Gender Reassignment Guidance Document Responsibility for Policy:

Deputy Chief Executive, Organisational Enhancement

Relevant to:

All LJMU Staff and Students

Approved by:

SMT

Responsibility for Document Review:

Director of People and Organisational Development

Date introduced:

April 2012

Date(s) modified:

September 2014

Next Review Date:

January 2018

RELEVANT DOCUMENTS List here any documents that relate to the creation of this policy e.g. RELATED POLICIES & DOCUMENTS List here any internal policies or documents that are relevant to this policy e.g.

1.0

The University’s Commitment

1.1

The University will fulfil its obligation under the Equality Act 2010 with regard to Gender Reassignment by ensuring that all those involved within the University community, whether staff, students, visitors, contractors or clients are treated with dignity and respect regardless of their Gender Identity. The University will ensure that trans people are supported and are protected from unlawful discrimination, harassment and victimisation as laid down by the Public Sector General Equality Duty of the Equality Act 2010.

2.0

Scope of the Guidance

2.1

This guidance applies to all involved within the University community, whether staff, students, visitors, contractors or clients. It will assist with raising awareness of Gender Reassignment issues and highlight how to stop discrimination or harassments from taking place. This guidance will be useful to the following:     

Staff and students (to increase their awareness of gender identity issues) Those who manage staff Lecturers Students’ Union (Liverpool SU) Those who are supporting staff or students through transitioning to their preferred gender  Those in the process of transitioning (Changing Gender)  Those who have already transitioned. 3.0

The Legal Framework

3.1

The Equality Act 2010 covers discrimination on the grounds of Gender Reassignment making it unlawful to discriminate against anyone who is planning to undergo, has undergone or is undergoing gender reassignment. The law offers protection from the moment a person indicates their intention to start the process, even if they later change their mind. The Equality Act 2010 states that a person taking time off for gender reassignment should not be treated less favourably than if the absence was due to sickness, injury or absence because of another cause, for example, caring responsibilities. A claim can be brought against an institution or a person for discrimination or harassment because of gender reassignment (ECU, 2010).

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3.2

During the transition process, the trans staff or student may use more than one legal identity, which is perfectly acceptable as long as they do not use their different identities for fraudulent purposes (ECU, 2012).

3.3

A member of staff or student under medical supervision because of their transition has the right to be absent from work or studies due to the possible side effects of medication, hospital appointments, etc. For example, a trans person may need reduced hours or duties for a period of time when they return to work after surgery.

3.4

It is best practice to request a Driving Licence or Passport as evidence of legal change and not a Birth Certificate or The Gender Recognition Certificate. Trans people also have privacy rights. Anyone who acquires information about someone’s trans status is liable to criminal proceedings if they pass that information to a third party without the permission of the individual (ECU, 2012).

4.0

Gender Recognition Certificate (GRC) The Gender Recognition Certificate is the legal protection for a person who has fully transitioned. When a trans staff or student receives a gender recognition certificate, they have the right to request that all references to their former name and gender are removed from old records to ensure their former identity is not revealed. All records held must be replaced with new ones. Nothing should remain on the file that would disclose to a third party that a change took place. For example, the student or member of staff’s old birth certificate will be replaced with the new one. Their original offer letter will need to be replaced with an offer letter in their new name. However, most Trans people do not have or nor do they gain a Gender Recognition certificate or have not yet been long enough in treatment / transition to acquire legal status and so may not have primary identification documents in their acquired gender. Also some people do not have a Driving License or Passport. In this case, legal change of name documentation (Deed Pole or Statutory declaration) together with a letter of medical evidence from their GP or Specialist Psychiatrist would be acceptable.

5.0

The Process of Gender Reassignment

5.1

Understanding the Social and / or medical process of gender reassignment will assist in supporting staff or students through the process. At the point of transitioning, the real-life experience also commences. This means that before a person can start cross hormone treatment they would have been living the acquired gender role in their everyday life for at least three months which may include psychotherapy.

