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7/7/26 Mark Foster reveals 'double life' he lived trying to hide he was gay

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7/7/26 Mark Foster reveals 'double life' he lived trying to hide he was gay

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PinkNews | Latest lesbian, gay, bi and trans news | LGBTQ+ news

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Gay Olympian Mark Foster has shared what it was like trying to hide his sexuality in his new tell-all memoir, My Double Life.

The BBC pundit and former Strictly Come Dancing contestant came out in 2017 at 47 years old after a long and successful career as a professional swimmer.

He won a silver Olympic medal in 2008, and even carried the flag for Great Britain during that year's Parade of Nations in the games' opening ceremony.

In his memoir, Foster detailed the "double life" he lived as a closeted gay professional athlete. "I kept my work and home lives completely separate, never the twain would meet. I got very good at telling half truths and outright lies. It was exhausting," he said.

Foster continued: "When society tells you it's not right, whether it be from the playground, the changing room or the TV, I kind of went, okay, whatever I'm feeling, I can't be that person. That little secret became bigger and bigger."

Before he came out, Foster publicly dated a woman named Catherine, but in reality she was just a friend. "Her actual partner didn't mind, thankfully," he said. He now lives in Leigh-on-Sea in Essex with his partner, Craig McKay.

Foster also shared his thoughts about other gay sports stars, saying that "there has to be footballers that will be gay" in the Premier League.

"There must be stories of some incredibly talented, incredibly gifted footballers who felt they could not be openly gay in that environment, because they felt it wasn't going to be a safe place for them," he said.

He specifically mentioned Justin Fashanu, who became the first out gay professional footballer when he famously came out in 1990. However, Fashanu faced backlash and hostility from fans, family and the media alike, which led to him taking his own life in 1998.

"His story really affects me to this day," Foster said of Fashanu. "He was incredibly brave, but it goes some way to explaining why many gay people, myself included, felt unsafe to come out publicly."

He continued: "Do I think it's got better? Yes. Do I think it's where it should be? No. It's got a long way to go. People still use hate speech and call it free speech. There is still prejudice and widespread homophobia. It's bullying."

Share your thoughts! Let us know in the comments below, and remember to keep the conversation respectful.

Please login or register to comment on this story.

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Mark Foster reveals 'double life' he lived trying to hide he was gay

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Gay Olympian Mark Foster has shared what it was like trying to hide his sexuality in his new tell-all memoir, My Double Life.

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7/7/26 Teacher banned for harmful comments on LGBTQ+ community

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7/7/26 Teacher banned for harmful comments on LGBTQ+ community

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PinkNews | Latest lesbian, gay, bi and trans news | LGBTQ+ news

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Teacher banned for harmful comments on LGBTQ+ community

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A teacher who said gay and trans people were ‘mentally ill’ has been banned from the profession until at least June 2032.

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8/4/26 Government to mandate disability and ethnicity pay gap reporting

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8/4/26 Government to mandate disability and ethnicity pay gap reporting

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Government to mandate disability and ethnicity pay gap reporting - HR Magazine

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The UK government has committed to introducing mandatory ethnicity and disability pay gap reporting for large employers, the Office for Equality and Opportunity announced yesterday (25 March).

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24/2/26 The law is changing to equalise the treatment of hate crime for LGBTQ+ people

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24/2/26 The law is changing to equalise the treatment of hate crime for LGBTQ+ people

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Today the Government have tabled an amendment to the Crime and Policing Bill which if passed, will make hate crimes against LGBTQ+ people an aggravated offence.

This is what we've been tirelessly campaigning for through our Hold My Hand campaign and comes after our work with Rachel Taylor MP to introduce a similar amendment when the Bill was debated in the House of Commons.

What will this mean?

Right now, although anti-LGBTQ+ hate crime is recognised in law, hate crimes based on race and/or religion can have higher maximum penalties than anti-LGBTQ+ hate crime, because they are classified as aggravated offences.

When a crime is considered an 'aggravated offence', it means that it was committed under circumstances which increase the seriousness of the offence in the eyes of the courts, the victim has longer to access justice and the perpetrator will get a stronger sentence.

If this amendment is passed, it will send a powerful message that LGBTQ+ people deserve equal access to justice and that there is no hierarchy of hate.

Stonewall CEO Simon Blake said:
"This is a major step in the journey of LGBTQ+ equality. Putting hate crime against LGBTQ+ people on the same footing as religious and racial hate crime has always been the right thing to do. It sends a powerful message that LGBTQ+ people deserve equal access to justice and that there is no hierarchy of hate. "Stonewall, and others, have campaigned hard for this change for many years; and we welcome that the Government is delivering on a manifesto commitment for LGBTQ+ people at a time when many in the community are feeling increasingly under threat." "Now that this amendment to the Crime and Policing Bill has been laid, Stonewall will continue to work hard with Government and Parliamentarians to make sure this vital change becomes law." -
We know that LGBTQ+ people still face high levels of hate crime. At a time where many LGBTQ+ people are feeling uncertain about the future, this change would be an important milestone towards achieving equality for LGBTQ+ people under the law, and a powerful step towards LGBTQ+ safety.

We're committed to creating a world where everyone, everywhere has equal rights, and your support helps us shape legislation that will change the lives of LGBTQ+ people.

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The law is changing to equalise the treatment of hate crime for...

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Today the Government have tabled an amendment to the Crime and Policing Bill which if passed, will make hate crimes against LGBTQ+ people an aggravated...

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24/2/26ONS Findings Make It Clear: Urgent Action Needed to Address Stark Health Inequalities for LGBTQ+ Communities

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24/2/26ONS Findings Make It Clear: Urgent Action Needed to Address Stark Health Inequalities for LGBTQ+ Communities

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Published: 13 January 2026 by Matthew Belfield

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ONS Findings Make It Clear: Urgent Action Needed to Address Stark Health Inequalities for LGBTQ+ Communities

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The UK's leading health and wellbeing charity

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9/12/25 LGBT survivors tell of 'barbaric' NHS shock therapy

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9/12/25 LGBT survivors tell of 'barbaric' NHS shock therapy

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LGBT survivors tell of ‘barbaric’ NHS electric shock therapy

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More than 250 people were subjected to painful electric shocks in NHS hospitals, the BBC discovers.

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28/11/25 Japan's same-sex marriage ban is constitutional, says Tokyo court

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28/11/25 Japan's same-sex marriage ban is constitutional, says Tokyo court

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Outside the Tokyo courthouse on Friday, the plaintiffs of the lawsuit and their legal team held up signs that read "unjust verdict", local media reported.

Shino Kawachi, one of the plaintiffs, told local media that the ruling was "difficult to comprehend".

"What is justice? Was the court even watching us? Were they considering the next generation?" she told local media.

Her partner, Hiromi Hatogai, said she was "extremely outraged" and wondered if the judiciary was "on our side". But, she added, they would "keep fighting".

Amnesty International described the ruling as a "damaging step backwards on same-sex marriage".

"The Japanese government needs to be proactive in moving towards the legalisation of same-sex marriage so that couples can fully enjoy the same marriage rights as their heterosexual counterparts," the rights group's East Asia researcher Boram Jang said in a statement.

