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What's our view?

Every member of the profession has a role to play in creating and maintaining good workplaces, no matter their role or chosen sector, and regardless of whether they are an employer or an employee.

We've set out our vision for how a good veterinary workplace should look, highlighting the core principles and key resources every workplace should have. We've included 64 practical recommendations for employers, employees and the wider profession to follow, and 36 encouraging case studies to show how they could be achieved. Our comprehensive list of useful links also provides additional support for anyone working to make improve their workplace.

It is important to remember that every workplace is different, and workplaces do not necessarily need to fulfil every recommendation to be considered 'good'. However, all good workplaces should fulfil the following core values:

support and facilitate veterinary professionals in upholding their respective oaths;

develop, establish and track good physical and mental wellbeing and be supportive of the needs of all team members;

provide fair and equal pay and benefits for all team members, relevant to their respective roles;

be fair and equitable for all members of the team, with no tolerance of prejudice, discrimination, bullying or harassment;

have clear career pathways that are an attractive, accessible and attainable professional route for those positioned across all socio-economic demographics;

support, recognise and reward personal and professional development (both clinical and non-clinical) which is aligned with the business;

have appropriate recruitment processes and structures to support the retention of skilled team members, including regular mentoring and appraisal throughout their career;

have employers and employees who are aware of what is expected of them and share responsibility to fulfil those expectations; and

acknowledge the importance of a positive working culture, with the organisation's own culture and values being well understood.

We are calling on all members of the profession, across all sectors of veterinary work, to commit to our vision for a good veterinary workplace.

To help our members work through the position, we've developed the BVA good veterinary workplaces voluntary code. This comes in the form of a poster to display at work to show you've committed to be a good workplace. We've also produced a workbook, with space to write notes on what your workplaces does well, what can be improved, and your next steps for creating a good workplace.

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Every member of the profession has a role to play in creating and maintaining good workplaces, no matter their role or chosen sector, and regardless of whether they are an employer or an employee. We've set out our vision for how a good veterinary workplace should look, highlighting the core principles and key resources every workplace should have.

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We believe in and follow the social model understanding of disability and the cultural model of Deafness. Our use of the term ‘Disabled people’ reflects this, as does our description of Deaf and Disabled people and organisations.

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Chronic Illness and Disability Resources Padlet

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Chronic Illness and Disability Resources Padlet

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Veterinary Association for Neurodivergence (VAN)

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Veterinary Association for Neurodivergence (VAN)

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Facebook Group

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Author: Susie Munro

The language of the Equality Act 2010 around gender reassignment discrimination can now seem outdated and raises questions over exactly who the Act covers. XpertHR senior employment law editor Susie Munro looks at the extent of the protection provided to employees who identify as non-binary or gender fluid.

What does it mean to be non-binary or gender fluid?

People who are non-binary identify as being outside the gender binary - ie their gender identity is not exclusively male or female.

The experience of non-binary people is not uniform. Some non-binary people describe their gender identity as being somewhere between male and female, others as a gender other than male or female. Some people define themselves as gender fluid, meaning that their gender identity moves between two or more genders.

The wide range of differing identities raises potential issues around whether non-binary and gender fluid people are covered by the definitions under the "gender reassignment" provisions of the Equality Act 2010.

What does the Equality Act 2010 say?

The Equality Act 2010 protects people from discrimination on the ground of "gender reassignment". This covers someone who is "proposing to undergo, is undergoing or has undergone a process (or part of a process) for the purpose of reassigning the person's sex by changing physiological or other attributes of sex".

The Act refers to someone with this protected characteristic as "transsexual" - a word that is now often regarded as being outdated and not reflecting the experience of trans people.

The Act does not mention non-binary or other gender identities.

Do non-binary and gender fluid people fit within the Equality Act definition?

The Equality Act 2010 refers to the process of "reassigning the person's sex by changing physiological or other attributes of sex". Some non-binary people will take steps that would clearly be part of this process, but others may not. Some may identify as non-binary or gender fluid without feeling it is necessary to change their appearance or physiology.

The question was addressed by an employment tribunal in Taylor v Jaguar Land Rover Ltd. In that case, the tribunal held that a gender fluid employee was protected under the gender reassignment provisions of the Equality Act.

The tribunal looked at the intentions of Parliament in relation to the Act, and concluded that "it was very clear that Parliament intended gender reassignment to be a spectrum moving away from birth sex, and that a person could be at any point on that spectrum". The tribunal found that this definition could cover people identifying as non-binary or gender fluid, who are "on a journey which will not be the same in any two cases".

Is the law settled?

The decision in Taylor v Jaguar Land Rover Ltd was a first instance employment tribunal decision. This means that it is not binding on other tribunals and future cases could be decided differently. A decision on appeal to the Employment Appeal Tribunal, the Court of Appeal or Supreme Court would be binding on the courts and tribunals below it.

Taking into account that the terms non-binary and gender fluid cover a wide range of people with different experiences, it is likely that cases addressing this question will be fact specific. How the individual expresses and describes their own gender identity will be important in deciding whether the definition under the Act applies.

What approach should employers take?

In terms of avoiding legal liability for discrimination, employers should assume that non-binary and gender fluid employees are protected under the Equality Act 2010.

Aside from the issue of liability and avoiding legal penalties, creating an inclusive working environment in which non-binary employees feel welcome will enable the organisation to capitalise on the benefits of a diverse workforce.

Non-binary employees and gender pay gap reporting

The lack of recognition of non-binary identities in employment legislation also raises issues when it comes to gender pay gap reporting.

The relevant legislation requires employers to report their data on male and female employees but does not say how to account for employees who identify as non-binary.

Government guidance on gender pay gap reporting says that "in cases where the employee does not self-identify as either gender, an employer may omit the individual from the gender pay gap calculations".

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HR talking point: Are non-binary employees protected from discrimination at work?

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The language of the Equality Act 2010 around gender reassignment discrimination can now seem outdated and raises questions over exactly who the Act covers. XpertHR senior employment law editor Susie Munro looks at the extent of the protection provided to employees who identify as non-binary or gender fluid.

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www.affinityfutures.com

Equity, Diversity Inclusion and allyship training, consultancy and support designed by veterinary people for veterinary people

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www.shirepro.co.uk

Shire Professional Chartered Psychologists | Unconscious Bias, Innovative Psychometrics, Research Led Consultancy

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Diversity and Inclusion Certificate in Veterinary Medicine

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Diversity and Inclusion Certificate in Veterinary Medicine

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Diversity and Inclusion Certificate in Veterinary Medicine

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Purdue University College of Veterinary Medicine

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Diversity and Inclusion Certificate in Veterinary Medicine

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Our Diversity and Inclusion Certificate in Veterinary Medicine offers blend of engaging online modules and real-world application. You'll develop the skills and understanding needed to foster inclusivity within your institution.

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Conscious Inclusion - Moving On From Unconscious Bias

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Conscious Inclusion - Moving On From Unconscious Bias

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Conscious Inclusion - Moving On From Unconscious Bias

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Diversity and Inclusion Leaders - Accelerating workplace inclusion

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Conscious Inclusion - Moving On From Unconscious Bias - 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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Being Inclusive and Challenging Discrimination

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Being Inclusive and Challenging Discrimination

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In this animation we look at being inclusive and challenging discrimination.

Everyone has the right to dignity and respect, and to feel included. Our animation supports the professionals on our register to feel confident about challenging discrimination wherever they see it.

Did you find this video useful?

We want to know if this video resource was helpful to you. Let us know

Next video

In the next video, we'll talk about social media. Check back on 16 November.

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Being inclusive and challenging discrimination

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In this animation we look at being inclusive and challenging discrimination. Everyone has the right to dignity and respect, and to feel included. Our animation supports the professionals on our register to feel confident about challenging discrimination wherever they see it. We want to know if this video resource was helpful to you.

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Committing To Anti-Racism In The Veterinary Profession

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Committing To Anti-Racism In The Veterinary Profession

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Black lives matter.

As worldwide protests focus long-overdue attention on systemic racism in the wake of the murders of Ahmaud Arbery, Breonna Taylor, George Floyd, Tony McDade, and many other Black individuals, many of us are beginning to question our own thoughts and previous actions. The reality that people of color are often treated very differently by institutions and structures in place as well as by individuals is a new and profound realization for many. One sobering example comes from a study highlighted on Harvard Business School's Working Knowledge website. Black job candidates in the US were more likely to get an interview when they "whitened" their names: 25% of Black candidates received calls after submitting whitened resumes, while only 10% got callbacks when they left ethnic details on their applications. The veterinary profession, less racially diverse than many, is having particularly uncomfortable conversations. Many of us recognize this disparity isn't right and want to better understand what is happening and be part of the solution, but we aren't sure how to best move forward.

Educating ourselves is the first step. Understanding the myriad ways racism hurts not only people of color, but all of us, as well as our profession, is important and necessary to provide context and appreciation of the magnitude of the issue in order to help propel us to act. And we do need to act-it is not enough to be merely against racism. We need to be antiracist. According to the US Bureau of Labor Statistics, vital roles within the veterinary profession are projected to grow nearly 20% from 2018-2028. 1,2 That means plenty of opportunities will be available for veterinary professionals in the coming years. If each of us commits to continuously take the necessary steps to create a more diverse, inclusive, and equitable profession, we can do our part in creating a safer, more just society for the Black community.

This is a marathon, not a sprint, and we will very likely make mistakes or say the wrong thing along the way. Don't let that scare you away from doing the work that's necessary. Listen and learn when you need to. Course correction shows growth and positive change, so don't let your ego or guilt get in the way.