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The first stage, usually before transitioning, involves a visit to a general practitioner. If the person is thought to have gender dysphoria, they are referred to a gender specialist (often a Psychiatrist, Psychologist or Psychosexual Therapist) who will explore various options with their implications. If diagnosed with Gender Dysphoria (Transsexualism) they are then referred to the Gender Identity Clinic (GIC). When people reach this stage, they will often choose to transition to the gender role they identify with. To assist with this, they may receive counselling, speech therapy, electrolysis (removal of body and facial hair) and/or hormone therapy. Hormone therapy can play an important role in the gender transition process. Some trans people may feel that the changes they experience as a result of ongoing hormone therapy are sufficient, and they may not feel a need to progress beyond this stage.

6.0

Supporting Staff through the Transition Process

6.1

A member of staff intending to go through the transition process would be required to write a letter to a designated contact in Human Resources, to notify them of their intention. The Equality and Diversity Adviser should also be notified for the purpose of support.

6.2

The designated Human Resource Adviser (HRA) should organise a meeting with the member of staff to ascertain more detailed information and to offer reassurances to the individual that the institution will support them during their transition. The trans member of staff may wish to be accompanied at meetings by their trade union representative or a friend who may be Trans.

6.3

At the initial meeting, the member of staff and the HRA will agree on how to handle the transition process and the individual should be informed about the support available within the institution. A memorandum of understanding should be written by HR in collaboration with the Trans Person at this point. Dates set for appointments will be discussed and the start of Transitioning at work discussed and proposed. Two things will also need to be discussed at this meeting, i) when the next meeting will take place, ii) colleagues to be invited to the next meeting. It is important that the colleagues to be invited must be with the agreement of the trans staff member. It is also important to seek the agreement of the trans staff member about the information to send to the invited colleagues on the purpose of the meeting. Information sent out prior to the meeting must include a clear statement on confidentiality. Suitable colleagues to invite could include the person’s manager or head of department, the equality and diversity adviser and a trade union representative. It may also be relevant to set up a “buddy” for the transitioning member of staff.

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6.4

To ensure adequate arrangements are put in place, it is necessary for the member of staff, manager and the HRA to agree an action plan (Transition Road map) to guide the transition process. This should clearly state the step by step action that will be taken at different stages of the transition process. For example, it should include the following:

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date when the member of staff intends to commence Transition

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agreed time to inform colleagues in the transitioning staff’s department

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when the trans staff member wishes colleagues to be informed and, if required, students, and who will do this.

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dates of appointments that the individual has with doctors, specialists, etc.

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if the member of staff intends to undergo hormone therapy and/or surgery and when available; the dates for this to happen.

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time off work for Medical appointments and surgery, and necessary arrangements to cover this time off work and when available; to advise the dates for this to happen.

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what changes to records are likely to be needed and when these are likely to take place.

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when amendments will be required to records and systems. The action plan should be confidential and discussion should take place to agree where copies should be kept and who should have access to them. The time scales may also need to be reviewed and should be done in consultation with the trans member of staff, line manager and Human Resource Adviser.

7.0

Supporting Students through the Transition Process

7.1

A student intending to go through the transition process should in the first instance contact the Equality and Diversity Adviser who, with the student’s permission, would coordinate the transition process with the Student Advice and Wellbeing team and the student’s academic department. The student will have to notify the designated contact in the institution formally in writing about their intent to transition.

7.2

The Equality and Diversity Adviser and the designated Student Advice and Wellbeing (SAW) staff member will organise a meeting with the student to

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ascertain more detailed information and to offer reassurances to the student that the institution will support them during their transition. The trans student may wish to be accompanied at meetings by a representative from Liverpool SU or a friend. 7.3

At the initial meeting, the student SAW and the Equality and Diversity Adviser will agree on how to handle the transition process and the student would be informed about the support available within the institution. Dates set for appointments will be discussed and the start date of Transitioning Two things will also need to be discussed at this meeting: i) when the next meeting will take place, ii) people to be invited to the next meeting. People to be invited should be in consultation with the trans student. It is also important to seek the agreement of the student about the information to send to the invitees on the purpose of the meeting. Information sent out prior to the meeting must include a clear statement on confidentiality. People to invite may include the student’s programme leader, personal tutor, and staff directly responsible for the student’s learning.