The verdict on Friday is the last among six high court rulings on same-sex marriage lawsuits filed between 2019 and 2021, in courts across the country from Sapporo to Osaka to Fukuoka.

Among them, five found the ban unconstitutional - though they rejected the plaintiffs' compensation claims.

Friday's ruling by the Tokyo high court marks an exception to this series of verdicts, which had been adding weight to the push for same-sex marriage to be legalised in Japan.

The cases will next be taken to the Supreme Court.

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Japan's same-sex marriage ban is constitutional, says Tokyo court

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The ruling bucks a trend set by courts around Japan that had raised hopes for marriage equality.

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9/12/25 Trans women will not be allowed to attend main Labour Women's Conference events

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9/12/25 Trans women will not be allowed to attend main Labour Women's Conference events

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ByHelen Catt, political correspondent, and Tabby Wilson

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Trans women will not be allowed to attend main Labour Women’s Conference events

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The conference will take place in 2026 after being cancelled for a year in light of the Supreme Court’s gender ruling.

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7/10/25 Intersex people in Europe face ‘alarming’ rise in violence, EU finds

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7/10/25 Intersex people in Europe face ‘alarming’ rise in violence, EU finds

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2/9/25 Sandie Peggie employment tribunal - what happens next?

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2/9/25 Sandie Peggie employment tribunal - what happens next?

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The panel's verdict will be reached via a plain majority, and judge Sandy Kemp has no extra privileges for his vote in the matter.

Any ruling could either be fully or partly in favour of one side in the case, with a number of possible legal remedies for the losing party, from paying compensation to covering witness expenses.

Should Ms Peggie win, the main remedy sought would likely be for injury to feelings - a specific remedy with guidelines known as the Vento Bands used to determine compensation amounts.

Payments start at £1,200 for less serious cases and rise to £60,700 for the most serious - but even those can be exceeded for "exceptional cases."

Potentially both Dr Upton and NHS Fife could pay compensation if the ruling is in favour of Ms Peggie, though employment lawyer Mr Mitchell believed it would be more likely just the health board paying.

He also said it was "relatively rare" for expenses to be awarded against the losing party and only if certain tests are met - relating to whether a party "acted vexatiously, abusively, disruptively or otherwise unreasonably" during proceedings.

Another test applied would be if any claim had "no reasonable prospect of success".

He said it will be interesting to see the extent to which the Supreme Court ruling on gender impacts on the legal analysis in the judgment.

"However, the facts and issues in the Supreme Court case are entirely different," Mr Mitchell said.

"People are thinking this decision will affect everyone, but what is found to have happened in these alleged incidents - they are only relevant to this case.

"The judge has to rule on the balance of probabilities about what happened."

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What next for the Sandie Peggie employment tribunal?

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The hearing which saw 15 witnesses give evidence over 20 days is almost at an end, but when will we know the outcome?

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1/9/25 Manchester City Women’s Kerstin Casparij Announced as LGBT Foundation’s Newest Patron

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1/9/25 Manchester City Women’s Kerstin Casparij Announced as LGBT Foundation’s Newest Patron

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Published: 1 September 2025 by mbelfield

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Manchester City Women’s Kerstin Casparij Announced as LGBT Foundation’s Newest Patron – LGBT Foundation

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A national charity with LGBTQ+ health and wellbeing at the heart of everything we do.

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15/7/25 LGBT+ History Month 2025: Everything You Need to Know

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15/7/25 LGBT+ History Month 2025: Everything You Need to Know

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LGBT+ History Month: Everything You Need to Know

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Discover how and why we celebrate LGBT+ History Month every February in the UK, with key facts, quick tips and free resources to download.

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13/5/25 A simple way to be an LGBTQ+ ally

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13/5/25 A simple way to be an LGBTQ+ ally

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Get a daily email featuring the latest talk, plus a quick mix of trending content.

By subscribing, you understand and agree that we will store, process and manage your personal information according to our Privacy Policy

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Keegan Thoranin: A simple way to be an LGBTQ+ ally

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Have you ever considered active listening as a starting point to being an LGBTQ+ ally? In his TEDxLFHS talk, Keegan Thoranin discusses his experiences as a trans student, and he makes the case for everyone to develop active listening to better connect with and respect diverse individuals in our lives.

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Business Daily - Is DEI really dead? - BBC Sounds

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Many US companies have been pulling back on diversity, equity and inclusion initiatives

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14/4/25 IBM Reportedly Walks Back Diversity Policies, Citing ‘Inherent Tensions’: Here Are All The Companies Rolling Back DEI Programs

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14/4/25 IBM Reportedly Walks Back Diversity Policies, Citing ‘Inherent Tensions’: Here Are All The Companies Rolling Back DEI Programs

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Topline

Tech company IBM and beer brewer Constellation Brands are reportedly among the latest in a wave of corporations retreating from diversity, equity and inclusion policies amid pressure to comply with President Donald Trump's executive orders gutting DEI and online attacks from conservative influencers.

IBM is the latest in a list of companies to walk back DEI policies. (Photo by Artur Widak/NurPhoto ... More
NurPhoto via Getty Images

Timeline

France, Belgium Object To Trump's Pressure On Dei Initiatives

American embassies sent letters to foreign contractors, including those in France, Belgium, Denmark, Italy and Spain, directing them to comply with Trump's DEI orders, prompting pushback from multiple countries. "If contracts were to be terminated solely because a company is committed to diversity and inclusion, this could constitute a violation of the Vienna Convention on Diplomatic Relations," Belgian deputy prime minister Maxime Prévot said in a statement Tuesday, stating the U.S. embassy "must comply with Belgian law in its actions." "This practice reflects the values of the new American administration. They are not ours," French economy minister Eric Lombard said in a statement.

Is Target Losing Traffic After Dropping Dei?

Foot traffic at Target has dropped for eight straight weeks, dating back to the company's announcement at the end of January that it would roll back DEI policies, Retail Brew reported. Retail Brew cited data from Placer.ai, which measures foot traffic, that found traffic year-over-year declined at an average of 6.2% over the past eight weeks. Retail Brew compared the figure to Costco's foot traffic, which has stood behind its DEI policies, noting the retailer's foot traffic has grown for 13 straight weeks.

Why Is The Fcc Targeting Disney And Other Companies?

FCC Chair Brendan Carr said last week he would investigate Disney and ABC over their DEI programs, telling company CEO Bob Iger in a letter he would investigate whether the company is "violating FCC equal employment opportunity regulations by promoting invidious forms of DEI discrimination." Carr threatened in an interview earlier this week ABC could lose its broadcast license if the FCC finds the company was "engaged in race- and gender-based discrimination." T-Mobile also reportedly pared back DEI language on its website, Fierce Network reported, ahead of closing a deal with fiber provider Lumos. T-Mobile executive vice president Mark Nelson had sent a letter to the FCC last week stating the company is "conducting a comprehensive review of its DEI policies, programs, and activities." Carr has also opened DEI probes at other companies, including Comcast and Verizon.