Below are steps that you can take right now toward becoming an antiracist practice, professional, and individual. This is by no means an exhaustive list, and there are plenty of other resources that are just a Google search away. Use these to get started, but continue to learn and do better every day.
Practice

1. Expand your recruitment efforts to include a more diverse representation of universities, colleges, and high schools. Start with historically black colleges and universities that offer preveterinary or related programs, 17 of which are listed here.

2. Introduce mandatory antiracism or anti-oppression training for all employees. Consultants like Regan Byrd offer remote private training for businesses.

3. Read Navigating Diversity and Inclusion in Veterinary Medicine, which provides a clear road map toward inclusiveness and cultural competency in the veterinary profession.

4. Discover the benefits of diversity in the veterinary profession.

Professional

1. Sponsor a membership with the BlackDVM Network or get involved with the National Association for Black Veterinarians or the Multicultural Veterinary Medical Association.

2. Enroll in Purdue University's online certificate program for Diversity & Inclusion in Veterinary Medicine.

3. Listen to or watch the AAVMC's Diversity and Inclusion on Air.

4. Understand oppression, power, and privilege by brushing up on the definitions.

5. Register for Making a Change: From Comfort Zone to Brave Spaces, a free AVMA Axon webinar presented by Lisa Greenhill, EdD.

Individual

1. Become more comfortable talking about race with the National Museum of African American History & Culture's resources for educators, parents or caregivers, and individuals committed to equity.

2. Educate yourself by watching documentaries like 13th on Netflix or reading White Fragility by Robin DiAngelo, PhD.

3. Review this open-source Guide to Allyship to better understand what an ally is and how to be an effective one.

4. Turn ideals into action by calling out racist actions you see in your daily life and push racial justice forward every day.

5. Make sure you're registered and vote in all elections.

Sources

1. US Bureau of Labor Statistics. 2020. "Veterinarians: Occupational Outlook Handbook." gov/OOH/healthcare/veterinarians.htm#tab-6.

2. US Bureau of Labor Statistics. 2020. "Veterinary Technologists and Technicians: Occupational Outlook Handbook." gov/ooh/healthcare/veterinary-technologists-and-technicians.htm.

Photo credit: © iStock/Josie Desmarias

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Committing to antiracism in the veterinary profession

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Black lives matter. As worldwide protests focus long-overdue attention on systemic racism in the wake of the murders of Ahmaud Arbery, Breonna Taylor, George Floyd, Tony McDade, and many other Black individuals, many of us are beginning to question our own thoughts and previous actions.

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Why I'm No Longer Talking To White People About Race

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Why I'm No Longer Talking To White People About Race

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Reni Eddo-Lodge: Why I'm No Longer Talking to White People About Race

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Why "I'm Not Racist" Is Only Half The Story

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Why "I'm Not Racist" Is Only Half The Story

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Why “I’m not racist” is only half the story  Robin DiAngelo

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"Nothing To Add: A Challenge To White Silence In Racial Discussion" by Robin DiAngelo

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"Nothing To Add: A Challenge To White Silence In Racial Discussion" by Robin DiAngelo

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Austin Channing Brown "I'm Still Here" part 1 of 2

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I see a lot of people - people I respect, love, value - saying they feel uneducated, that they don't know many black people, that they want to be supportive but are afraid of saying the wrong thing, that they don't know how to help, how to effect the change that needs to be made.

I could go into what it means to be black, but now's not the time for that. Now is the time to be clear on the most important, simple fact: you don't need to know black people to understand the change that needs to be made.

Yes, it helps to know a culture if you want to speak on it, but you don't have to speak for black culture; you have to speak about white culture. You don't have to march, to write signs, to revolt; you just need to not be silent, and for this you need to know yourselves.

Being black is not the thing that needs to be understood in order to allow black equality to progress. What you need to understand is why you permit our equality to be prevented.

What you need to understand is why you are silent, why you are not an ally, why you permit our oppression and persecution.

You need to understand that although those sound like big words, like words you couldn't possibly be a part of - things that come from different states and different times - you are involved and you are implicit. They are big words, and although this conversation is being had today because yet another black man has been executed by them, for most of us these words mean instead we live a life of death by a thousand cuts.

You need to understand that when we tell you, and you don't listen, you do nothing, you become very literally a composite piece of the problem. The decisions that keep minority groups in the minority are made by the majority. We are the minority. We have to shout louder to be heard. So when our voice reaches you and you ignore it, you become the very definition of the problem.

You need to understand that even right now as you read this, there will be white people who call me a friend, who didn't read this far because it's not their problem - people who have already swiped left, moved on, because this is uncomfortable, inconvenient.

We have been telling you our whole lives. Even if you've never spoken to a black person about it, we have been telling you, and you know.

You know we receive unfair treatment, from the public in the street, the management in the boardroom, the very law that is supposed to be there to protect us and serve us. Us. You and me.

You know because we have been telling you. But when we don't get our fair share - our equality - you are silent.

You know we are judged. We are judged for the things we have: the clothes we wear, the food we eat, the cars we drive. We are judged for the things we are: our muscles, our asses, our penises, our hair. We are judged for the things we do: the way we work, the way we speak, the way we walk, the way we protest.

Where these things suit you, please you - where you can palate the performance of our blackness - they are tolerated, celebrated, they are Beyoncé, Ian Wright.

Where they do not, they are Meghan Markle, Raheem Sterling.

And you know these things because they happen in plain sight.

Do you write the papers that vilify these people? That press so hard, that reach so high, that they can drive the grandson of the QUEEN OF ENGLAND to leave the country with his wife and child. No, you don't write them, but do you boycott these papers? Do you ask your friends why they support them? Do you speak against our denigration around your table at Sunday lunch, or with your actions?

No, you don't.

Do you stand in front of a nation and talk about "deport first, appeal later"? Do you refer to black people as "piccaninnies" with "watermelon smiles"? No you don't. But do you boycott these people? Do you stand in solidarity against the transparent racism they wield to put them in power, and EVERYTHING that act means? Do you talk to your friends about the wrongness of it all, the injustice you are witnessing?

No, you don't.

You have no compunction voting for a group that talks about us as worthless bush people, unworthy additions, a crime rate; a group that threatened to deport our mothers and fathers in order to try and win a few more votes from those who think there's probably enough black people here now, as though we are a population problem to be controlled.

You ignore these things because it suits you. You ignore the problem because it inconveniences you.

So, you become the problem, its embodiment, its lifeblood. Inequality persists because the majority permits it.

And maybe you do boycott these things. Maybe you have made those stands. But just as saying "not all men" is not valid until there is equal treatment, it is neither valid here to be just an isolated beacon of equality.

Because you know someone who's out there talking about us: about "their kind", about how "if they don't like it why don't they leave", about how "this country isn't racist because look at these non-white individuals with big jobs and money".

You don't have to be a racist to be complicit in the lack of progress. You just have to permit the ignorance that breeds racism when you see it. Peer silence is the enabler for all injustices. It has always been and always will be.

You don't have to be black to know how to help.

You don't need to be someone to understand their situation. We are humans: we have the gift of empathy, of an innate sense of justice.

I don't have to be a woman to understand women deserve equal pay. I don't have to be gay to understand gay people deserve to love who they want.

But you need to be black to understand I deserve to not be prejudged and persecuted?

Again, yes, it helps to know a culture if you want to speak on it, but you don't have to speak for black culture, you have to speak about white culture. No one is asking you to march, to write signs. You don't need to become a cultural expert, you just need to not be silent.

Stop pretending there is no problem just because it doesn't affect you. Because doing that is what makes you the problem.

So I could go into what it means to be black, but we are dead done tired fucking dilapidated exhausted of fucking explaining.

I will not debate my right to exist without prejudgment. I will not soften who I am for fear of you ascribing it to some blackness that you don't understand. I will not be forgiving of your mistakes because you "don't know better".

You don't have to know better because you already know. You either know and don't care enough, or you know and don't think about it, but you know.

And we have been quite patient enough. Our oppression is not something that is invented anew everyday - it is something that we have been inheriting for generation after generation after generation after generation.

We don't inherit our oppression from our parents, we inherit it from your silence.
Chris Lambert is a Harvard graduate and former Team GB Olympic sprinter. This piece first appeared on his blog, Lamb's English, and is republished with permission. Follow Chris on Twitter @lambsenglish. Like this article? Sign up to our newsletter to get more delivered straight to your inbox

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I see a lot of people - people I respect, love, value - saying they feel uneducated, that they don't know many black people, that they want to be supportive but are afraid of saying the wrong thing, that they don't know how to help, how to effect the change that needs to be made.

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Black people across the country have taken to the streets and to their social media feeds to plead through protest that "black lives matter" and "enough is enough." But amidst all the noise and all the hashtags, many say there is nothing quite as deafening as "white silence."

Because for all the people who have flooded social media with George Floyd's name, Ahmaud Arbery's image and countless heartbreaking personal anecdotes of racism in action, there are just as many - and possibly even more - who have borne witness to the pain in black communities and chosen to say nothing.

"It's incredibly hurtful," said Broadway star Jelani Alladin. "And you're telling me that you have no hesitation posting a selfie of yourself... or what you're eating for dinner, and yet you're telling me that you're afraid to say something because you might hurt other people's feelings? Or you don't know what to say? Or you don't have an audience to reach? Were you thinking those things when you posted the other photos? I don't think you were."