7.4

It may be useful to send information about gender reassignment and gender identity to the people invited to the meeting but only with the permission of the trans student, with a note explaining the student’s intention.

7.5

To ensure adequate arrangements are put in place, it is necessary for the student, programme leader, SAW and the Equality and Diversity Adviser to agree an action plan to guide the transition process. The action plan should be confidential, and discussion should take place to agree where copies should be kept and who should have access to them. The timescales should be flexible giving opportunity to review them should the need arise. However, this should be done in consultation with the trans student. The action plan should clearly state the step by step action that will be taken at different stages of the transition process and particular attention given to the student’s programme of study. For example, it should include the following:

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a named and suitably trained “Buddy” contact who the student may approach for information, support and assistance as required.

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date when the student intends to commence Transitioning.

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agreed time to inform fellow students and staff directly involved with the students’ learning and who will do this.

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

dates of appointments that the student has with doctors, specialists, etc as these become known.

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if the student intends to undergo hormone therapy and/or Gender Reassignment surgery and when available; the dates for this to happen.

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time off studies for Medical appointments and surgery, and necessary arrangements to cover this time off study and when available; to advise the dates for this to happen.

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whether the student wishes to defer their programme of study, continue with their programme or continue on a part-time basis or through distance learning.

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how to support the student through a successful completion of their programme of study. For example, concentrated learning before/after medical procedures, adjustments to deadlines for assessments, assignments and use of online learning and materials.

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when amendments will be required to records and systems and how this will be done. For example, identification passes, library cards, email addresses, contact details, etc.

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whether a form of trans equality awareness training or briefing is needed for fellow students and if necessary, at what point will this be done.

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steps that need to be taken to prepare for the phase when the student needs to change their name, personal details and gender.

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the student counselling service and / or Occupational Health Service should be available to the student to discuss issues in confidence; even though they may not have specialist skills in gender reassignment, they can offer emotional support to students if required.

8.0

Other aspects to consider when supporting staff or students through the transition process

8.1

Staff or Student Record No record should be changed without the permission of the student or member of staff. Following a statement from a student or member of staff of intent to transition, the written notification of intent to transition is sufficient for the gender and name

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on the student’s Academic records and the member of staff’s Human Resources records to be changed. The staff or student record should be changed at a mutually agreed time to reflect their preferred gender presentation and name. However, in some circumstances, specific criteria may apply, for example, with regard to degree certificates and pensions; specialist advice would be available from the Pensions Manager in Human Resources and from Student Service. It is recommended that they are not asked to provide a doctor’s letter as not all trans people will be under medical supervision (ECU, 2012). It is very important to ensure a trans person’s file reflects their current name and gender. Any information relating to a person’s trans status that needs to be kept must be done confidentially. For example, records of absence for medical assistance, birth certificate, documentation of name change, should be placed in a sealed envelope and attached to a new file with instructions such as, ‘Confidential: Human Resource Adviser only’ or ‘Confidential: Head of Student Advice and Wellbeing only’ or confidential: Equality and Diversity Adviser only’. 8.2

Changes to Names Someone who has transitioned may choose not to change their legal name immediately and may have no intention of changing their name. For example, they may choose to use a shortened version of their full name. However, trans people can easily change their legal name if they choose to do so by making a statutory declaration or deed poll of name change. A manager or lecturer will not be breaching equality laws if they ask a student or member of staff going through the transition process if they would prefer the shortened version of their name or another name. The trans student or member of staff might prefer that this information is relayed to their lecturer or line manager so that everyone is clear with regard to their legal name.

8.3

References Current or former students or members of staff who have transitioned must not be referred to by former names or gender, and the appropriate pronoun must be used. Failure to do so without the individual’s consent would be a breach of the Data Protection Act and the Equality Act 2010 also, The Gender Recognition Act if the trans person has a Gender Recognition certificate.