Contra

Some companies, including Costco and Apple, have not backed down from their DEI policies. Costco's shareholders overwhelmingly voted to reject a proposal that would have obligated the company to review the potential risks of maintaining its DEI initiatives, with more than 98% of shareholders voting against the proposal. The board said it "believes that our commitment to an enterprise rooted in respect and inclusion is appropriate and necessary." Apple's board similarly urged shareholders to reject a proposal raised by the same think tank, accusing the group of "inappropriately" attempting to "restrict Apple's ability to manage its own ordinary business operations"-prompting Trump to slam Apple and call DEI a "hoax" on Truth Social. Delta Airlines also said it remains committed to DEI on a Jan. 10 earnings call. Peter Carter, the company's executive vice president for external affairs, told a reporter the company is not reevaluating DEI or sustainability policies because "they are actually critical to our business," stating DEI is "about talent and that's been our focus." Cisco CEO Chuck Robbins told Axios "a diverse workforce is better" because "there's too much business value." Deutsche Bank CEO Christian Sewing said at a press conference the company stands "firmly behind" its "integral" DEI programs, stating the company can "see how Deutsche Bank has benefited from it." NFL Commissioner Roger Goodell said at a press conference ahead of Super Bowl LIX the NFL-which requires teams to interview at least two minority candidates for vacant head coach, general manager and coordinator positions as part of its broader commitment to diversity-will continue its diversity efforts "because we've not only convinced ourselves, I think we've proven ... that it does make the NFL better." Coca-Cola warned in an annual filing that abandoning DEI could hurt business, stating its diverse employee base "helps drive a culture of inclusion, innovation and growth," and if the company's employees don't reflect the "broad range of consumers and markets we serve around the world, our business could be negatively affected."

How Are Trump's Department Of Justice And Pam Bondi Targeting Dei?

Shortly after being sworn in, Attorney General Pam Bondi issued a memo to Justice Department staff stating the department will "investigate, eliminate, and penalize illegal DEI and DEIA preferences" at private companies and universities that receive federal funds. She urged the department to enforce federal civil rights laws to push private companies to roll back DEI, and cited the Students for Fair Admissions v. Harvard Supreme Court case, which ended affirmative action, as cause for eliminating DEI at universities.

What Has Trump Said About Dei Programs?

In an executive order issued on the first day of his second term, President Donald Trump ordered the elimination of diversity, equity and inclusion programs within the federal government-but it has also threatens to punish some private entities, like public companies, non-profits and universities, that use them. In his executive order, Trump slammed the "infiltration" of the federal government with DEI programs, citing an executive order former President Joe Biden issued on his first day in office that directed federal agencies to address racial inequities. Trump's executive order directs federal government agencies to no longer consider diversity in hiring and revise employee training programs to gut DEI training. The order also demands the elimination of "environmental justice" offices and positions in federal agencies. During his inaugural address, Trump vowed he would "end the government policy of trying to socially engineer race and gender into every aspect of public and private life," stating he would "forge a society that is colorblind and merit-based." Trump also signed an executive order eliminating DEI offices and policies within the military, Department of Defense and Department of Homeland Security, which he considered to be "race-based and sex-based discrimination," and in a separate executive order, effectively reinstated his 2017 ban on transgender troops, banning "identification-based pronoun usage" and prohibiting troops assigned male at birth from using women's bathing or sleeping facilities.

What Did Ceos-and Trump-say About Dei At Davos?

Several business leaders addressed diversity, equity and inclusion at the World Economic Forum in Davos, Switzerland, while Trump railed against it in his speech. In his address, Trump said his administration is moving to "abolish all discriminatory diversity, equity, and inclusion nonsense" in both the government and the private sector, and said the United States will become a "merit-based country." But some CEOs who attended the forum this week defended the practice, CNBC reported, including JPMorgan Chase CEO Jamie Dimon, who said his company will "continue to reach out to the Black community and Hispanic community, LGBT community, and the veteran community."

What Is The National Center For Public Policy Research?

A conservative think tank, the group pushes shareholder resolutions at many companies that would roll back corporate DEI and environmental regulations. The group launched its Free Enterprise Project in 2007 to combat what it calls the "woke takeover of American corporate life" through these proposals. Apple previously rebuffed the National Center for Public Policy Research in 2014, when shareholders rejected a resolution that would have forced the company to disclose more about the cost effectiveness of its investments to combat climate change. Apple CEO Tim Cook reportedly became visibly angry at the company's annual meeting when a NCPPR representative asked him questions, stating the company considers more than just profitability when it invests in environmental causes. "If you want me to do things only for [return on investment] reasons, you should get out of this stock," Cook said.

Why Are Dei Policies Under Attack?

Diversity, equity and inclusion policies-which can include employer-mandated diversity trainings, resource groups for underrepresented minorities and commitments to equity in hiring-swept corporate America after the 2020 police killing of George Floyd. But recently, these programs have faced legal and political challenges and a wave of backlash from conservative critics and free speech advocates, who consider DEI policies racist and " woke." Billionaires Bill Ackman and Elon Musk are among the anti-DEI crusade's most outspoken advocates. Ackman became DEI's fiercest crusader last year when he pushed for the eventual resignation of former Harvard University President Claudine Gay after her remarks to Congress about antisemitism on campus following the Oct. 7 attacks in Israel were widely criticized. Ackman, in an essay slamming DEI, claimed he had learned Gay was hired through a Harvard presidential search process that primarily considered candidates who met certain diversity criteria, though a Harvard spokesman said DEI officers had no hiring authority. Many Republican-controlled state legislatures took action against DEI in 2024, with several states, including Alabama, Iowa and Utah banning DEI at public colleges and universities. The wave of conservative backlash against companies deemed "woke" picked up significant steam in 2023 when Bud Light became the target of a conservative boycott after it briefly collaborated with transgender influencer Dylan Mulvaney for a marketing promotion. The boycott tanked the beer brand's sales and unleashed a wave of smaller copycat boycotts against companies who engaged in marketing outreach to the LGBTQ communities or voiced commitments to DEI.

Who Is Robby Starbuck?

Robby Starbuck, a former music video director, has led the charge on social media against companies that are committed to DEI policies and has orchestrated public pressure campaigns to get companies to abandon these commitments. Several of the companies that have abandoned DEI policies in recent months were targeted by Starbuck, who encouraged his followers to boycott companies including John Deere, Harley-Davidson and Lowe's. Starbuck has claimed credit for these policy changes, stating in a post on X in November he had threatened to expose the "wokeness" at Walmart, but claimed he had "productive conversations" with the company that influenced its decision to scale back its DEI efforts. Starbuck again claimed credit for McDonald's rolling back its DEI policies, posting on X that he had told the company he would publish a "story on woke policies there" three days before it announced its DEI policy changes.

Chief Critics

The Human Rights Campaign, whose Corporate Equality Index is a frequent casualty of the DEI policy rollbacks, criticized the anti-DEI crusade in its fall 2024 magazine as a "coordinated campaign led by the same actors who have been driving the wave of anti-LGBTQ+ legislative and legal attacks across the country." HRC called out Starbuck for "misrepresenting" the Equality Index as a "coercive tool forcing businesses to adopt 'woke' policies," instead clarifying it is a "voluntary, widely respected benchmark for LGBTQ+ workplace inclusion." Mark Cuban has frequently defended DEI, stating in April he believes "DEI is a positive because I see its impact on bottom lines," citing the hundreds of companies he invests in.

Key Background

Some companies slashing their DEI programs have cited the Supreme Court's June 2023 decision, Students for Fair Admissions v. Harvard, which ruled race-based affirmative action programs in college admissions violate the equal protection clause of the Fourteenth Amendment.