Social media silence is nuanced. There are people whose feeds have simply gone dark. There are people who, as Alladin notes, have continued posting selfies and pictures of their food as if nothing is wrong. And, as fitness influencer Trammell Logan tells CBS News, it can even be hurtful when white people post messages about #blacklivesmatter side-by-side with more frivolous content.

"In your natural state of being distraught or sadness, if something extremely personal happens to you, I can't see how you can be in that state and post about it or be about it and then five minutes later like post a cocktail mix, or like you dancing. Our emotions don't necessarily work like that," Logan said.

Catherine Moran Ayeni, an attorney in Texas, told CBS News that for her, worse than total silence is when people respond to a "black lives matter" post with the comment "all lives matter."

"It's a very painful kind of silence because it removes our voice," she said. "It doesn't allow us to express our very specific pain... No one would ever go to a breast cancer walk and criticize them for talking about breast cancer. You wouldn't walk up to someone who has experience as a breast cancer survivor or someone who's lost someone from breast cancer, and say, 'How dare you talk about breast cancer? Why not talk about colon cancer? How dare you exclude other cancers?'"

Rachel Lindsay, who famously broke barriers as the first black Bachelorette, said she is taking note of which white friends and public figures have gone silent. And she believes that, in the digital age, it is the duty of public figures to speak out.

"I'm not saying that you have to speak out and have this, you know, this whole spiel about black lives matter," she told CBS News. "I'm not even necessarily saying that I need you to post. But at the bare minimum, a friend would reach out to another friend. 'How are you doing during this time? I'll admit that I've been silent. I'll admit that I've ignored some of the issues that you face as a black person. But I want you to know that I'm your friend and I see you and I hear you.' I am paying attention to friends that aren't doing that."

Ayeni is the mother of a 10-month-old son and she says experiencing recent events through that lens has been viscerally painful.

"I look at my son and I see Tamir Rice. I look at my son and I see Trayvon Martin. I look at my son and I see countless etc etc etc etc boys who were out living, existing, who are treated as a threat... I can tell my child not to wear a hoodie all I want. I can put him in the best schools. I can ensure that he is respectful. And sometimes, it doesn't matter. And that's very difficult as a mother to swallow, to understand that I can't protect him under certain circumstances from people who don't consider us human..."

"And so, when I see people choosing, because they have the privilege to choose, to ignore our pain and our fear and the fact that it feels like half the time we are screaming into a void, and that people are not listening because it makes them uncomfortable," she added. "When I see that, I want to show them a picture of my happy child and say George Floyd was that child. Tamir Rice was that child. Breonna Taylor was that child. That is someone's child. And so the very least you can do is acknowledge the pain. The very least you can do is hear us."

The phenomenon of white silence has existed for centuries - long before social media - but the rise of Facebook, Twitter and Instagram has only served to make its presence more palpable.

"White silence is incredibly powerful," said Savala Trepczynski, executive director of the Thelton E. Henderson Center for Social Justice at UC Berkeley. "It's not neutral. It acts like a weapon. It's not even silent. It speaks volumes, right? And the people of color who are around a silent white person, they hear the silence. And they feel it. And they feel what it means, which is: I don't have your back. Or I don't care enough to get uncomfortable to speak out. Or you know, despite the fact that black and brown people have been acting up and protesting on our own behalf for centuries, I still don't quite get it enough to say something."

Many in both the white and black communities agree that what drives the silence is fear.

"What drives the silence is the term that Robin DiAngelo coined, which is 'white fragility,'" said Michelle Saahene, who runs an organization called "From Privilege to Progress," which is focused on desegregating the conversation around race.

"And that's being scared of what your followers are going to say. That's being scared of you maybe saying the wrong thing and hurting the black and brown community. I know personally that I've had friends that didn't want to post on social media because they're scared of what some racist people will say. And to say that means you are more worried about what racist people are saying than about doing the right thing.... That is a form of complicity."

Ayeni said fear is natural, especially for white people who are surrounded by friends and family members who might not necessarily agree. The first step is "acknowledging that you don't know."

"Acknowledge that you don't know what to say," she explained. "Acknowledge that you have questions and that you're seeing people in pain. The worst thing that you can do is ignore the pain because you're perpetuating it at that point. When you see someone on fire and you look the other way because it makes you uncomfortable, you are complicit in that person being on fire and that fire spreading."

What's more, Saahene points out that most Americans' social media feeds are not integrated, which means that the stories the black community is posting will not necessarily reach white audiences until white people start posting about them too. She was the woman behind the viral video of two black men being arrested in a Philadelphia Starbucks in 2018. That video, she says, went viral after a white woman - now her business partner - shared it.

"The reason the Starbucks video went viral was because a white woman had shared it, and her social media was very white. She didn't have that many friends of color. So, all these white people were seeing this video of racial discrimination that they normally wouldn't otherwise see... So many people that live segregated lives, but still go to Starbucks, started saying, 'I can't believe this is actually going on. I can't believe this is happening.' And people of color were asking, 'Where have you been? You know, it's in our timelines every single day.'"

Now, more than ever, black and brown communities are urging white social media users to take action and do it publicly.

"I would say find the action that fuels you," Alladin told CBS News. "If that means, there's a protest today at 3 o'clock. I'm going. In Times Square. If that means getting up and protesting. If that means donating. If that means speaking in your own words on your Instagram, your Twitter, your Facebook, your outlet, your ways of mass communication, then do it. Stop hesitating. Stop thinking that you'll get it wrong. There is no getting it wrong. There's just doing it."

Police Reform & Racial Justice

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Christina Capatides

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White silence on social media: Why not saying anything is actually saying a lot

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Black people across the country have taken to the streets and to their social media feeds to plead through protest that "black lives matter" and "enough is enough." But amidst all the noise and all the hashtags, many say there is nothing quite as deafening as "white silence."

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The Transgender Issue: An Argument for Justice by Shon Faye

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The Transgender Issue: An Argument for Justice by Shon Faye

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THE INSTANT SUNDAY TIMES BESTSELLER

'Few books are as urgent as Shon Faye's debut ... Faye has hope for the future - and maybe so should we' Independent

'Unsparing, important and weighty ... a vitally needed antidote' Observer

'Takes the status quo by the lapels and gives it a shaking' Times Literary Supplement

Trans people in Britain today have become a culture war 'issue'. Despite making up less than one per cent of the country's population, they are the subjects of a toxic and increasingly polarized 'debate' which generates reliable controversy for newspapers and talk shows. This media frenzy conceals a simple fact: that we are having the wrong conversation, a conversation in which trans people themselves are reduced to a talking point and denied a meaningful voice.

In this powerful new book, Shon Faye reclaims the idea of the 'transgender issue' to uncover the reality of what it means to be trans in a transphobic society. In doing so, she provides a compelling, wide-ranging analysis of trans lives from youth to old age, exploring work, family, housing, healthcare, the prison system and trans participation in the LGBTQ+ and feminist communities, in contemporary Britain and beyond.

The Transgender Issue is a landmark work that signals the beginning of a new, healthier conversation about trans life. It is a manifesto for change, and a call for justice and solidarity between all marginalized people and minorities. Trans liberation, as Faye sees it, goes to the root of what our society is and what it could be; it offers the possibility of a more just, free and joyful world for all of us.

'Fundamentally not a culture-war book. It operates outside the narrow coverage of trans people in the mainstream, and lays bare the inarguable facts' New Statesman

'Monumental and utterly convincing - crystal clear in its understanding of how the world should be' Judith Butler

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The Transgender Issue: An Argument for Justice

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Buy The Transgender Issue: An Argument for Justice 01 by Faye, Shon (ISBN: 9780241423141) from Amazon's Book Store. Everyday low prices and free delivery on eligible orders.

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Trans Britain: Our Journey From The Shadows by Christine Burns

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Trans Britain: Our Journey From The Shadows by Christine Burns

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Over the last five years, transgender people have seemed to burst into the public eye: Time declared 2014 a 'trans tipping point', while American Vogue named 2015 'the year of trans visibility'. From our television screens to the ballot box, transgender people have suddenly become part of the zeitgeist.

This apparently overnight emergence, though, is just the latest stage in a long and varied history. The renown of Paris Lees and Hari Nef has its roots in the efforts of those who struggled for equality before them, but were met with indifference - and often outright hostility - from mainstream society.

Trans Britain chronicles this journey in the words of those who were there to witness a marginalised community grow into the visible phenomenon we recognise today: activists, film-makers, broadcasters, parents, an actress, a rock musician and a priest, among many others.

Here is everything you always wanted to know about the background of the trans community, but never knew how to ask.

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Trans Britain: Our Journey from the Shadows

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Buy Trans Britain: Our Journey from the Shadows by Burns, Christine (ISBN: 9781783524716) from Amazon's Book Store. Everyday low prices and free delivery on eligible orders.