8.4

Recruitment In situations where formal documents are required, for example before commencing employment or enrolment, the recruitment officer should

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emphasise the University’s confidentiality policy when asking for a birth certificate. A trans person who has not been issued a gender recognition certificate, or has not yet been issued with new identification may present their birth certificate, which will clearly show that the person was born with a different name (and gender). It should be noted that trans people consider their trans status a private matter and not a subject for questioning or disclosure. (This is a criminal offence if they have a gender recognition certificate and the information is disclosed without their express consent). 8.5

Pensions A trans person without a gender recognition certificate (GRC) is treated as of the biological sex recorded at birth for the payment of state pensions. There will also be the need to change the national insurance records to reflect the person’s acquired gender. Name changes to national insurance and private pension records can be made with a statutory declaration (or deed Poll) of name change.

8.6

Single-sex facilities It will not be acceptable to restrict a trans member of staff or student to using disabled toilets or directed to other unisex facilities. Changes to facilities use will usually take place at the point when the trans member of staff or student start to live in their acquired gender (Transition). It may be necessary to explain the situation to other students or work colleagues. However, this should be done with the agreement of the trans person and their agreement as to who is to do this, as they may wish to inform their peers etc, themselves.

8.7

Managing the Reaction of Fellow Students and Colleagues The trans member of staff or student should be allowed to decide how to make their transition known to fellow students or colleagues. It may be useful to arrange a meeting with work colleagues and fellow students as it is not best practice to discuss a staff or student transition via email. The trans student or staff member may wish to make the announcement themselves or may request that it be made by an agreed person. It is important this is done in a supportive way. Fellow students or colleagues should be given the opportunity to ask appropriate questions; however, they should also be made aware of their commitment to equal opportunities as students and staff members of the University and the need to demonstrate respect for the dignity of others.

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Training for colleagues and fellow students may be helpful if staff or students are transitioning. This should be conducted in such a way as to ensure participants are able to raise issues and concerns of their own; it is of paramount importance that they know what is expected of them. When developing the training programmes, especially when doing so in response to a member of staff or student transitioning, it is good practice to involve the trans member of staff or students in the planning and design phases, should they choose to be involved. The institution may want to request that trans staff and students give three months’ notice before they start to live in their preferred gender, to give the institution time to prepare. However, it is good equal opportunities practice to be flexible about such requirements because individual circumstances may vary.

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Appendix 1 Transition Action Plan for Students (Transitioning Road Map) The chart below provides an overview of a typical transition. Each individual’s situation will vary depending on a range of factors, including whether or not a person opts for Medical procedures and whether they are receiving medical assistance privately or via the NHS.

Supporting Students through the transition process A student intending to go through the transition process should in the first instance contact the Equality and Diversity (ED) Adviser. The student will have to notify a designated contact in the institution formally in writing about their intent to transition. The ED Adviser will, with the student’s permission, coordinate the transition process with the Student Advice and Wellbeing (SAW) team and the student’s academic department. The designated SAW and ED Advisers will organise a meeting with the student for more detailed information and to offer reassurances to the student that the institution will support them during their transition. The trans student may wish to be accompanied at meetings by a representative from Liverpool SU or a friend. At the initial meeting, the student and the SAW representative will agree on how to handle the transition process with a written memorandum of understanding. Dates set for appointments with doctors and specialists will be discussed and the start of Transitioning. A named and suitably trained “Buddy” contact that the student may approach for information, support and assistance as required will also be offered. If the student intends to undergo hormone therapy and / or surgery, and as soon as they are available; the dates for this to happen. If the student intends to take time off studies, arrangements for students to meet the requirements of the course and time off studies will be discussed. Dates, as soon as they are available, when time off will commence and necessary arrangements to cover time off studies. How to support the student through a successful completion of their programme of study. For example, concentrated learning before/after medical procedures, adjustments to deadlines for assessments, assignments and use of online learning and materials. If the student intends to change their name, what will the new name be When will the student start to use the new name and title When will the student wish to start dressing or presenting in the new or acquired gender The student will have to abide by any School’s dress code that may need to be observed. Equality & Diversity Gender Reassignment Guidance September 2014