Further Reading

Costco is pushing back - hard - against the anti-DEI movement (CNN)

What is DEI and why is it dividing America? (CNN)

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IBM Reportedly Walks Back Diversity Policies, Citing 'Inherent Tensions': Here Are All The Companies Rolling Back DEI Programs

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Following Trump's lead, organizations including Walmart, Lowe's and Meta have announced they would scale back their commitments to diversity, equity and inclusion programs.

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15/3/25 Rollback on diversity policies ‘risks undoing decades of progress’, says Co-op

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15/3/25 Rollback on diversity policies ‘risks undoing decades of progress’, says Co-op

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A rollback of diversity initiatives in the UK risks undoing decades of progress, the CEO of the Co-op group has warned, as US multinationals scale back commitments.

Companies including Amazon, Disney, Google and Meta have begun abandoning diversity, equity and inclusion (DEI) policies in the US as the president, Donald Trump, reverses government anti-discrimination measures.

This month in the UK, BT reportedly cut DEI initiatives from its bonus scheme for middle managers, while saying it remained "committed" to diversity principles.

The Manchester-headquartered Co-op, which employs nearly 60,000 people in the UK, is the UK's first big retailer with a female CEO, CFO and chair.

The group's CEO, Shirine Khoury-Haq, said DEI was true to Co-op's founding principles and that it would continue to champion fairness having seen the benefits.

She said: "Rolling back on DEI isn't just an internal business decision, it has real-world consequences. It deepens inequality, weakens trust, and risks undoing decades of progress.

"It is no coincidence that the drive to reverse inclusion efforts is often led by those who already hold advantage - those who benefit from an unlevel playing field. The reality is that at some point, every one of us will find ourselves in a minority - whether due to mental health, age, disability, or other circumstances."

Amid concerns for DEI in the UK, the equalities minister, Seema Malhotra, said the government had an "absolute commitment" to tackling racial inequality and diversity and inclusion.

Meanwhile, leading industry figures defended the benefits of DEI and outlined their fears.

Khoury-Haq said she was "saddened" at some businesses scaling back diversity policies, adding: "The speed at which some are doing it makes you wonder if they ever truly meant it."

Malhotra said a consultation would be launched later this year on the Equality (Race and Disability) bill, which would compel large employers to report on ethnicity and disability pay gaps.

"Your race should never be a barrier to your progress," Malhotra said. "This is not just about fair access to opportunity, but ensuring how we grow our economy."

The consultants McKinsey previously found that companies in the top quarter for gender diversity on executive teams were 25% more likely to have above-average profitability compared with those in the fourth quartile, and its research showed the "strong business case for both gender diversity and ethnic and cultural diversity in corporate leadership".

Helena Morrissey, a former City fund manager and a long-time campaigner for boardroom representation for women, said: "I can't believe that anyone in their right mind would say they want less diverse talent."

Morrissey, who chairs the Diversity Project, a cross-company investment and savings industry initiative, said they had received calls from employees concerned by unfolding developments, and she was worried companies might think "it's all over, there's no point in us trying any more".

Paul Sesay, an industry expert and the founder of the National Diversity Awards, said rather than drop DEI, some UK businesses might merge it with environmental, social and governance (ESG) principles, which emphasise ethical behaviour, to avoid backlash.

He said there was an understanding in UK business that there was further to go, and while "middle management" across sectors had seen "significantly more progress" since 2020, change was a "lot slower" when it came to chief officers and that when black professionals "do reach the top, they have to prove themselves so much more".

Nearly all the UK's 100 largest listed companies now have at least one minority ethnic director on their boards, according to the most recent progress update from the government-backed Parker review, which revealed a number still don't.

In addition, women occupied more than two in five seats on the boards of the UK's largest listed companies in 2023, according to the government-backed annual FTSE women leaders review, which also found there were "too few" top female executives.

Pavita Cooper, the UK chair of the 30% Club which campaigns globally for gender equality in corporate leadership, said: "If I thought we had a completely meritocratic system then I would be less worried.

"It's about making sure everyone gets that same chance, rather than a small group of elite people getting to the top of British institutions, whether that's the arts or business."

Shabna Begum, the CEO of the race equality thinktank Runnymede Trust, criticised the previous Conservative government for framing diversity as "woke" red tape.

She said: "There's strong evidence DEI policies, implemented thoughtfully, actually improve productivity, performance and financial returns. This attack on DEI is a highly ideological act of self sabotage."

Co-op group initiatives include video interviews to prevent bias, replacing CV requirements for operational roles with assessments, an "opt-out" workplace savings scheme, and development programmes for female and black, Asian and minority ethnic representation in leadership.

Co-op's head of social mobility, inclusion and belonging, Zahoor Ahmad, said Trump had encouraged the false idea diversity is "discriminatory, not based on merit".

He said: "There's a plane crash and [Trump] says DEI is to blame. The message is that we didn't have qualified people doing that job, that the default setting, the white male, is the qualified person - and that's fundamentally untrue."

Khoury-Haq said: "We should not be fooled into weakening our own prospects by dismantling the progress that has been made" when "the cost of living crisis has hit millions hard, and socioeconomic disadvantage is rife", adding: "Now, more than ever, businesses have a responsibility to stand together to ensure every child and adult has the opportunity to reach their full potential."

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Rollback on diversity policies 'risks undoing decades of progress', says Co-op

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As Donald Trump reverses discrimination initiatives in the US, Co-op says it is holding firm on DEI having seen the benefits

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3/3/25 Shocking number of LGBTQ+ people not out at work, new stats show

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3/3/25 Shocking number of LGBTQ+ people not out at work, new stats show

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PinkNews | Latest lesbian, gay, bi and trans news | LGBTQ+ news

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Shocking number of LGBTQ+ people not out at work, stats show

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A high proportion of LGBTQ+ people in the UK are still in the closet at work for “fear of discrimination”, a new report has found.

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Facts and figures on LGBTQ+ issues from Stonewall research and other sources.

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28/1/25 Keeping Children Safe in Education 2024 updates

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28/1/25 Keeping Children Safe in Education 2024 updates

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KCSIE 2024: Safeguarding LGBT students | Diverse Educators

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Keeping Children Safe in Education (KCSIE) has significantly changed the guidance for safeguarding LGBT+ students.

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10/12/24 How far should we be ourselves at work?

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10/12/24 How far should we be ourselves at work?

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Diversity and Inclusion Leaders - Accelerating workplace inclusion

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How far should we be ourselves at work?
By Jo Faragher on 30 October 2022
Last month, Virgin Atlantic updated its gender identity policy to allow cabin crew and other plane staff to choose the uniform that best represented them. The move, it said, was part of its 'Be Yourself' agenda, a drive to encourage employees to bring their whole selves to work. The airline is one of an increasing number of companies shouting about their inclusivity credentials this way - that 'bringing your whole self to work' is part of their culture and what inspires people to progress there and stay.

But what does this actually mean? "A diverse workplace is a place where challenge and change happen, if everyone thinks and acts the same, progress will be slower," says Salma Shah, a coach and author of Diversity, Inclusion and Belonging in Coaching: A Practical Guide. "We must value and acknowledge the strengths of individuality of the talent and the potential this can bring, and in turn empower them to bring their whole selves to work." People who feel unable to be themselves at work may feel they have to 'code-switch', she explains, or mask parts of their personalities in order to get on.

