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1、.L146 Transgender employmentConsultation feedbackFeedback - Para 5.2 and 5.3 define at what stage the individual has the protection of theAct. It is said that the individual does not have to have made an irrevocabledecision and also the receipt of a GRC is only one of a number of triggers.You dont h

2、ave a definition of Gender Reassignment but a commonunderstanding of the term is to take specific intervention steps. The Actitself is more relaxed and protects folk who express a desire to be perceivedin the gender opposite to that related to their birth sex. If your definition is asrelaxed as the

3、Acts then para 6.1 stands. If your definition means surgicalintervention then 6.1 does not comply with the Act.Response - I have slightly changed the wording of paragraph 7.1 (formally paragraph 6.1), which now reads a member of staff who has expressed a desire to undergo. Hopefully this will answer

4、 your question regarding paragraph 5.2 and 5.3. Feedback - Para 8 seems to imply that gender reassignment is a complete process of change and further appears to see the end result as being the receipt of aGRC. Whilst some folk may well wish to proceed towards that goal othersmay sit somewhere in the

5、 very wide spectrum of other possibilities and it isnot clear that your policy is written with those people in mind.Response - In response to your comments regarding not all individuals wishing to obtain a GRC a new section has been added to the policy. This briefly explains what a GRC is and also h

6、ow it should not be assumed that an individual plans on obtaining one. It goes on to explain that it is mentioned in the policy for the benefit of those who do hold a GRC or who plan to. Feedback - Finally Para 8.4 contains a reference to real life experience. It is my belief that this is redundant.

7、 I could write an essay on this topic but in the context of your policy I should point out that the RLE is only relevant as a test prior tosurgery and then only if your clinic requires it ( I agree that NHS clinicsgenerally do) However the start and end point are not set in stone, and as Isay it is

8、a hurdle for those undergoing GRS. Some folk are quite happy intheir gender role without GRS. Unless the Kent Police are requiring alltransgender / transexual employees to undergo GRS then inclusion of areference to RLE is irrelevant.Response - Paragraph 9.4. (formally paragraph 8.4.) has been rewor

9、ded. It now reads:9.4. Change in gender - As part of the gender reassignment process the individual will decideon an appropriate point to begin living and presenting full time intheir truegender. This point may also signify the beginning of what is known in treatment guidelines as the real life expe

10、rience. In preparation for this change the individual will need to discuss how they wish the transition to be managed within the workplace. An agreement should be reached with their line manager, in consultation with the Diversity Support Team, as to how this can best be managed with regards to coll

11、eagues the individual works with, and with other members of the organisation who may need to know. (The number of peoplethis needs to be disclosed to should be kept to a minimum).Feedback - IntersexA genetic and hormonal condition which, leads some individuals to an obvious mixture of male and femal

12、e sex traits. (a better explanation: Intersex is a general condition in which a person is born with a reproductive &/or sexual anatomy that doesnt fit the typical definitions of female or male. Although derived from a different cause to that of the transsexual person, gender role transition and simi

13、lar treatments may be required for the intersex person to achieve the gender they consider appropriate for them. Response - The definition has been changed to incorporate this. Feedback - On the whole the policy looks excellent to me, very impressive and state of the art. The only part Id quibble wi

14、th is section 8.4. I dont think the length of the RLE under NHS guidelines (two years) will necessarily be relevant or helpful here, given that it is specifically concerned with the timeline for surgery in the NHS. For instance some individuals may undertake private treatment where the guidelines ma

15、y be different, and others may make a full transition and even proceed to a gender recognition certificate without necessarily undergoing full surgery at all . I would be concerned that the way this part reads in the draft version might possibly create some confusion or misunderstanding for those un

16、familiar with the guidelines regarding their use outside the medical context, i.e. the work situation, and in the worst case scenario might create added pressure and/or embarrassment for the individual transitioning, by unnecessarily equating social and professional gender transition with specific m

17、edical procedures which they may or may not choose (or indeed be able) to undergo. Finally, the word test is no longer very widely used, it being seen as rather prescriptive by many trans people. RLE is definitely less contentious! May I suggest the following as a possible rewording? (changes in bol

18、d)“8.4 Change in gender - As part of the gender reassignment process the individual will decide on an appropriate point to begin living and presenting full time intheir truegender. This point may also signify the beginning of what is known in treatment guidelines as the real life experience. In prep

19、aration for this change the individual will need to discuss how they wish the transition to be managed within the workplace. An agreement should be reached with their line manager, in consultation with the Diversity Support Team, as to how this can best bemanaged with regards to colleagues the indiv

20、idual works with, and with other members of the organisation who may need to know. (The number of people this needs to be disclosed to should be kept to a minimum).Response - Your input was very helpful and that section of the policy has been changed and the wording you suggested has been implemente

21、d.Feedback and responses for the SIAG Paragraph 7.2.1. gender reassignment but no GRC- This is explained by paragraph 7.2. the only exemption would be when applying for a role that requires conducting searches. Paragraph 8.3. comments regarding an agreed period of redeployment being reviewed this ha

22、s been amended, thank you. Paragraph 8.7. Vetting records this would be the same for anyone who undergoes vetting with Kent Police. Paragraph 9.1.1. Exemption certificate - The exemption card is only disclosable to certain people so unfortunately I have not personally seen a copy however, the card w

23、ill be used for any cases of exemptions therefore taking away the disclosure by default. Paragraph 9.1.1. Custody role not being suitable redeployment would be offered but it cannot be forced upon a person therefore these are provisions for if the individual does not want to move role.Paragraph 9.2.

24、 GRC is disclosure by default we cannot change the way the system works we can only try and adapt our systems to work alongside these.Paragraph 9.2.1. Who is transgender in this scenario this policy is transgender employment and therefore only relates to the employees of Kent Police. Transgender det

25、ainees are mentioned within our custody policy.Paragraph 10 what happens if the court case is in front of a jury the idea is the matter would be discussed in closed chambers prior to the case.What form of notification A restriction has not been put on this, the individual is the main concern and ensuring they are as comfortable as possible notifying a line manager or other appropriate member of the organisation. Second person witness this is not seen to be necessary, see response above. Paragraph 10 Initials PC PC stands for Police Constable and the Court would know this so