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When does the student wish to start the use of toilets and changing facilities appropriate to the new or acquired gender (Note that disabled or a gender neutral toilet should not be suggested as an alternative). This should be offered as soon as transitioning commences. Agreed time and how to inform fellow students and staff will be discussed with the trans student. If necessary, other members of the academic staff should be informed and how should this be done and by whom? What other University departments should be notified of the transition. For example, the Liverpool Students’ Union, Accommodation department, etc. What amendments to records will be required and how this will be done to maintain confidentiality. For example, identification passes, library cards, email addresses, contact details, etc. Whether a form of trans equality awareness training or briefing is needed for fellow students and staff, and if necessary, at what point will this be done and by whom? The University will, at the request of the trans student, update their records to reflect the change of name and the new gender and to ensure that confidentiality is maintained. A new student file is created and any documents revealing former name and gender will be kept and marked confidential, and where ever possible such records destroyed if the student receives a gender recognition certificate, when a further new file will be created. The trans student is informed of the need to legally change their name before a degree certificate can be issued in the new name, or any existing ones replaced in the new name. After 2 years of living in their acquired gender, whether by surgery or not, the trans person can apply for a gender recognition certificate. When awarded, the student will be issued with a new birth certificate, a copy of which, where needed, should replace any existing birth certificate records and the old records destroyed to maintain confidentiality of gender history.

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Appendix 2 Transition Action Plan for Staff The chart below provides an overview of a typical transition. Each individual’s situation will vary depending on a range of factors, including whether or not a person opts for medical procedures and whether they are receiving medical assistance privately or via the NHS. Supporting Staff through the transition process Staff intending to go through the transition process should in the first instance contact the Equality and Diversity Adviser. The member of staff will have to notify a designated contact in the institution formally in writing about their intent to transition. The Equality & Diversity Adviser will, with the member of staff’s permission, coordinate the transition process together with the member of staff’s Human Resources Adviser (HRA) and line manager. The designated Human Resource Adviser (HRA) along with the Equality and Diversity Adviser will organise a meeting with the member of staff for more detailed information and to offer reassurances to the member of staff that the institution will support them during their transition. The agreed transition path will be described in a written memorandum of understanding. An agreed named and suitably trained “Buddy” contact who the staff member may approach for information, support and assistance as required will also be offered. The trans member of staff may wish to be accompanied at meetings by a representative from their Trade Union or a friend. How to handle the transition process will be discussed at the initial meeting. Dates set for appointments with doctors and specialists; where already known, will be discussed and the probable date the trans member of staff wishes to start of Transitioning If the trans member of staff intends to undergo hormone therapy and / or surgery, and as soon as they are available; the dates for this to happen. Dates, as soon as they are available, for time off work and necessary arrangements to cover time off work If the member of staff intends to change their name, what will the new name be. When will the staff member start to use the new name and title. When will the member of staff wish to start dressing or presenting in the new or acquired gender. The staff member will have to abide by any departmental dress code that may need to be observed.

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When does the member of staff wish to start the use of toilets and changing facilities appropriate to the new or acquired gender (Note that disabled or a gender neutral toilet should not be suggested as an alternative). This should be offered as soon as transitioning commences. Agreed time and how to inform colleagues, including who will do it, will be discussed. The trans member of staff with support may wish to do these themselves. When would other members of staff and students, where necessary, be informed and how should this be done and by whom? The trans member of staff with support may wish to do these themselves. Which other University department should be notified of the transition where necessary? When & What amendments will be required to records and systems and how this will be done to maintain confidentiality. For example, identification passes, email addresses, contact details, Human Resources records, etc. Whether a form of trans equality awareness training or briefing is needed for colleagues and other staff and, if so, at what point will this be done and by whom? The University will at the request of the trans staff update their records in order to reflect the name change and the new gender whilst ensuring that confidentiality is maintained. A new staff file will be created and any documents revealing the former gender will be kept and marked confidential; and where ever possible such records destroyed if the staff member receives a gender recognition certificate, when a further new file will be created. The trans staff member is informed of the need to legally change their name before any existing degree or other professional qualification certificates from JMU or others can be re-issued in the new name. After 2 years of living in their acquired gender, whether gender reassignment surgery has occurred or not, the trans staff member can apply for a gender recognition certificate. When awarded, the staff member will be issued with a new birth certificate; a copy of which, where needed, should replace any existing birth certificate records and the old records destroyed to maintain confidentiality of gender history. Pension and other records may also need to be updated.