"When we bring our whole selves to work, we can be present both physically, and mentally. It allows us to be more adaptable, and individual performance is likely to rise," adds Sathya Smith, CEO and founder of management enablement platform Piper. "We feel more comfortable with ourselves and co-workers, ultimately leading to increasingly open discussions and room for creative and innovative thinking." Encouraging greater sense of self at work can also improve wellbeing, reducing the risk of burnout and helping workers to feel at ease, she says.

Consultancy Be Yourself at Work (BY@W) ran a survey on how this impacts people's confidence and sense of belonging during 2020 and 2021. It found that just 16% of respondents felt they could bring their real selves to work, while 55% constantly worried about what people thought of them. Liz Villani, BY@W founder, argues that "work should be a way to experience who you are rather than just something you do". Sometimes people are burdened with expectations of parents, for example, or have worked in previous jobs where they were expected to behave a certain way. "That expectation of conformity is still strong, but organisations need to think about how they educate people to see the unique contribution they make," she says. "The greatest teams are all different because they plug each other's gaps."

But while the inclusion benefits of allowing people to feel comfortable being themselves at work are clear, are there also some potential pitfalls? Amy Foster, chief talent officer at data consultancy Rockborne, believes it's become a trend for companies to talk about bringing one's whole self to work and being authentic, when in fact they are two different things. "If you brought your whole self to work 24/7 you'd burn out, no one can be 100% of themselves all the time and some of your 100% won't be suitable for the workplace," she says. "Being authentic, however, is far easier to achieve, as long as your workplace values the diversity you bring and are inclusive. Companies often ask employees to be authentic but then reprimand them for being themselves, whether that's through their choice of outfit, using regional dialect or asking for greater flexibility."

Mike Thackray, principal consultant at OE Cam and an occupational psychologist, agrees: "There comes a point where it can become counter-productive," he says. "As soon as you have one person who has the right to be something, how does that impact on others' rights to be themselves, and the wider organisation? If your authentic self is bringing a beer to a meeting, when does the organisation turn round and say 'not that kind of authenticity'?" Bringing your whole self to work may also entail opening up aspects of your personal life - and there may be instances where colleagues find this uncomfortable, he adds. "It places a lot of emphasis on middle managers to make calls or decisions, and to be the judge of what is acceptable. It could put more pressure on them to have difficult conversations," he says.

So how can organisations embrace the positives of bringing one's self to work without the potential chaos? Thackray advocates "constructive authenticity", where an individual feels enough connection with the organisation's values but within that can also be who they are. "That could mean tempering your natural instincts enough to fit in with what an organisation needs," he says. He adds that it is often easier for larger organisations to embrace the concept of authenticity and whole self because roles can be crafted and shaped - in smaller organisations this might be less possible as it's a case of all hands-on deck. Villani also suggests placing values at the centre of the discussion about authenticity at work. "We can acknowledge that we're different, talk about our differences and embrace them and still do things that fit in with the values of the organisation," she adds.

Not putting pressure on people helps, says Ann Lowe, head of community at Indian ingredients company Spice Kitchen. "It's nice to be able to nurture your professional self in a place where all are welcome, but we need to make space for that, otherwise it's just another layer of rigidity," she says. "Maybe I thrive in an environment where I can be totally myself, but that doesn't mean it's right for everyone." Sometimes simply knowing you can be vulnerable or share something is enough to feel a sense of belonging, she adds. "We had an employee who was struggling with an anxiety issue. But they felt comfortable sharing with us, we sat together and moved through it and gave them easier tasks. If we'd brushed it under the carpet, it might have compounded the situation."

Employers also need to be clear about what they mean by the phrase "bringing your whole self to work", insists Angela Matthews, head of policy and research at the Business Disability Forum. "Ever increasing diversity in workforces brings edifying differences that add strengths to businesses. However, it does also bring complications, she says. "When speaking to employers, we sometimes pick up that what people mean by this is they want people 'who we like' or who we 'agree with' or, in one person's words, "the people who are 'good for' our inclusion agenda". However, what does bringing a 'whole self' to work mean when, for example, someone's philosophical or political views about the inclusion of disabled people or gender identities (for example) are in opposition of the organisation's inclusion and equality values?"

This is especially important in the context of disability, she adds: "Some employees with disabilities tell us that they actually don't want to focus on (for example) their pain, their depression, or what they find difficult about their life during work. They often just want to do their job and enjoy work without the 'pressure' of feeling that, just because they have a disability, they have to bring their 'whole self' or they have to 'be more open' about their experiences in the workplace."

Ultimately, encouraging employees to embrace their true selves at work must be done within a culture where there is already openness and honesty - otherwise it's an empty promise that could end up having the reverse effect.

View more d&i Leaders articles

d&i Leaders is a global community of senior diversity, inclusion and HR focused professionals, looking to collaborate, network and accelerate their workplace inclusion strategy.

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How far should we be ourselves at work? - Diversity and Inclusion Leaders - Accelerating workplace inclusion

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Independent news, reports and events for senior diversity, inclusion, HR, talent and recruitment professionals.

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10/12/24 How employers can support trans employees with healthcare

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10/12/24 How employers can support trans employees with healthcare

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Diversity and Inclusion Leaders – Accelerating workplace inclusion

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How employers can support trans employees with healthcare - Diversity and Inclusion Leaders – Accelerating workplace inclusion

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Independent news, reports and events for senior diversity, inclusion, HR, talent and recruitment professionals.

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10/12/24 London's 'first dedicated LGBTQ+ cinema' approved

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10/12/24 London's 'first dedicated LGBTQ+ cinema' approved

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Robert FirthLocal Democracy Reporting Service

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The Arzner: London’s first dedicated LGBTQ+ cinema approved

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The cinema will be named after a lesbian filmmaker who was the first woman to direct a Hollywood talkie.

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Jacqueline Wilson: ‘Delighted to be viewed as a gay icon’ after coming out

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The author’s new book Think Again is the sequel to the Girls series and her first adult novel.

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During pride month, we want to share our existing resources to support homelessness services in providing inclusive services, and tailored support to the LGBTQI+ community.

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LGBTQ+ rights | World news | The Guardian

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James Johnson is 'pretty confident' Fifa will let players wear armbands about LGBTQ+ and First Nation rights at the Women's World Cup in Australia and New Zealand

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Purpose Alturi is an influential human storytelling project that offers a unique and inspiring window into the lives of LGBTI people worldwide. Sponsored by the Caravanserai Project, Alturi's purpo...

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Just Like Us is the LGBT+ young people’s charity

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Just Like Us is the LGBT+ young people’s charity

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Growing up LGBT+ is still unacceptably tough. Founded in 2016, we work with schools and young people across the UK to change this.

School Diversity Week is our annual, UK-wide celebration of LGBT+ equality in primary schools, secondary schools and colleges

Our free LGBT+ inclusive educational resources help make schools safer, happier and more welcoming places for all young people

We run school talks, a student-led Pride Groups programme, and our Ambassador Programme trains LGBT+ 18 to 25 year olds to speak in schools about allyship

Get in touch

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Who we are: Just Like Us is the LGBT+ young people's charity - learn more about our work, team and programmes.