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Guide to Neurodivergence in the Veterinary Profession

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Guide to Neurodivergence in the Veterinary Profession

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Vetlife Neurodiversity Awareness Campaign 2024

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Changing The Way We Talk About Disability

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Changing The Way We Talk About Disability

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Changing The Way We Talk About Disability | Amy Oulton | TEDxBrighton

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Things Not To Say To Someone With A Chronic Illness

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Things Not To Say To Someone With A Chronic Illness

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Things Not To Say To Someone With A Chronic Illness

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Four Awkward Things To Avoid Saying When You Meet A Disabled Person

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Four Awkward Things To Avoid Saying When You Meet A Disabled Person

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Four awkward things to avoid saying when you meet a disabled person - End the Awkward

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The Hell of Chronic Illness | Sita Gaia | TEDxStanleyPark

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Not all disabilities are visible.  | The Horizontals | TEDxBrum

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I'm Not Your Inspiration, Thank You Very Much

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I'm Not Your Inspiration, Thank You Very Much

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I'm not your inspiration, thank you very much | Stella Young

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Academic Ableism: Disability and Higher Education by Jay Timothy Dolmage

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Academic Ableism: Disability and Higher Education by Jay Timothy Dolmage

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Academic Ableism brings together disability studies and institutional critique to recognize the ways that disability is composed in and by higher education, and rewrites the spaces, times, and economies of disability in higher education to place disability front and center. For too long, argues Jay Timothy Dolmage, disability has been constructed as the antithesis of higher education, often positioned as a distraction, a drain, a problem to be solved. The ethic of higher education encourages students and teachers alike to accentuate ability, valorize perfection, and stigmatize anything that hints at intellectual, mental, or physical weakness, even as we gesture toward the value of diversity and innovation. Examining everything from campus accommodation processes, to architecture, to popular films about college life, Dolmage argues that disability is central to higher education, and that building more inclusive schools allows better education for all.

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Academic Ableism: Disability and Higher Education (Corporealities: Discourses Of Disability)

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Academic Ableism: Disability and Higher Education (Corporealities: Discourses Of Disability) eBook : Dolmage, Jay T.: Amazon.co.uk: Books

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Demystifying Disability Summary

Demystifying Disability: What to Know, What to Say, and How to Be an Ally by Emily Ladau

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Additional information

Demystifying Disability: What to Know, What to Say, and How to Be an Ally by Emily Ladau

Book picture is for illustrative purposes only, actual binding, cover or edition may vary.

This is a new book - be the first to read this copy. With untouched pages and a perfect binding, your brand new copy is ready to be opened for the first time

Customer Reviews - Demystifying Disability

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Demystifying Disability By Emily Ladau | Used & New | 9781984858979 | World of Books

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Demystifying Disability Summary Unfortunately we do not have a summary for this item at the moment Additional information Demystifying Disability: What to Know, What to Say, and How to Be an Ally by Emily Ladau Book picture is for illustrative purposes only, actual binding, cover or edition may vary.

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Making Disability Modern by Elizabeth Guffey and Bess Williamson

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Making Disability Modern by Elizabeth Guffey and Bess Williamson

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Elizabeth Guffey and Bess Williamson (Author, Editor)

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Making Disability Modern: Design Histories

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Buy Making Disability Modern: Design Histories 01 by Elizabeth Guffey and Bess Williamson, Elizabeth Guffey and Bess Williamson (ISBN: 9781350070424) from Amazon’s Book Store. Everyday low prices and free delivery on eligible orders.

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Disability Visibility: First-Person Stories From The Twenty-First Century by Alice Wong

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Disability Visibility: First-Person Stories From The Twenty-First Century by Alice Wong

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According to the last Census, one in five people in the United States lives with a disability. Some are visible, some are hidden--but all are underrepresented in media and popular culture. Now, just in time for the thirtieth anniversary of the Americans with Disabilities Act, activist Alice Wong brings together an urgent, galvanizing collection of personal essays by disabled people in the 21st century.

From Harriet McBryde Johnson's account of her famous debate with Princeton philosopher Peter Singer over her own personhood, to original pieces by up-and-coming authors like Keah Brown and Haben Girma; from blog posts, manifestos, eulogies, testimonies to Congress, and beyond: this anthology gives a glimpse of the vast richness and complexity of the disabled experience, highlighting the passions, talents, and everyday lives of this community. It invites readers to question their own assumptions and understandings. It celebrates and documents disability culture in the now. It looks to the future and past with hope and love.

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Disability Visibility: First-Person Stories from the Twenty-First Century

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Buy Disability Visibility: First-Person Stories from the Twenty-First Century by Wong, Alice (ISBN: 9781984899422) from Amazon's Book Store. Everyday low prices and free delivery on eligible orders.

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Introduction to Active Allyship (Recording)

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Introduction to Active Allyship (Recording)

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Scenario 1 - Staff use an offensive word to describe the Chinese takeaway

Scenario 2 - Challenging a senior colleague.

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Practice Chronic Illness and Disability Scenarios 

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Practice Chronic Illness and Disability Scenarios 

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Scenario 1 – Chronic illness and social media presence

Scenario 2 – Failure to provide food for dietary requirements

Scenario 3 – Respect from colleagues about reasonable adjustments

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Scenario 1 – Handling client Transphobia
Scenario 2 – Client misgenders a student
Scenario 3 – Colleagues overt Homophobia
Scenario 4 – Handling client homophobia
Scenario 5 – You misgender a client
Scenario 6 – The value of allyship

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Tools For Calling Out Inappropriate Language

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Tools For Calling Out Inappropriate Language

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Tara Moore/Getty Images

It was a throwaway comment, and you were unaware that it was demeaning. But now that a colleague has brought the slight to your attention, you realize what you said was offensive. As a person who wants to be a good ally to your colleagues of color and members of underrepresented groups, how do you apologize after you've committed a microaggression? How and when should you try to make amends? And what's the best way to ensure that you do better in the future?

What the Experts Say

Microaggressions are the everyday indignities and insults that members of marginalized groups endure in their routine interactions with people in all walks of life. In the workplace, these "subtle acts of exclusion" come in many forms, says Tiffany Jana, founder and CEO of TMI Consulting and the co-author of Overcoming Bias: Building Authentic Relationships Across Differences. They include backhanded compliments (a white manager telling an African American employee that, "She's very articulate"; a group of co-workers jokingly ribbing a Latino executive that, "He's a diversity hire") and stereotypical assumptions (a male colleague asking his female peer to take notes and order lunch for the team).

These remarks and behaviors "happen casually and often without any harm intended," says Jana, but they offer a clear demonstration "that the initiator harbors unconscious bias." Meanwhile, the person on the receiving end who belongs to a group that's discriminated against - be it because of their race, gender, sexual orientation, disability, or religion - is often left to suffer in silence.

This is starting to change, however. Amidst a national conversation on race and equality, "we are increasingly holding people accountable," says Jana. The change has critical implications for managers who "care about creating an inclusive team and workplace," says , a diversity consultant and the co-author of Gender Ambiguity in the Workplace: Transgender and Gender-Diverse Discrimination.

If you've been called out for committing a microaggression you need to respond with compassion, concern, and humility. "You want people to feel respected, so you need to walk the talk," Zheng says. "It's important to get this right." Here are some tips.

Take a breath.

Being called out for a microaggression does not feel good. You may experience a range of emotions - "stress, embarrassment, defensiveness, and your heart rate may even go up," says Zheng. This is normal. But do not let these sensations rule how you react. Instead, " take a breath." Calm yourself. Understand that while you may have made a mistake, it doesn't mean you're a bad person. In these circumstances, people often fall prey to the fundamental attribution error - a "tendency to believe that things happen because of who we are as people rather than the situation," says Zheng. In other words, you can still be "a good person with positive intentions, who slipped up."

And there's an upside to being called out for a microaggression: It's an indication of trust. The person who labeled your comment believes that you can be better, says Jana. "If they don't think you're capable of, or interested in, evolving they would not have wasted their breath."

Don't make it about you.

While being called out for a microaggression may be awkward and uncomfortable, you don't want to get defensive. "You must not make it about you," says Jana. "When a human being tells you that they have been harmed by your words or actions, you need to focus on the injured party." It can be helpful to remember that "every callout has an entire history's worth of unsaid context behind it," says Zheng. "When someone says, 'What you said hurt me,' they're saying, 'You have hurt me in the way that people have hurt me, and people like me, in the past.'" In other words, your remark was not "just one interpersonal interaction." Rather it carried centuries' worth of discrimination, cruelty, and oppression. "And the weight of historical oppression is very heavy," says Zheng.

Listen.

Your first priority is to make sure the other person feels heard, says Jana. As difficult as it may be to receive the criticism, "they are taking a risk by putting themselves on the line." Listen to what they say with an open heart and an open mind. Be grateful. "It is a deeply sacred gift for someone to reflect back to you how you're showing up in the world and to help you become more evolved," explains Jana. Express appreciation, and then "follow the other person's lead," says Zheng. Sometimes the individual calling you out may "want to explain to you all the ways that what you said was harmful and give you a history lesson to go along with it," she says. Other times, all they may reveal is, "'Don't say that word.'"

Sincerely apologize.

Next, says Jana, you need to "replace your instinctive defensiveness with curiosity and empathy" and offer a genuine apology. According to Zheng, your apology must include three elements: "You must address the harmful comment, acknowledge the impact it had, and commit to doing better."

Start by saying something like, "Thank you for sharing that with me. It's hard to hear. And I appreciate you trust me enough to share this feedback." Then say, "I am sorry that what I said and did was offensive."

Your apology must be sincere. "Don't say, 'I am sorry if you felt offended.' The insertion of the 'if' makes it seem like you're humoring them," says Zheng. Finally, say, "I care a lot about creating an inclusive workplace, and I want to improve." Depending on your relationship with this colleague, you might also ask for a suggestion on how to be better in future situations. Zheng suggests saying something like, "If you can, and if you're willing, can you share a recommendation for how I could have said it differently?"

And don't overdo it.