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Appendix 3 Terminologies Relating to Gender Reassignment Gender Gender mainly consists of two aspects: gender identity and gender role. Gender identity is a person’s internal perception and experience of their gender. Gender role, or expression, is the way a person lives in society and interacts with others. Some people have a gender identity that is neither clearly female nor clearly male. However, the majority of people have a gender that agrees with their anatomical sex. It should be noted that presently, by law, gender is twofold and people can only be male or female (ECU) although the UK government is starting to recognise the existence of other nonbinary gender identities, such as Gender Queer and non-gendered. Trans * Trans refers to a diverse and inclusive community of people ranging from part-time cross dressers to transsexual people who undergo gender reassignment surgeries. It is a generic and an umbrella term used politically and collectively to capture the variety of trans identities which may also include Gender Queer and intersex people (Press for Change). Transgender * Transgender (In the UK) is also used as an umbrella term that identifies the spectrum of all those who feel their assigned sex at birth does not match their sense of self. It is used as a political term to describe those people who live part or all of their lives in their preferred gender or non-gender role - they may or may not use hormonal treatments and or surgery to change their body form. It may also include some Gender Queer and intersex people.

*By "Trans / Transgender" we are referring to all people who consider themselves to fall under the trans / transgender umbrella. This includes, but is not limited to: Cross-dressing & transvestite people, trans women, trans men, transsexual men & Transsexual women, people identifying as androgyne, polygender, gender queer, gender non-conforming, dual gendered, & non-gender identifying, gender questioning people, gender variant & gender diverse people, transgender people & intersex people and anyone who feels that the gender assigned to them at birth does not at all describe or incompletely describe their own personal gender identity. Equality & Diversity Gender Reassignment Guidance September 2014

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Transsexual Person A transsexual person is someone who feels a consistent and overwhelming desire to transition. Someone in this position will have the medical condition gender dysphoria. This term should only be used as an adjective; individuals should be referred to as ‘transsexual people’ not ‘transsexuals’ (ECU). Transvestite or Cross-Dresser The terms ‘transvestite’ or ‘cross-dresser’ refer to someone who dresses in the clothing typically worn by the opposite sex. Generally, people who are transvestites / crossdressers do not currently wish to alter their body, nor to live permanently in the opposite gender and may not experience gender dysphoria. Intersex Intersex is a biological condition where people are born with chromosomal variations from the average XX for women and XY for men. Intersex people may have a combination of both male and female anatomy; as a result, their biological sex at birth cannot easily be classified as either male or female. Trans issues are generally different from intersex issues. However, intersex people whose gender was incorrectly assigned at birth may decide to transition to the gender with which they identify later in life. Many intersex people encounter difficulties later in life as the gender assigned by the medical profession and their parents is different to the gender with which they associate. Parents are now advised to delay surgery until their child reaches puberty so that the child can inform decision-making. Not all intersex people opt for surgery and many will consider themselves to be intersex rather than male or female. In addition, there are other sex chromosomal variations which may not produce any obvious anatomical variation in a person, and which may not be detected until puberty or even later in life. This can include medical conditions such as Turner’s syndrome (45XO), Complete Androgen Insensitivity Syndrome CAIS (46XY Women), Klinefelter’s syndrome (47XXY syndrome), Aneuploidy (47XYY) and mosaicisms whereby half of a person’s cells have one form of sex chromosomes and the other half another (e.g. 46XX / 46XY mosaicism also clinically termed True hermaphroditism) (ECU; Press for Change).

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Acquired Gender The legal term for the new gender of a person who has socially transitioned and had their gender reassigned and / or legally recognised. It is now possible for an individual to transition and receive legal recognition of their acquired gender without medical intervention. Gender presentation / Expression While gender identity is subjective and internal to the individual, gender presentation, either through personality, mannerisms or clothing, can determine how a person’s gender is perceived by others. Typically, trans people seek to make their gender expression and presentation match their own gender identity, rather than their birth assigned sex. Gender Reassignment / Gender Confirmation Gender reassignment is a process undertaken, often under medical supervision to reassign a person’s gender by changing their gender presentation which may include physical sexual characteristics. Gender reassignment or transition includes some or all of the following social, legal and medical adjustments: telling one’s family, friends and/or colleagues; changing one’s name and/or sex on legal documents; hormone therapy; hair removal; voice therapy and, possibly (although not always) chest and/or genital surgery. Particularly in the USA, gender reassignment surgery is also referred to as Gender Confirmation or Sex Reassignment. Real-Life Experience (RLE) Real-life experience is a part of transitioning to the other gender during which the individual must live, work or study in the acquired gender with which they identify before they can start hormone therapy (Usually 3-6 months) and/or undergo surgery ( Usually 1-2 years). Trans staff and students may require confirmation from their institution that they are living in the acquired gender. Real-life experience can also be called the real-life test.