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Dominica's High Court has overturned a ban on consensual same-sex relations in the Caribbean island nation.

The court ruled parts of the law that criminalised same-sex activity went against the country's constitution.

A gay man living in Dominica who brought the case said the law violated his constitutional rights.

LGBTQ activists welcomed the decision, hailing it as "a significant milestone in the ongoing struggle for LGBTQ rights in the Caribbean".

The court ruled that sections 14 and 16 of the Sexual Offences Act, which criminalised consensual same-sex activity between adults, were unconstitutional.

Writing in the ruling, Justice Kimberly Cenac-Phulgence said the court found they breached the right to liberty, freedom of expression and protection of personal privacy, as enshrined in the country's constitution.

The anonymous claimant, an openly gay man, stated that the laws had condemned him "to live in constant fear of criminal sanction for engaging in consensual sexual activity" and further argued that these laws incited "hateful and violent conduct towards him and other LGBT persons" which he said prevented him "from living and expressing himself freely and in dignity".

Reacting to the ruling, Daryl Phillip, founder of the charity Minority Rights Dominica (MiRiDom), said: "This ruling sets Dominica on a promising path toward restoring people's dignity and safeguarding LGBTQ people's rights to privacy, health, and freedom from torture and ill-treatment, aligning with international human rights obligations."

He added, however, that the ruling did not mean "that homophobia is going to stop tomorrow". "It's a process," Mr Phillip said.

Outright International, a human rights LGBTQ NGO, said: "Decriminalisation helps create an environment where LGBTQ individuals can live openly without fear of persecution, enabling them to access health care, education, and employment without facing discrimination."

"The repeal of these discriminatory laws is a testament to the tireless efforts of activists, advocates, and allies who have long fought for justice and equality. It is a victory for human rights and a significant milestone in the ongoing struggle for LGBTQ rights in the Caribbean," Outright executive director Maria Sjödin said.

Laws criminalising sexual activity between people of the same sex in English-speaking Caribbean nations were first imposed by the British under their rule in the 1800s, according to a report by Outright.

In recent years, a number of Anglophone Caribbean nations have repealed such laws, including Antigua and Barbuda, Barbados, Belize, Saint Kitts and Nevis, and Trinidad and Tobago. A case is also pending in St Lucia.

Caribbean nations where same-sex relations are still criminalised include Guyana, Grenada, Jamaica, and St Vincent and the Grenadines.

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Dominica High Court overturns ban on same-sex relations

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Activists welcomed the ruling as a "significant milestone" for LGBTQ rights in the Caribbean.

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Thinking differently about neurodiversity

Autism, ADHD, Dyslexia, Dyscalculia - most of us have heard of these neurodiverse conditions. But even if you do not have a diagnosed condition, you are still neurodiverse in some way - no two human minds are the same.

In this episode, we hear from Dr Louise Karwowski, Director of Education at Cognassist, and Paul Eeles, Chief Executive at the Skills and Education Group.

Louise says that individuals should take neurodiversity assessments to unearth their 'hidden needs' so that they have the best chance of succeeding. Paul then shares how taking an assessment has helped him understand himself better and work more effectively.

Join us to increase your understanding of neurodiversity, how it affects us all, and why it should be celebrated.

About Dr Louise Karwowski
Louise is Co-Director of the Creative Arts Mental Health Alliance CIC and is passionate about breaking down barriers to learning. For 14 years, she worked with disabled higher education students through the DSA funding. She saw first-hand that with the correct understanding and support, disabled learners can have an equal chance of success as their peers. Louise has been at Cognassist since day one, she now supports various teams and leads vital research and development.
About Paul Eeles:
Paul has over 35 years' experience in the post-16 skills sector, including seven years as a lecturer and 13 years managing work-based learning with colleges and independent providers. For the past two decades, he has been on the senior teams of all of the key membership bodies across the further education and skills sector, representing apprenticeship providers and colleges. More recently, along with being the Chief Executive of Skills and Education Group, he has been on the Board of and Chaired the Federation of Awarding Bodies (FAB) representing awarding organisations across the UK. Paul is also a member of the Boards of the British Institute of Innkeeping (BII), the Helena Kennedy Foundation and safeguarding charity, thirtyone:eight. Paul is also a member of WorldSkills UK's Equity, Diversity and Inclusion Advisory Group.
Resources:

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Thinking differently about neurodiversity : Skills and Education Group

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Moving forward together. Skills and education for all.

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At a time when the media is so focused on transgender lives - often in a negative way - it's important to listen to transgender voices.
Jake and Hannah Graf are the UK's most prominent transgender couple and are proud champions of the LGBT community. This is a chance to hear about their personal journeys and their perspectives on a range of issues affecting trans people.

In this thought-provoking conversation, Jake and Hannah cover transitioning, familial support, toxic media narratives, and how educational institutions can support transgender learners.

Whether you're a parent, a teacher, or you simply want to know more about what life is like for transgender individuals, this is essential listening.
About Jake and Hannah Graf:
Jake and Hannah Graf are an inspirational transgender couple who have lived their lives in the spotlight to raise awareness of trans issues. Named as the Most Influential LGBTQ Couple on The Independent's 2018 Pride Power list, the pair are often referred to as the UK's 'Transgender Power Couple'.

Highly successful in their own rights, Jake and Hannah first met back in 2015. Jake is widely known as an award-winning actor, director and writer - having appeared in famed titles such as The Danish Girl and Collette. He is also famed for the viral hit Headspace and has impressed with film festival productions such as Brace, Dusk and Chance. Hannah was deployed as an Officer in the British Army, serving across Afghanistan, Canada and Kenya as an Officer of the Royal Electrical and Mechanical Engineers. After coming out as transgender in 2013, Hannah became one of the highest-ranked transgender officers in the Army and was also named as the Transgender Representative of the Army. She was awarded an MBE in 2018 for services to the LGBTQ community in the military.

Married in 2018, the couple are parents to daughters Millie and Teddy and are role models to other transgender and LGBT couples with the dream of starting a family. The pair have avidly supported charity work, acting as Patrons of the Mermaid charity. Jake is also a Patron of The Albert Kennedy Trust and the Ditch the Label anti-bullying project and Hannah is an Ambassador for LGBT Sport Cymru. The pair have also acted as judges for awards, with Hannah a judge of the British LGBT Awards and Jake an Ambassador and judge of The National Diversity Awards, Rainbow Honours and the European Diversity Awards.
Resources:

Visit Jake and Hannah's website.

Download the transcript for this episode here.

Learn more about the Mermaid's Charity here.

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Transgender voices: listen and learn : Skills and Education Group

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At a time when the media is so focused on transgender lives - often in a negative way - it's important to listen to transgender voices. Jake and Hannah Graf are the UK's most prominent transgender couple and are proud champions of the LGBT community.

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Fahad Saeed: The importance of using inclusive language | TED Talk

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In this passionate talk, diversity trainer and activist Fahad Saeed addresses the persistent myth that inclusive language and acronyms create more barriers than they tear down. Sharing his own experiences as a gay Muslim man born to immigrant parents, he explains how redefining the constructs around personal identity can have positive repercussions in marginalized communities and beyond.