Upon being called out for an offensive remark, some people have a tendency to over-apologize, says Zheng. "They go on and on, saying things like: 'I am so sorry. I feel so terrible. I am not a racist. What must you think of me?'" But these histrionics do not help, and in fact, they contribute to the insult. "You are flexing your power by [asking] this employee to take care of you," she says. It's not your colleague's job to assuage your guilt, and make you feel better about the situation. This shouldn't become "a pity party," adds Jana.

How to respond when you're called out publicly

All of the above steps become much harder if the conversation is happening in front of others. According to Zheng, most callouts for microaggressions tend to be private interactions because of the sensitive subject matters. That said, if your colleague draws attention to your behavior in a public setting, it's likely because "they don't feel psychologically safe with you" or "they're at the end of their rope," Zheng says.

In situations like these, tread carefully. "First, pause. Then say, 'Thank you for sharing that feedback. I am not going to use that word in the future,'" Zheng advises. Keep your response short and non-defensive. Later, "message the person privately and go through the same steps of acknowledging the hurtful comment, recognizing the impact it had, and committing to doing better," she says. You don't want to do this part of process "publicly because it is performative."

Seek to understand on your own time.

In the event that you don't quite grasp how what you said or did was prejudiced and hurtful, do not force your colleague into a drawn-out conversation or try to persuade them of your benign intent, says Jana. Instead, "Google it or ask other people" to help you understand. Importantly, adds Zheng, "that research needs to happen on your own time." Remember, this person didn't " commit to becoming your teacher," and so you need to "treat this as your own learning opportunity," she says.

Consider following up

"If you went on a hike with someone and they tripped and hurt themselves, you would follow up with them later to express your genuine concern for their wellbeing,"- particularly if their fall was due to your negligence, says Jana. The same should hold true for times "when you have been the cause of someone's emotional pain."

After a bit of time has passed, Jana recommends reaching out to let your colleague to let them "know that you care" and that you're "grateful that they were vulnerable with you." Essentially you're saying: "Your intervention worked. I could have gone through the world blind to that and I understand a bit more now. Thank you for helping me grow."

But Zheng recommends proceeding with caution. When your research sparks burning revelation about your biases and you have an urge to make further amends, she says you need to "interrogate your own feelings." Ask yourself: What am I looking for? A pat on the back? Validation? She says that the best way course of action is not to rehash the incident but rather to "take steps to make your colleague feel more respected."

Keep working on it

Finally, recognize that becoming a better, open-minded, anti-racist, anti-sexist person is hard work. "You're doing the best you can; you're human and fallible; and you're going to mess up from time to time," says Jana. "Rarely does one conversation erase a lifetime of programming."

The important thing is to "commit to opening your eyes and be willing to course correct at every opportunity" and to have "grace for yourself and grace for others," says Jana.Let your team know that this is a priority for you, adds Zheng. Say, "In the future I am going to work on this, and if you can, please keep holding me accountable."

Principles to Remember

Do

Make the other person feel heard and follow their lead in the conversation.

Offer a genuine apology that acknowledges the impact and harm your comment caused.

Keep striving to be better. It requires grace, humility, and commitment.

Don't

Fall prey to the fundamental attribution error. You can still be a good, well-intentioned person who said something offensive.

Make the conversation about you. Instead, express gratitude for your colleague's trust and belief that you're capable of evolving.

Overdo your apology by laying on your privileged guilt. Your apology should be sincere.

Advice in Practice
Case Study #1: Be grateful for your colleague's courage and listen to what they say.
Steve Waters, a social entrepreneur, says he has long strived to create an equitable, inclusive, and fair workplace. "Diversity and social justice are really important to me," he says. "And I consider myself to be very aware of how that comes across in my language."

Recently, however, he was called out by a female employee - we'll call her Sarah - for committing a microaggression. "I often use the greeting, 'Hey guys,' which I view as an easygoing way to greet a group of people," he says. "It didn't even occur to me that this was hurtful, and I was quite surprised when my colleague brought it up."

He admits that at first, he was confused. But he listened carefully to what his colleague was telling him. "Sarah explained that she came from the tech startup world, where sexism is rampant, and since 'guys' literally means men, it is often used as a subtle, or not-so-subtle, way of minimizing the women in the room."

Sarah explained that by addressing the group, which was predominantly men, as "guys," he was excluding her. Steve felt terrible. "This wasn't a conscious or purposeful effort to minimize her. Sarah is definitely an equally valued member of the team," he says.

But he knew that this incident wasn't about him. Rather, it was about making sure Sarah felt heard and understood.

Steve immediately thanked Sarah for bringing the comment to his attention. "I also let her know that I understood the impact of what I had said and because of that, I would no longer use that term. I apologized for using language that made her feel minimized," he says.

The end result was positive. Sarah thanked Steve for listening and for being open to change. And Steve learned a key lesson. "Just because something isn't offensive to you based on your life experience, it doesn't mean it isn't or can't be hurtful to someone else," he says. "If a colleague has the courage to tell you they feel minimized, take the time to really listen to what their experience is."
Case Study #2: Commit to doing better - and then follow through on that promise
Jesse Silkoff, founder of MyRoofingPal, which helps customers find local contractors, says that being called out for a mistake that "you didn't even realize you were making" feels awful.

"However, as a leader, you have to make sure you set the standard of how to make it right," he says. "In the case of using a microaggression, taking responsibility for the mistake is critical."

Earlier in his career, Jesse, who is white, managed an Indian American colleague who had a name that Jesse had a hard time saying. "After saying it wrong a few times in our initial conversations, I noted that was a very difficult name for me to pronounce correctly," he says. "I meant it as a light-hearted, offhand remark."

But Jesse soon realized that his employee took it differently. She grew stiff and lowered her head. She then explained to Jesse that comments like that were hurtful because it made her feel like an outsider.

Jesse felt badly. That was not his intention, but he could see his colleague's point. "This was very eye-opening to me," he says. "I realized that I was in the wrong for making such an insensitive comment and not trying harder to work on the pronunciation on my own."

Jesse knew his apology shouldn't be about how terrible he felt. He needed to choose his words carefully and express appropriate humility. "No one wants to hear a half-hearted apology when they've been slighted," he says. "I told her that I was wrong, and that I regret what I did. I then promised her that I would do better."

Jesse learned how to say his colleague's name correctly. And they went on to have a productive working relationship. "Sadly, I'm sure we all make mistakes like this all the time and are never called out on them," he says. "I'm glad this employee took the time to explain why this was hurtful because it was a great opportunity to grow as a leader and human."

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You've Been Called Out for a Microaggression. What Do You Do?

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It was a throwaway comment, and you were unaware that it was demeaning. But now that a colleague has brought the slight to your attention, you realize what you said was offensive. As a person who wants to be a good ally to your colleagues of color and members of underrepresented groups, how do you apologize after you've committed a microaggression?

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Allyship is daily conscious and *consistent actions… even when it is personally or professionally inconvenient.

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There is significant overlap in the experiences across marginalised communities. Much of this journey can, with a little thought, be adjusted to accommodate disability, LGBT+, socioeconomic, gender and beyond.

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Solidarity 101 - Easy Ways To Be A Great Ally

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Solidarity 101 - Easy Ways To Be A Great Ally

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Solidarity 101 - Easy Ways to be a great Ally

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Created by Jassmin Abdel-Magied & Tania Safi (Buzzfeed)

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The Good Ally Summary

The Good Ally by Nova Reid

'I invite you to be courageous and get comfortable with being uncomfortable, because any discomfort you feel is temporary and pales in comparison to what black and brown people often have to experience on a daily basis. Are you ready? Let's get started, we have work to do.'

The Good Ally is an urgent call to arms to become better allies against racism and provides a thoughtful approach, centering collective healing, to do so.

It is a book for those against persistent racial injustice, hungry to expand their knowledge and understanding of systemic racism in Britain and beyond. It uncovers the roots of racism and its birthplace, anti-Blackness.

It is for those who not only want to be able to better recognise both subtle and overt forms of racism in action, to examine their powerful role in it, but who want to know what to do about it. The answer often lies within.

The Good Ally is the answer to 'what next?'

The Good Ally Reviews

Nova Reid is one of the most generous, open-hearted, energising writers working today. The Good Ally is a beautiful, bold and no-BS guide to getting uncomfortable, digging deep and being fully human. It will be the best and hardest work you ever do. You will not regret it. Emma Gannon

You are not only leading the change Nova, you ARE the change. You have challenged my own bias, made me question my actions, and made me a better person. Thank you for your endless work in this area. You are changing the world and you are helping people like me change mine. - Diversity Awards Nomination (anonymous)

About Nova Reid

Nova Reid is an activist, TED speaker, podcast host and author, on a purpose-driven mission to improve racial justice, by helping people be the change they want to see by courageously unlearning their racism.

She regularly appears on BBC News, Sky News and BBC Radio as a media expert, and received a Social Impact Award at the Precious Awards. Nova is a passionate advocate for equity, collective healing and helping people use self-agency to role-model change.

Additional information

Book picture is for illustrative purposes only, actual binding, cover or edition may vary.

This is a used book - there is no escaping the fact it has been read by someone else and it will show signs of wear and previous use. Overall we expect it to be in very good condition, but if you are not entirely satisfied please get in touch with us

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The Good Ally Summary 'I invite you to be courageous and get comfortable with being uncomfortable, because any discomfort you feel is temporary and pales in comparison to what black and brown people often have to experience on a daily basis. Are you ready? Let's get started, we have work to do.'

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The Person You Mean To Be: How Good People Fight Bias by Dolly Chugh

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The Person You Mean To Be: How Good People Fight Bias by Dolly Chugh

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Foreword by Laszlo Bock, the best-selling author of Work Rules! and former senior vice president of People Operations at Google.