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Trans Man or Trans Woman The terminology refers to a person who may have transitioned or is transitioning, from female to male (FTM) - Trans Man or male to female (MTF) – Trans Woman. Transitioning The process of changing one's gender presentation from the birth assigned gender to the opposite acquired gender. Gender Dysphoria and Gender Identity Disorder The terms ‘gender dysphoria’ and ‘gender identity disorder’ refer to a condition which is medically diagnosed. This is when a person instinctively knows they were born with the wrong physical gender features (Sometimes mistakenly called “born in the wrong body”). They believe the Physical Sex / gender assigned at birth on the basis of their anatomical sex characteristics is the wrong one and often wish to live as a member of the opposite sex. Gender dysphoria is not related to sexual orientation. Gender Dysphoria is preferred over Gender Identity Disorder which suggest a more negative understanding of what it is to be Transsexual. People who have severe gender dysphoria are diagnosed with Prime Transsexualism (ICD-10 F-64) ** or Gender Identity Disorder (DSM IV 303.85). ** A person with gender dysphoria can experience anxiety, uncertainty or persistently uncomfortable feelings about their birth assigned gender. They will feel that their gender identity is different from their anatomical sex. This dysphoria may lead to a fear of expressing their feelings and a fear of rejection and in some cases deep anxiety (Internalised Transphobia) or chronic depression, even self-harming or suicide attempts. Sometimes a person with gender dysphoria assumes an identity in the opposite sex. This may involve undergoing hormone and perhaps, surgical procedures to change their anatomical sex presentation (ECU; Press for Change). The Term Gender Dysphoria is preferred, as Gender Identity Disorder implies that there is the negative concept of disorder, whereas many Trans people see being trans as a natural diversity. DSM-IV** will probably reclassify as Gender Dysphoria “The scientific evidence widely supports the paradigm that transsexualism is strongly associated with the neurological development of the brain” ** ICD-10 (World Health International Classification of diseases): Transsexualism (F64.0) has three criteria: 1. The desire to live and be accepted as a member of the opposite sex, usually accompanied by the wish to make his or her body as congruent as possible with Equality & Diversity Gender Reassignment Guidance September 2014

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the preferred sex through surgery and hormone treatment; 2. The transsexual identity has been present persistently for at least two years; 3. The disorder is not a symptom of another mental disorder or a chromosomal abnormality. **DSM-IV (American Psychiatric Association Diagnostic and Statistical Manual of Mental Disorders: Category: Sexual Disorders Sub-category: Gender Identity Disorders Gender Identity Disorder in (Adolescents or) Adults (302.85) has four criteria: 1. A strong and persistent cross-gender identification 2. Persistent discomfort with their assigned natal sex and its associated gender role 3. Absence of any physical intersex condition 4. Clinically significant distress or impairment of social or occupational functioning.

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Appendix 4 Useful links and Resources

GIRES Gender Identity Research and Education Society Tel: 01372801554 Email: [email protected] Website: www.gires.org.uk GIRES promotes communicates and also initiates research both into the origins of a typical gender identity development and transsexualism and, also, into the way that society reacts to the people experiencing these conditions. GIRES develops good practice guidelines, education programmes and literatures, particularly to address the needs of people who have a strong and ongoing desire to live and be accepted in the gender in which they identify, even though different from that assigned at birth. The organisation is a very rich source of information on Gender Identity.