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Keegan Thoranin: A simple way to be an LGBTQ+ ally

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Have you ever considered active listening as a starting point to being an LGBTQ+ ally? In his TEDxLFHS talk, Keegan Thoranin discusses his experiences as a trans student, and he makes the case for everyone to develop active listening to better connect with and respect diverse individuals in our lives.

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Wendy Knight Agard: From the Inside Out: Diversity, Inclusion & Belonging

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The issue of inclusion and diversity is on the minds of leaders everywhere. As we work toward understanding how to create and maintain truly inclusive cultures, comprised of diverse groups of people, the focus has been on what we can do for others.

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LGBT Foundation – A national charity with LGBTQ+ health and wellbeing at the heart of everything we do.

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A national charity with LGBTQ+ health and wellbeing at the heart of everything we do.

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Mental health problems such as depression or self-harm can affect any of us, but they're more common among people who are lesbian, gay, bisexual and trans (LGBTQ+).
This may be linked to LGBTQ+ people's experience of discrimination, homophobia or transphobia, bullying, social isolation, or rejection because of their sexuality.

Other things, such as their age, religion, where they live, and their ethnicity can add extra complications to an already difficult situation.

How talking therapy can help

It might not be easy, but getting help with issues you're struggling to deal with on your own is one of the most important things you can do.

Talking with a therapist who's trained to work with LGBTQ+ people may help with issues such as:

difficulty accepting your sexual orientation

coping with other people's reactions to your sexuality

feeling your body does not reflect your true gender (gender dysphoria)

transitioning

low self-esteem

suicidal thoughts

depression

coping with bullying and discrimination

anger, isolation or rejection from family, friends or your community

fear of violence

Read about different types of talking therapy and how they can help.

When to get help

Do not suffer in silence. You should get help as soon as you feel you need it. It's never too late to get help, no matter how big or small your problems might seem.

You could benefit from getting help if you:

feel tired, lack energy or have problems sleeping

feel anxious, agitate, irritable, low or depressed

shut yourself away from people

no longer want to do things you used to enjoy

use alcohol or drugs to help you cope with your feelings

harm yourself or have thoughts about self-harming

think about suicide

If you're struggling to cope right now, contact Samaritans:

Samaritans offers a safe place for you to talk about whatever's on your mind, at any time.

Find out more about where to get urgent help for mental health.

Where to get help

Speak to a GP

Consider talking to a GP. They'll know what help is available locally and can help you decide which treatment is best for you.

When discussing your situation, try to be as honest as possible with the GP so they can suggest the best type of support for you.

Support organisations

These organisations offer mental health advice, support and services for LGBTQ+ people.

Gendered Intelligence
The organisation runs youth groups in London and Leeds for trans, non-binary and questioning young people. It also runs a peer-led support group in London for people aged 18 to 30.

Consortium
This membership organisation works to support LGBTQ+ organisations and projects around the country. Use the site's Member's Directory to find local mental health services.

LGBT Foundation
The LGBT Foundation offers information, advice, and support services, including a Talking Therapies Programme to LGBT people.

London Friend
London Friend offers support groups and services, such as counselling and drug and alcohol support, to LGBTQ+ people in and around London.

Mind
Get information about mental health support for people who are lesbian, gay, bisexual, trans, intersex, non-binary, queer or questioning (LGBTQIA+).

Pink Therapy
Pink Therapy has an online directory of therapists who work with people who are lesbian, gay, bisexual, transgender, intersex and queer or questioning (LGBTQIA+), and people who are gender- and sex-diverse (GSD).

Switchboard LGBT+ Helpline
Switchboard provides a listening service for LGBT+ people over the phone, via email and online chat. It can provide you with contact details of an LGBT-friendly therapist.

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Help for mental health problems if you're LGBTQ+

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Find out where to get support if you're an LGBTQ+ person with mental health problems such as depression or anxiety.

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Gender, Sexuality, Identity & Mental Health Same storm, different boat stem4 believe in inclusivity as one of its core values. As such, we recognise that we cannot have positive mental health for all young people, without positive mental health for LGBTQ+ young people.

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My Experience of an Eating Disorder as a Trans Man

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Charlie, 20, shares his experience of gender dysphoria, body image and finding support for his eating disorder as a trans man.

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Maya Forstater, the woman who successfully appealed that her gender-critical views were protected as a philosophical belief last summer, has won her claim for direct discrimination and victimisation at the employment tribunal.
Last Summer Forstater, who counts JK Rowling as a supporter in her belief that biological sex is immutable and not to be conflated with gender identity, won her case at the Employment Appeal Tribunal. It found that Forstater was entitled to express those views as they constituted a philosophical belief under the Equality Act.

The judgment in Forstater v CGD Europe and others, published today, unanimously found that Forstater's complaint of direct belief discrimination was well founded in respect of the respondents' decision not to offer her an employment contract, and their failure not to renew her visiting fellowship.

The tribunal panel also upheld the claimant's claim of victimisation in relation to removing Forstater's profile from the Center for Global Development's website.

Forstater, who is now executive director of campaign group Sex Matters, said today: "My case matters for everyone who believes in the importance of truth and free speech. We are all free to believe whatever we wish. What we are not free to do is compel others to believe the same thing, to silence those who disagree with us or to force others to deny reality.

"Human beings cannot change sex. It is not hateful to say that; in fact it is important in order to treat everyone fairly and safely. It shouldn't take courage to say this, and no one should lose their job for doing so."

"I am pleased that the tribunal has allowed me to put on record what happened to me at the Center for Global Development. The tribunal has found that I was a victim of discrimination because I stated that biological sex is real and important, a view shared by the vast majority of people in this country. I hope employers will take note of the judgment."

Forstater v CGD: original 2019 tribunal judgment

Forstater is a writer, researcher and adviser on sustainable development. She held a contract as a visiting fellow with CGD Europe, a subsidiary of the Center for Global Development, a think tank that works to reduce global poverty.

In 2018, following the launch of a government consultation on amendments to the Gender Recognition Act, Forstater expressed views relating to transgender issues on her personal Twitter account.

Tweets included: "I don't think people should be compelled to play along with literal delusions like 'trans-women are women'", and "radically expanding the legal definition of 'women' so that it can include both males and females makes it a meaningless concept, and will undermine women's rights and protection for vulnerable women and girls".

Staff at CGD complained that the tweets were "transphobic" and made them feel uncomfortable. An investigation into Forstater's conduct followed and she was no longer offered consultancy work, nor was her visiting fellowship contract renewed.

She lodged a claim with the employment tribunal, stating that her views were worthy of protection under section 10 of the Equality Act, which covers philosophical belief. She told the tribunal that she believes that there are only two sexes in human beings, and that it is impossible for a person to change sex.

However in the original 2019 employment tribunal hearing, Judge Tayler dismissed her claim, stating that her views were "absolutist" and "not worthy of respect in a democratic society".

Forstater v CGD: 2021 appeal hearing

Last summer, the EAT ruled that the tribunal had applied the law erroneously and should have ruled that her views on gender constituted a philosophical belief.

The appeal judge, Justice Choudhury, found that the tribunal had strayed into an evaluation of the claimant's belief, which was irrelevant in determining whether her belief qualified for protection under the Equality Act. The tribunal could be said to have failed to remain neutral, the judgment said.