An inspiring guide from Dolly Chugh, an award-winning social psychologist at the New York University Stern School of Business, on how to confront difficult issues including sexism, racism, inequality, and injustice so that you can make the world (and yourself) better.

Many of us believe in equality, diversity, and inclusion. But how do we stand up for those values in our turbulent world? The Person You Mean to Be is the smart, "semi-bold" person's guide to fighting for what you believe in.

Dolly reveals the surprising causes of inequality, grounded in the "psychology of good people". Using her research findings in unconscious bias as well as work across psychology, sociology, economics, political science, and other disciplines, she offers practical tools to respectfully and effectively talk politics with family, to be a better colleague to people who don't look like you, and to avoid being a well-intentioned barrier to equality. Being the person we mean to be starts with a look at ourselves.

She argues that the only way to be on the right side of history is to be a good-ish - rather than good - person. Good-ish people are always growing. Second, she helps you find your "ordinary privilege" - the part of your everyday identity you take for granted, such as race for a white person, sexual orientation for a straight person, gender for a man, or education for a college graduate. This part of your identity may bring blind spots, but it is your best tool for influencing change. Third, Dolly introduces the psychological reasons that make it hard for us to see the bias in and around us. She leads you from willful ignorance to willful awareness. Finally, she guides you on how, when, and whom, to engage (and not engage) in your workplaces, homes, and communities. Her science-based approach is a method any of us can put to use in all parts of our life.

Whether you are a long-time activist or new to the fight, you can start from where you are. Through the compelling stories Dolly shares and the surprising science she reports, Dolly guides each of us closer to being the person we mean to be.

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The Person You Mean to Be: How Good People Fight Bias

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The Person You Mean to Be: How Good People Fight Bias (Audio Download): Dolly Chugh, Soneela Nankani, Dolly Chugh, Laszlo Bock, Laszlo Bock - foreword, HarperAudio: Amazon.co.uk: Books

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So you want to be an ally.

Welcome to the Guide to Allyship.

Think of this guide as one of many starting points in your journey to become a better ally. This guide isn't meant to be comprehensive nor is it perfect. There are people far more versed than I, who have dedicated their life's work to this sort of education.

In light of recent events and tragedies, I've been hearing the word "ally" a lot. Many people want to be an "ally", and even more people are unable to fulfill the duties allyship requires.

I use the word "ally" loosely because I find it overused and often abused by those who label themselves "allies." Despite its current misuse, using a different word would only cause confusion. As you read through this guide, be aware that your definition of "ally" may not be the same as the definition I'll introduce you to.

What's so special about this guide?

There are many great guides out there, and I acknowledge their existence. What's different about this guide is that it's open source (any one can contribute to it) and it doesn't get into specifics: racism, transphobia, gender discrimination, etc. and that's by design.

This guide can't and shouldn't be everything to you. At some point, you need to take responsibility and further your education. When you're done with the guide, please find ways to learn more.

Finally, this is a resource to help anyone considering allyship better understand the pros and cons of what being an ally entails. Allies understand their role in collaboration with people whose lives are affected daily by systemic oppression.
Don't take the responsibility of being an ally lightly.

What this guide covers:

Why this was created

In the summer of 2016, someone I considered an ally stood by and watched as I, a Black person, was berated by a racist. To make matters worse, I had a conversation with this person earlier in the day about the power allies can wield in situations of discrimination. But when the time came for them to take action, they were more interested in protecting their comfort.

Upset, I couldn't understand what happened. Did the conversation we had not get through? What didn't they step up? Then it dawned on me:
Saying you're an ally is much easier than actually being an ally. Saying you're an ally looks good on paper, especially if you're never questioned about your inaction.
Many self-defined "allies" wear the phrase and ideology like an article of clothing, easily discarded when it's no longer fashionable to wear.

If only those from underinvested communities could cast away the identities marking them as targets with such ease.

What is an ally?

I noted before that I used the word "ally" loosely. In fact, I personally no longer use the word. However, I do think it's a good starting place for those learning to be better allies. I also believe there's an opportunity to explore a better definition of the word. The best definition of "ally" (that I've found) comes from author Roxane Gay in her article for Marie Claire, "On Making Black Lives Matter." In it, she notes:

Black people do not need allies. We need people to stand up and take on the problems borne of oppression as their own, without remove or distance.

We need people to do this even if they cannot fully understand what it's like to be oppressed for their race or ethnicity, gender, sexuality, ability, class, religion, or other marker of identity.

We need people to use common sense to figure out how to participate in social justice.

To recap: Being an ally doesn't necessarily mean you fully understand what it feels like to be oppressed. It means you're taking on the struggle as your own.

A individual from an underinvested community cannot easily cast away the weight of their identity (or identities) shaped through oppression on a whim. They carry that weight every single day, for better or for worse. An ally understands that this is a weight that they, too, must be willing to carry and never put down.

Why allies are necessary

Anyone has the potential to be an ally. Allies recognize that though they're not a member of the underinvested and oppressed communities they support, they make a concerted effort to better understand the struggle, every single day.

Because an ally might have more privilege and recognizes said privilege, they are powerful voices alongside oppressed ones.

The work of allyship

Being an ally is hard work.

Many would-be allies fear making mistakes that could have them labeled as "-ist" or "-ic" (racist, sexist, transphobic, homophobic, etc). But as an ally, you're also affected by a system of oppression. This means that as an ally, there is much to unlearn and learn-mistakes are expected. You need to own this as fact and should be willing to embrace the daily work of doing better.
As an ally, you need to own your mistakes and be proactive in your education, every day.
If you refuse to acknowledge that your words and actions are inherently shaped and influenced by systemic oppression, you're setting up yourself to fail.

Lack of self-awareness is not a trait of an ally. You'll be complicit in the oppression of those you intend to help. If you choose not to understand this, but label yourself an "ally", you're essentially a wolf in sheep's clothing. You'll find ways to infiltrate vulnerable communities and wield far more power than someone who is outwardly "-ist" or "-ic" because you're "trusted."

Just as society will not change overnight, neither will you. Here are some important do's and don'ts to consider as you learn, grow, and step into the role of an ally.

Boots & Sandals: How to handle mistakes

Contributed by Presley Pizzo. Please credit Presley when referencing this section.

While mistakes are to be expected, what's the best way to go about resolving them?

Note: Parts of this section were originally based on Kayla Reed's (@iKaylaReed) tweet sharing her definition of what it means to be an ally. It's another great definition that'll help you follow along with this section!

Imagine your privilege is a heavy boot that keeps you from feeling when you're stepping on someone's feet or they're stepping on yours, while oppressed people have only sandals. If someone says, "ouch! You're stepping on my toes," how do you react?

Because we can think more clearly about stepping on someone's literal toes than we usually do when it comes to oppression, the problems with many common responses are obvious:

Centering yourself: "I can't believe you think I'm a toe-stepper! I'm a good person!"

Denial that others' experiences are different from your own: "I don't mind when people step on my toes."

Derailing: "Some people don't even have toes, why aren't we talking about them instead?"

Refusal to center the impacted: "All toes matter!"

Tone policing: "I'd move my foot if you'd ask me more nicely."

Denial that the problem is fixable: "Toes getting stepped on is a fact of life. You'll be better off when you accept that."

Victim blaming: "You shouldn't have been walking around people with boots!"

Withdrawing: "I thought you wanted my help, but I guess not. I'll just go home."

In reality, most of us naturally know the right way to react when we step on someone's toes, and we can use that to help us learn how to react when we commit microaggressions.

Center the impacted: "Are you okay?"

Listen to their response and learn.

Apologize for the impact, even though you didn't intend it: "I'm sorry!"

Stop the instance: move your foot

Stop the pattern: be careful where you step in the future. When it comes to oppression, we want to actually change the "footwear" to get rid of privilege and oppression (sneakers for all!), but metaphors can only stretch so far!

Reacting in a fair and helpful way isn't about learning arbitrary rules or being a doormat. When we take the politics out of it, it's just the reasonable thing to do. Still, it's hard to remember in the moment, because these issues are so charged in our society. As such, it may be helpful to reframe the situation so that you don't feel defensive.

You may have noticed it's easier to handle being corrected about something you didn't know if you're grateful for and even open to the opportunity to learn rather than embarrassed to have been wrong. Being able to let go of your ego is an incredibly important skill to develop.

Try starting with "Thanks for letting me know" to put yourself in a better frame of mind. If after you say that, you need to take some time to think about the situation, that's fine, too. Just remember that this isn't about changing the other person's frame of mind. They're allowed to be upset about being oppressed.

Contribute to this guide

This guide is open source, meaning that anyone can contribute. I'm a queer Black femme and my voice should not be the only one shaping this guide.

If you identify as a member of an underinvested community and want to contribute, please submit a pull-request on this GitHub repository.

If you aren't a GitHub user and would still like to contribute, send me an email at guidetoallyship [to] byamelie [dot] co.

Support & share this guide

This guide is a labor of love and provided as a shareable resource for you to use. Please make sure to credit back to the site if you decide to use any content here.

And if you've found this guide helpful, feel free to show your support and buy me a cup of tea.

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Welcome to the Guide to Allyship. Think of this guide as one of many starting points in your journey to become a better ally. This guide isn't meant to be comprehensive nor is it perfect. There are people far more versed than I, who have dedicated their life's work to this sort of education.