Equality Challenge Unit Tel: 020 7438 1010. Email: [email protected], Website: www.ecu.ac.uk The Equality Challenge Unit supports the higher education sector to realise the potential of all staff and students regardless of their protected characteristics – age; disability; gender reassignment; marriage and civil partnership; pregnancy & maternity; race; religion & belief; gender & sexual orientation.

Press for Change Tel: 08448 708 165 Email:[email protected] Website: www.pfc.org.uk Press for Change is the UK leading expert in transgender laws. A political lobbying and educational organisation that campaigns to achieve equal civil rights and liberties for all transgender people in the UK. Press for Change is particularly strong on all aspects of the law with regard to Trans people.

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The Gender Trust Tel: 01527894838 Email: [email protected] Website: www.gendertrust.org.uk Gender Trust is a centre for transsexual and transgender professional people in particular. This group includes employers and human resources officers and operates a National Help Line Telephone: 0845 231 0505 (Until 10pm)

Equality and Human Rights Commission Tel: 0845 604 6610 Email; [email protected] Website: www.equalityhumanrights.com A statutory body with responsibility for protecting, enforcing and promoting equality across the nine protected characteristics – age; disability; gender; gender reassignment; marriage & civil partnership; pregnancy & maternity; race; religion & belief; and sexual orientation

The Beaumont Society Tel: 01582 412220 (Information line) Email: [email protected] Website:www.beaumontsociety.org.uk The Beaumont Society is the longest established transgender support group in the UK providing support to the transgender, transvestite, transsexual and cross-dressing community since 1966. The organisation welcomes all transgender people and their partners, regardless of gender, sexual orientation, race, creed or colour, and all varieties from nervous new transgender people to those who are experienced and confident in their second gender.

Depend Email: [email protected] Website: www.depend.org.uk A voluntary organisation offering confidential and non-judgemental advice, information and support to all family members, spouses, partners and friends of transsexual people in the UK.

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In-Trust Merseyside Tel: 01772 552862 Website: www.merseysideintrust.org Providing support and guidance for men and women with an intersex or trans history in Merseyside, positively promoting best practice around employing people from this community.

MerseyBois Tel: 0151 227 1931 Email:[email protected] Website:www.armisteadcentre.co.uk An FTM support group based in the Merseyside area. This group is open to all those who are somewhere on the FTM spectrum. The group meet every third Wednesday at the Armistead Centre. To be able to attend meet-ups you must be aged 18 and over. Spirit Level, Liverpool Tel: 0151 2271931 Website: http://www.spirit-level.org.uk/ Spirit Level is a support group for transgender people in Liverpool and meets on the 1st and 3rd Monday of each month at the NHS Armistead Project, Liverpool. The organisation welcome anyone who has issues of gender identity, male or female, and at any part of the gender spectrum or anyone else affected by gender identity issues; friends, family, professionals etc. The organisation can provide support to individuals who are considering or in the process of transition, as well as their friends and family. They provide advice on medical treatment and dealing with the NHS, relationships, housing, transition in the workplace and sexuality.

TransForum Manchester Tel: 07500-741955 (information Line) Email:[email protected] Website: www.transforum.org.uk A Transgender discussion group and mutual peer support forum for all Transgender people and those in any way questioning their gender. Parents, partners, family, friends are also welcome at forum meetings which takes place in a safe and comfortable space on the 4th Saturday Afternoon each month at 3:30pm. The aim of the organisation is to help promote the life skills Transgender people need to interact socially in their own appropriate gender, and where appropriate provide information, Equality & Diversity Gender Reassignment Guidance September 2014

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signposting to help them live in their acquired gender. The organisation also gives the wider community an insight into the rainbow of Transgender identity through awareness training.

Unique TG Network -North Wales & West Cheshire Tel: 01745-337144 (Information line) Email: [email protected] Website: www.uniquetg.org.uk Unique TG network is a voluntary social and mutual support group for Transgender people in North Wales and West Cheshire. The organisation hosts regular monthly meetings, social events (including the twice yearly Transgender Weekends in Colwyn Bay); there is listing of Transgender resources and links to other local and national Transgender organisations on Unique TG website. TransForum Manchester and Unique TG work closely together to help support the wider Transgender community and to gain acceptance for all Transgender people.

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