medical procedures to help change their body to match their gender. However, some people express their gender through their appearance/behaviour, without changing their body. They are not becoming trans – they always were, it’s just they never told you before.

Sexual orientation

There can be a perception that sexual orientation will follow gender identity. The two are often confused, but your gender identity is ‘who you are’ whereas your sexual orientation is ‘who you are attracted to’. A change in one does not always mean a change in the other.

Trans

An umbrella term to describe people whose gender is not the same as, or does not sit comfortably with, the sex they were assigned at birth.

Trans people may describe themselves using one or more of a wide variety of terms, including (but not limited to) transgender, transsexual, gender-queer (GQ), gender-fluid, Non-Binary, gender-variant, cross-dresser, genderless, agender, nongender, third gender, bi-gender, trans man, trans woman, trans masculine, trans feminine and neutrois.

Transgender man

A term used to describe someone who is assigned female at birth but identifies and lives as a man. This may be shortened to trans man, or FTM, an abbreviation for female-to-male.

Transgender woman

A term used to describe someone who is assigned male at birth but identifies and lives as a woman. This may be shortened to trans woman, or MTF, an abbreviation for male-to-female.

Transitioning

The steps a trans person may take to live in the gender with which they identify. Each person’s transition will involve different things. For some this involves medical intervention, such as hormone therapy and surgeries, but not all trans people want or are able to have this. Transitioning also might involve things such as telling friends and family, dressing differently and changing official documents.

Transphobia

The fear or dislike of someone based on the fact they are trans, including denying their gender identity or refusing to accept it. Transphobia may be targeted at people who are, or who are perceived to be, trans.

Transsexual

This was used in the past as a more medical term (similarly to homosexual) to refer to someone whose gender is not the same as, or does not sit comfortably with, the sex they were assigned at birth. This term is still used by some, although many people prefer the term trans or transgender.

https://www.nhs.uk/conditions/differences-in-sex-development/
+ stand for ‘and other sexual identities’
https://www.bmj.com/content/373/bmj.n1261/rr-11

Organisations

Optional things for services to consider

Most senior leaders publicly stating their support and commitment to lesbian, gay, bi, trans and non-binary staff and service users, including allyship also stated in email signatures.
Positive approach to positive action for people who are LGBT+.
Monitoring equality outcomes for LGBT people in the workplace
Proactive monitoring of any issues with LGBT staff
Actively supporting LGBT+ staff and volunteers (Establishing a staff network, developing an ally programme, bespoke LGBT training and participating in the Stonewall index).
Being far more ‘LGBT+’ visible (Wrapping fire engine/vans in rainbow colours, attending pride events, rainbow epaulets, regular LGBT themes on social media, rainbow flags on LGBT days/history month etc).
Developing partnerships with LGBT+ groups to target different age profiles and geographical areas in each FRS area.
Ensuring policies are up-to-date, and that services have transitioning at work policies in place, and robust bullying and harassment and equality policies.
Adopt or adapt the NFCC Equality, Diversity and Inclusion tools.
User the NFCC Maturity Models and Workforce Good Practice Framework to improve organisational maturity (see EDI Maturity Model).

Actions

Social media campaigns.
Recruitment messages.
Pride events.
Celebrating LGBT History Month and beyond, to signal an open culture for all.