Employers can set social media policies and provide guidance to employees on what is appropriate communication, but in doing so they must treat different beliefs consistently" - Monica Kurnatowska, Baker McKenzie

The EAT found that case law dictates that a philosophical belief would only fail to be protected if it was akin to Nazism or totalitarianism. Forstater's belief "does not get anywhere near to approaching" this kind of belief, it said.

The judgment continued: "The claimant's belief might well be considered offensive and abhorrent to some, but the accepted evidence before the tribunal was that she believed that it is not 'incompatible to recognise that human beings cannot change sex whilst also protecting the human rights of people who identify as transgender'... That is not, on any view, a statement of a belief that seeks to destroy the rights of trans persons."

Forstater v CGD: 2022 tribunal judgment

A different employment judge to the 2019 hearing, Judge Andrew Glennie, found that the respondents directly discriminated against Forstater because of her beliefs, by not offering her an employment contract, not renewing her visiting fellowship; and by removing her from their website.

Among the findings in the judgment are that Forstater's tweets and comments, which formed the basis of CGD's treatment of her, were statements of her protected gender-critical beliefs. The negative consequences which flowed from them were therefore unlawfully discriminatory.

The statements that Forstater made in this regard included:

That a man's internal feeling that he is a woman has no basis in material reality;

Describing a male who identified as a woman for part of the week, as a "part-time cross dresser"; and

Drawing an analogy between self-identifying transwomen and Rachel Dolezal, the US woman who presents as black despite having white parents.

The tribunal also recognised that Forstater had been entitled to criticise those holding an opposite view to her, and had done so legitimately. It found that the mere fact that offence may be taken to a particular statement was not sufficient to render it incapable of legal protection.

Human beings cannot change sex. It is not hateful to say that; in fact it is important in order to treat everyone fairly and safely" - Maya Forstater

This included describing opposing views as "stupid, dangerous or unfair" and the statement that allowing male-bodied individuals access to women-only spaces gave rise to "an increase in risks, threats and discomfort" to women.

Judge Glennie, dismissed alternative complaints of direct belief discrimination and victimisation, as well as complaints of harassment and indirect discrimination in relation to sex and belief.

He added that remedies for the successful complaints would be determined at a future hearing.

Forstater v CGD: reaction

In reaction to today's judgment, Maya Forstater thanked her family and legal team, adding: "Above all I want to thank the thousands of women and men who sent me their support, and in particular JK Rowling for standing by me in the darkest of days. To hear that my case has helped other people to speak up against unfair and discriminatory practices at work makes the hardship of the last three years easier to bear. All those who are fighting similar battles - and there are many such people now - have my solidarity and support."

She continued: "CGD's unfair treatment of me, and prejudice against people who believe that sex is real, changed my life. If the organisation hadn't ended my employment, I would never have co-founded Sex Matters. I would never have had the opportunity to be part of the amazing movement in the UK to re-assert the importance of sex-based rights. We have had enough of being sidelined in language, law, policy and public spaces. This judgment is further evidence that the tide is turning."

Amanda Glassman, CGD's chief executive, said: "CGD's primary aim has always been to uphold our values and maintain a workplace and an environment that is welcoming, safe, and inclusive to all, including trans people. As we consider our next steps in this case, CGD remains focused on our mission: reducing global poverty and inequality through economic research that drives better policy and practice by the world's top decision makers."

JK Rowling, the author who some have called transphobic in part for her support of Forstater, tweeted: "Every woman who's been harassed, silenced, bullied or lost employment because of her gender critical beliefs is freer and safer today, thanks to the warrior that is @MForstater".

Every woman who's been harassed, silenced, bullied or lost employment because of her gender critical beliefs is freer and safer today, thanks to the warrior that is @MForstater. 🎉#SexMatters #IStandWithMaya https://t.co/xYV6eNo8WY

- J.K. Rowling (@jk_rowling) July 6, 2022

Legal reaction

Robin Moira White, barrister at Old Square Chambers and joint author of A Practical Guide to Transgender Law, told Personnel Today: "Controversial views will often be held by individuals in a free society but there remain significant restrictions on bringing them into a workplace where they would create an offensive environment for other workers or service users."

Richard Freedman, employment lawyer and partner at Stephenson Harwood, agreed: "This ruling reinforces the importance for employers of training their staff to respect each other's views and opinions, promoting diversity in the workplace, and ensuring these measures are reflected in their practices and policies.

"Employers should be clear, however, that while gender-critical views are considered a philosophical belief protected under discrimination law, it does not mean that people with such beliefs can misgender trans persons. Employers need to provide a safe environment free from harassment and discrimination for all employees, including both trans persons and those with gender critical beliefs."

Monica Kurnatowska, employment partner at Baker McKenzie, said: "'Forstater' is based upon many findings of fact, but it is clear she had not said or done anything that was transphobic or placed others at risk. In practice, difficult situations will continue to arise where one employee's beliefs conflict with the rights of another. There are many examples in previous cases of employers struggling to deal with these fairly.

"Some employers will take a more robust approach to issues than others, but whatever approach they take should be even-handed and sensitive to those who hold opposing views. For example, employers can set social media policies and provide guidance to employees on what is appropriate communication, but in doing so they must treat different beliefs consistently."

Sarah Taylor, senior knowledge lawyer at Stevens & Bolton, said: "Once it had been determined that her belief warranted protection, it was a small leap to find that she had been subjected to unlawful discrimination and suffered unlawful victimisation.

"Only a minority of the tribunal concluded that Ms Forstater had ever crossed the line into an objectively unreasonable expression of her belief, and even then they determined that her actions did not justify the detrimental action taken by CGD. The tribunal members even went so far as unanimously agreeing that, if Ms Forstater had expressed her belief in an objectively offensive way on a single occasion, that would not necessarily be sufficient to justify her treatment."

She added however that "if employees holding gender-critical beliefs (or other protected beliefs) are manifesting these views in a way to which objection could be justifiably taken or in an inappropriate manner, which may upset or incite other employees, employers may consider invoking disciplinary proceedings.

"Employers should review and update their policies to ensure that their stance on inclusivity and unacceptable employee behaviour is clear. Employers should also ensure that they have a well-publicised social media policy in place."

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Maya Forstater wins belief discrimination case over gender-critical views

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Maya Forstater, the woman who successfully appealed that her gender-critical views were protected as a philosophical belief last summer, has won her claim for direct discrimination and victimisation at the employment tribunal. Last Summer Forstater, who counts JK Rowling as a supporter in her belief that biological sex is immutable and not to be conflated with gender identity, won her case at the Employment Appeal Tribunal.

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LGBT+ History Month is a chance to shed new light on the history of lesbian, gay, bi and trans people in the UK.

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LGBT+ History Month is a chance to shed new light on the history of lesbian, gay, bi and trans people in the UK. This year, we'll be looking forward to Pride 50 - the anniversary of the first Pride event in the UK. As well as celebrating the many momentous achievements our movement has...

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At Stonewall, we stand for lesbian, gay, bi, trans, queer, questioning and ace (LGBTQ+) people everywhere. We imagine a world where all LGBTQ+ people are free to be ourselves and can live our lives to the full.

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Pronouns.org Resources on Personal Pronouns

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