Part B
Gender Recognition score sheet
The aim of this questionnaire is to indicate whether people in your organisation are treated fairly if they have undergone a sex change or are going through the process.
This is the scoring sheet for the completed questionnaires. Part 3 will give you feedback on the completed scores.
Definitions
The definition of transgender is when an individual changes their sex from male to female or female to male (sex change), because they feel that their bodies are different from how they feel about their sexual identity.
Gender reassignment is the medical procedure of changing a male into a female or a female into a male so that their bodies match their gender identity.
Would you have known this prior to filling out this questionnaire?
Yes No
This question does not form part of the overall scoring
How many people from the UK’s 60 million population do you think have undergonegender reassignment?
1,0005,00025,000
This question does not form part of the overall scoring
There are 5,000 transgender individuals in the UK.
In this section please tick the box that best reflects experience at your workplace
1.Do you use nick names, tease, or tell jokes about other members of staff?
Yes No
score: Yes [amber 1] No [green 0]
1a.Do your colleagues use nick names, tease, or tell jokes about other members of staff?
Yes No
score: Yes [amber 1] No [green 0]
2.Are you more likely to have nick names, tease, or tell jokes about other members ofstaff if you think they have had or are having a sex change?
Yes No
score: Yes [red 2] No [green 0]
2a.Are your colleagues more likely to have nick names, tease, or tell jokes about othermembers of staff if they have had or are having a sex change?
Yes No
score: Yes [red 2] No [green 0]
3.My organisation has a policy for staff that outlines the support structures available to staff who have undergone or are undergoing gender reassignment?
Yes No Not sure
score: Yes [green 0] No [red 2] Not sure [amber 1]
3a.My work colleagues would support someone in my organisation that is undergoing‘gender reassignment’?
AgreeDon’t agreeNot sure
score: Agree [green 0 Don’t agree [red 2] Not sure [amber 1]
4.My management would support someone in my organisation that is undergoing‘gender reassignment’?
AgreeDon’t agreeNot sure
score: Agree [green 0 Don’t agree [red 2] Not sure [amber 1]
5.My organisation is a welcoming placefor someone undergoing ‘gender reassignment’?
AgreeDon’t agreeNot sure
score: Yes [green 0] No [red 2] Not sure [amber 1]
5a.If yes, does your equality and/or diversity policy include references to lesbian, gay or bisexual staff?
Yes No Not sure
score: Agree [green 0 Don’t agree [red 2] Not sure [amber 1]
6.It is ok to have transgender people in my workplace?
Yes No Not sure
score: Yes [green 0] No [red 2] Not sure [amber 1]
7.It is a good idea to have support groups in my organisation for transgender people?
Yes No Not sure
score: Yes [green 0] No [red 2] Not sure [amber 1]
8.My organisation should have somebody who would provide support for work colleagues during gender reassignment?
AgreeDon’t agreeNot sure
score: Agree [green 0 Don’t agree [red 2] Not sure [amber 1]
9.It is ok for someone changing from one gender (for example male to female) toanother to use the facilities (including toilets) of that new gender?
AgreeDon’t agreeNot sure
score: Agree [green 0 Don’t agree [red 2] Not sure [amber 1]
About this questionnaire and what it’s designed to do
The aim of the questionnaire is to indicate whether people are likely to be treated fairly regardless of their sexual orientation.
This is an informal ‘audit tool’ designed as a first step, to provide you with insight into you and your organisation. Its focus is on equality of opportunity in the workplace whatever people’s religious belief or sexual orientation following legislation introduced in 2003. The results indicate whether your organisation is probably complying with the law on sexual orientation.
This audit is definitely not a test; it’s designed to bring a sensitive topic out into the open and allow you to gauge whether your organisation protects basic equal rights at work whatever the individual’s beliefs and practices in their personal lives (for example, equal pay, protection from discrimination in promotion, dignity, right to privacy, time off, a right to be informed about change and if possible consulted).
The 2003 law applies to all organisations in Great Britain; you can find more information about it and advice about what you can do within your organisation to encourage compliance on the Acas website, or you can call one of the local regional offices. We hope you’ve found the exercise useful; if you have any feedback please contact us so that we can continue to make improvements.