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This seems to be a crucible moment in our history. We are in the midst of a pandemic that brought most of the world to a screeching halt. We also were faced with the horrific video of an African American man, George Floyd, being killed on camera by law enforcement. For many of us, these two events will be forever linked in our consciousness.

For months, many of us stayed home to try to prevent the spread of COVID-19. As more than 115,000 Americans lost their lives to the virus, we witnessed communities band together to ensure that individuals who needed assistance received it. Neighbors picked up essential groceries for one another. Letters of support were sent to senior centers especially hard hit by the virus. We raised money and resources to support essential workers of all kinds.

We also saw a shift in the response to the death of Mr. Floyd. Large protests across the United States and around the world continued for weeks, focusing on police brutality specifically and the persistence of systemic racism more broadly. In many ways, the protests seemed different than the countless moments of civil outrage before it.

The racial diversity of the protests was greater than ever, as well. White allies joined African Americans and other people of color in taking to the streets. A recent Monmouth University poll indicated that 76% of Americans believe that racial discrimination is a significant problem, an increase of 25 percentage points since 2015. The New York Times' nonfiction bestsellers list is dominated by books that explore racism, criminal justice, apartheid and Black life in America.

It is unclear why white Americans are more engaged on the issue of race at this moment. Maybe it is because of the disturbing images of Mr. Floyd's last moments. Maybe it is because we have all sheltered in place for so long that we have a greater capacity to pay attention to the discrimination that has been documented for centuries. Maybe it is just the awakening so many of us have been seeking for so long.

Whatever the reason, new people are joining the movement to stamp out racism and other forms of systemic discrimination.

The Next Move Is Yours

As veterinarians from all backgrounds reach out to one another during this time, the No. 1 question I am asked as both a Black woman and a diversity and inclusion professional is, "What can or should I do?"

My response is: Be an ally.

Being an ally is learned behavior and those who practice it demonstrate specific characteristics. As you consider ways to support your veterinary colleagues and clients, it is important to learn and embrace those behaviors and characteristics of an ally.

There are five key elements of allyship, and they need to constantly be pursued simultaneously. Allyship is not a step-by-step process. You must jump on into the deep end of the work.

1. You need to assume responsibility to learn how systemic discrimination impacts everyone, and you must do it on your own or with other allies. It is not the job of people who are marginalized to educate you; it is your job to catch up. Like how you commit to lifelong learning in veterinary medicine, allyship requires you to commit to lifelong learning about racism, sexism, homophobia, ableism and other forms of oppression.

There is no shortage of resources available to you: books, documentaries, podcasts, movies, discussion groups and websites. Sponsor a Community Reads program or a staff lunch to discuss a documentary. Learn, discuss, rinse, and repeat.

2. Understand that true allyship does not center the ally; it centers the oppressed. You should expect to be a follower and not a leader in these moments. Movements for change elevate the voices of the unheard.

Allies, by their very nature, are privileged and often do not have the shared lived experience of specific marginalized populations. You can and should offer your time, talent and financial contributions to advance the dismantling of oppression. This might mean volunteering with and financially supporting community organizations centered on diversity missions. This means staying in your lane when it comes to understanding the issues - you are not the expert. Listen, learn and follow.

3. Know that it is OK to be afraid and to be an ally anyway. In today's cancel culture, there is always the fear of saying or doing something wrong and losing everything as a result. Stepping into allyship requires vulnerability. The people you support might not always trust you; you might fear being called a racist or a sexist or some other term. This is the opportunity to consistently demonstrate you are not those things. This is the time to learn to give genuine apologies.

Allyship requires you to take on the risk of alienating those who seek to maintain the status quo. Allies often find themselves in the crosshairs of conflict with friends, family and colleagues. It is also an opportunity to build your own community of shared values. This might look like putting a Pride symbol in your window or on your advertisements. It can be publishing a statement of support for Black Lives Matter or adoption of the Equal Rights Amendment. Take a stand, and assume the risks.

4. Allyship requires you to use your privilege for the good of change. Privilege comes in many flavors - racial, gender, sexuality, ability and more. Allies recognize the areas in which their lives are unhindered by these demographic markers and how that reality grants unearned privilege.

Using that privilege can take many forms. If you are involved in organized veterinary medicine, you know the lack of diversity that persists in those spaces. Using your privilege means that you bring up issues related to diversity and inclusion, that you seek to create less exclusionary pathways for access to participation and leadership, and that you support the recognition of affinity groups across the profession. You do this because those for whom you advocate are absent in those spaces. Speak up in places where it matters.

5. Allyship requires that you fully commit to the effort to make change even if you do not fully understand what it is like to be oppressed. Members of marginalized populations are unable to change their identities to reduce their social oppression. Allies can, at any time, walk away from their advocacy, but they do not. Becoming an ally is a lifetime commitment to advocacy for justice and equality. It means bearing the full emotional burden of your marginalized friends, family and colleagues. It means making mistakes, apologizing and trying again and again.

In meetings where everyone else wants to gloss over issues related to diversity and inclusion, you insist on working through those issues. In moments of great discomfort when you are suddenly the lonely only in a space, you sit, stay, learn and help. It means that you constantly seek ways to be inclusive even when doing so is challenging. Allyship requires persistent work toward ideals. Stay and work toward inclusive change at all times.

Are You Ready?

Allyship is not easy. It is humbling, demanding and at times exhausting. It can be risky; it can feel dangerous. It requires disciplined study and a thirst for learning more about one's self and others. Despite these discomforts, allyship is integral for societal change.

Until those of us with privilege recognize the cost of that privilege to others, no real, substantive change is possible.

Now more than ever, I implore my colleagues in veterinary medicine to become allies to your professional colleagues and to the communities they serve. I promise you that your commitment and the work that stems from it will be worth the effort and the risk.
Diversity Toolbox columnist Dr. Lisa M. Greenhill is senior director for institutional research and diversity at the Association of American Veterinary Medical Colleges. AAVMC's "Diversity & Inclusion" podcasts are available at bit.ly/2APLtk4.
RESOURCES FOR ALLIES

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How to be an ally - Today's Veterinary Business

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This seems to be a crucible moment in our history. We are in the midst of a pandemic that brought most of the world to a screeching halt. We also were faced with the horrific video of an African American man, George Floyd, being killed on camera by law enforcement.

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Active Allyship: What Is It and Why Is It Important

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Active Allyship: What Is It and Why Is It Important

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Active allyship: what is it and why is it important

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Allyship is being discussed more and more frequently in the veterinary profession with mixed reactions. Tobias Hunter explains what being an ally means and how vets can begin their allyship journey towards a more inclusive profession

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When should you speak up as an ally? Sometimes this decision can be a difficult one to make. In the champion model, the ally’s role is to wield their privilege to make the far-reaching change that affected people would struggle to make on their own. Supporters of this model point out that affected people are tired from decades of fighting their own battles and educating people about their identities. Allies can shoulder some of that burden, freeing marginalized people to spend less time advocating for themselves and more time living their lives. In the assistant model, allies serve as helpers on projects led by others. Proponents of this model point out that affected people know best how to advance their own interests. For that reason, allies need to step back and “pass the mic” to affected people. To the extent allies bring their own ideas and voices to the table, it’s in a clearly subordinate role. The choice whether to be a “champion” or an “assistant” can be thorny. Here’s what you should consider: 1) Start by considering whether the affected person wants help at all. Social scientists have found that affected people can feel downcast when they receive unsolicited help without any evidence of need; 2) Assuming the affected person wants help, the next step is to consider whether they want the specific form of help you’re planning to offer. Follow the Platinum Rule, which is to “help others as they would wish to be helped.” In other words, just ask.

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Difference, Whiteness and The Group Analytic Matrix: An Integrated Formulation

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Difference, Whiteness and The Group Analytic Matrix: An Integrated Formulation

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Diversity and Inclusion On Air: From Bystander To Ally

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Diversity and Inclusion On Air: From Bystander To Ally

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Diversity and Inclusion on Air: From Bystander to Ally

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Making Sense of Microaggressions by Susan Cousins and Barry Diamond

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Making Sense of Microaggressions by Susan Cousins and Barry Diamond

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Buy Making Sense of Microaggressions by Cousins, Susan, Diamond, Barry (ISBN: 9781739955304) from Amazon’s Book Store. Everyday low prices and free delivery on eligible orders.

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Diversity and Inclusion: What's The Big Deal?

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Diversity and Inclusion: What's The Big Deal?

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By Anthony Chadwick BVSC CertVD MRCVS, Founder of The Webinar Vet

Looking for on-the-go content on all things veterinary? VETchat by The Webinar Vet brings you exclusive discussions with members all across the veterinary profession. From hot topical debates to mini CPD/CE lessons, we cover just about everything! Join us weekly to learn, be inspired, and be entertained. Hosted by veterinarian Anthony Chadwick.

Daniella Dos Santos and Navaratnam Partheeban - Diversity and Inclusion: What's the Big Deal?

VETchat by The Webinar VetJun 12, 2020

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Daniella Dos Santos and Navaratnam Partheeban - Diversity and Inclusion: What's the Big Deal? by VETchat by The Webinar Vet

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Joining Ben today is BVA president, Daniella Dos Santos and co-founder of British Veterinary Ethnicity and Diversity Society (BVEDS), Navaratnam Partheeban. In this incredibly important episode, Ben, Daniella and Theeb discuss diversity, inclusion and discrimination in its many forms across the veterinary profession.

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WE'RE BACK.

After taking a bit of a break over summer, we're back with even more episodes and amazing guests telling you their story.

To ease back into the swing of things, we thought we'd start with a really light and easily digestible topic...race.

To some it's surprising that this is still a conversation that needs to be had, and for others, it's a reality that they don't have a choice but to engage in.

What does it mean to be politically black? How do you dismantle the model minority trope in East Asian communities? Maybe you're still confused as to why 'All white people are racist' is true, and if so, you should definitely hit play.
Special thanks to Rachel Jones for helping with this episode
//CONTACT US//CALL US IN//BE A GUEST//SUGGEST A TOPIC// @KickKyriarchy kickingthekyriarchy@gmail.com www.kickingthekyriarchy.org Kicking the Kyriarchy

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WE'RE BACK. After taking a bit of a break over summer, we're back with even more episodes and amazing guests telling you their story. To ease back into the swing of things, we thought we'd start with a really light and easily digestible...

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www.affinityfutures.com

Equity, Diversity and Inclusion training, consultancy and support by veterinary professionals for veterinary professionals.

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British Veterinary LGBT+ Society (BVLGBT+)

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British Veterinary LGBT+ Society (BVLGBT+)

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www.bvlgbt.org

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British Veterinary Chronic Illness Support (BVCIS)

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British Veterinary Chronic Illness Support (BVCIS)

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www.bvcis.com

Veterinary Spoonholders Facebook Group

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British Veterinary Chronic Illness Support

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Welcome to the British Veterinary Chronic Illness Support (BVCIS) website! BVICS exists to support veterinary staff who are living and working the all kinds of chronic illness. We are a peer-lead organisation, run by spoonies, for spoonies. We aim to to mutually support and encourage one another, and to provide practical advice on living and working with ill-health.

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British Veterinary Ethnicity and Diversity Society (BVEDS)

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British Veterinary Ethnicity and Diversity Society (BVEDS)

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www.bveds.com

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We are proud to be finalists for the National Diversity Awards 2020 in the Community Organisation Award for Race, Faith and Religion .

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www.animalaspirations.com

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www.mcvma.org

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Association of Asian Veterinary Medical Professionals (AAVMP)

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Association of Asian Veterinary Medical Professionals (AAVMP)

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www.aavmpg.org

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Association of Asian Veterinary Medical Professionals

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AAVMP Home | Association of Asian Veterinary Medical Professionals

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Welcome to the Association of Asian Veterinary Professionals (AAVMP). Check out our Instagram @asiansinvetmed

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Latinx Veterinary Medical Association (LVMA)

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Latinx Veterinary Medical Association (LVMA)

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www.latinxvma.org

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About The Latinx VMA

The Latinx Veterinary Medical Association was founded in February 2020 by Yvette Huizar and Juan S. Orjuela. Growing up, they experienced a lack of Latinx representation in the veterinary profession. The absence of role models and support made their journey in veterinary medicine challenging, and at times discouraging. They also observed how language and cultural barriers impacted client education and patient care. The Latinx VMA was created to form a community of Latinx excellence in veterinary medicine. Our community welcomes veterinarians, veterinary professionals, students, and clients. We are also proud to welcome allies that are invested in furthering our mission.

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Latinx Vet Medicine Community | Latinx Veterinary Medical Association

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The Latinx Veterinary Medical Association was founded in February 2020 by Yvette Huizar and Juan S. Orjuela. Growing up, they experienced a lack of Latinx representation in the veterinary profession. The absence of role models and support made their journey in veterinary medicine challenging, and at times discouraging.

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www.blackdvmnetwork.com

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Connect with Black Veterinarians | BlackDVM Network

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BlackDVM Network is a networking community that serves as a safe space for Black veterinarians, technicians and assistants to connect, learn and empower one another.

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National Association for Black Veterinarians (NABV)

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National Association for Black Veterinarians (NABV)

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www.nabvonline.org

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Canadian Collective for Equity in Veterinary Medicine (CCEVM)

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Canadian Collective for Equity in Veterinary Medicine (CCEVM)

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www.ccevm-ccemv.ca

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Veterinarians as One Inclusive Community for Empowerment (VOICE)

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Veterinarians as One Inclusive Community for Empowerment (VOICE)

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Pride Veterinary Medical Community (PrideVMC)

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Pride Veterinary Medical Community (PrideVMC)

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www.pridevmc.org

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PrideVMC Mission & Vision

The mission and purpose of PrideVMC is to create a better world for the LGBTQ+ veterinary community.

Our vision is an empowered LGBTQ+ veterinary community that embraces wellbeing by being their authentic selves.
Strategic Priorities

1. Education and advocacy for LGBTQ+ inclusion and diversity.

2. Student empowerment through leadership development and mentorship.

3. Member recruitment, engagement and outreach.

Our foundational priority is strategic partnership because we know we can accomplish more together.

The mission of PrideVMC is to create a better world for the LGBTQ+ veterinary community..

Calendar

PRIDE VMC will list an entire range of events happening around the country. Please check our calendar page often for the latest events and happenings.

PRIDE VMC will list an entire range of events happening around the country. Please check our calendar page often for the latest events and happenings.

Membership

Membership in Pride VMC is open to anyone regardless of occupation, education, sex or sexual orientation. For the full voting rights and privileges assigned to various types of members, see our By-laws.

Your membership dues support our many programs for LGBT veterinarians, technicians, veterinary practices and students. Among other things, membership ALSO entitles you to:

Access to the Members Only section of this website

Access to our new Job site

Inclusion in our online Membership Directory, which is confidential and available only to members in good standing

Pride VMC's Newsletter

Placement of ad in the newsletter and/or on website

Merchandise

Coming Soon! Check back in for merchandise featuring our new logo as well as a special edition SF Pride edition t-shirt!

Stay up to date. Sign up for our Newsletter Now.

Sign up for the newsletter of Pride VMC!

(Don't worry, we won't give or sell, rent or share your email or name with anyone else.)

Titanium $50,000 |Diamond $25,000 | Gold $15,000 | Silver $10,000 | Emerald $5000 | Ruby $2500 | Sapphire <$2500
For more information, contact us at info@pridevmc.org

About Us

Pride VMC, formerly the Lesbian and Gay Veterinary Medical Association (LGVMA), fosters acceptance & inclusivity for people of all sexual orientations and gender identities within the veterinary medical profession.

New Strategic Focus:

Fight discrimination against LGBTQ people in the veterinary medical profession;

Build collaborative networks for the LGBTQ veterinary medical community;

Support LGBTQ students in veterinary medicine through mentorship, program development, and scholarships.

Vision

Our vision is a veterinary profession in which we all live to our full potential, both personally and professionally, conduct our lives openly and with integrity, and freely share our experience and wisdom for the betterment of and care for ourselves, our profession, our clients and all animals.

Contact Us

We want to hear from you. Please contact us with any questions, suggestions or inquiries.

Sign up for our Free Newsletter

Send us your digits and we will sign you up to receive our free newsletter that will keep you up-to-date on all the great information and events coming your way from PrideVMC!

©2019 PrideVMC | 584 Castro Street, #492 | San Francisco, CA 94114, USA
info@pridevmc.org

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The mission and purpose of PrideVMC is to create a better world for the LGBTQ+ veterinary community. Our vision is an empowered LGBTQ+ veterinary community that embraces wellbeing by being their authentic selves. Strategic Priorities Education and advocacy for LGBTQ+ inclusion and diversity. Student empowerment through leadership development and mentorship.

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Australian Rainbow Vets and Allies (ARVA)

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Australian Rainbow Vets and Allies (ARVA)

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www.arva.org.au

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Our Members Say

"My partner and I had our graduation today. Two baby LGBT+ new grad vets stepping out into the world"

- Dr Charlotte DVM, (they/them)

WHO CAN JOIN?

Anyone can join ARVA as long as they are involved in the veterinary
industry. Those who identify as LGBTQIA+ can join as full members
whilst those who are Allies are welcome to join as associate members.

THANKS TO OUR PLATINUM SPONSORS

THANKS TO OUR GOLD SPONSORS

THANKS TO OUR SILVER SPONSORS

THANKS TO OUR BRONZE SPONSORS

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Home | Australian Rainbow Vets and Allies

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A social and networking community group for Australian LGBTQIA+ Veterinary Professionals and their allies!

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This guide is created to help anyone learn how to use people’s correct pronouns. Everyone in your school community should engage in learning, educating, and advocating for the inclusive use of pronouns for all.

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International Pronouns Day
Pronouns are used in every day speech and writing to take the place of people's names. We frequently use them without thinking about it. Often, when speaking of someone in the third person, these pronouns have a gender implied. These associations are not always accurate or helpful.

Mistaking or assuming peoples' pronouns without asking first, mistakes their gender and sends a harmful message. Using someone's correct gender pronouns is one of the most basic ways to show your respect for their identity. Join the LGBT Resource Center as we aim to advance the knowledge of using everyone's correct gender pronouns and strive for a more inclusive environment at UCSF.

Pronouns are words that refer to either the people talking (like you or I) or someone or something that is being talked about (like she, they, and this). Gender pronouns (like he or them) specifically refer to people that you are talking about.

People may choose to use a variety of pronouns. Below is a list of some commonly used pronouns and how they are used:

This is not an exhaustive list. It is good practice to ask which pronouns a person uses.

The University of California's nondiscrimination policy includes protections for sex and gender identities. A key element of creating a safe space for people of all sexes and gender identities is the respectful use of gender pronouns.

The UCSF PRIDE values set a clear direction for all members of the UCSF community to appreciate and celebrate differences in others, creating an environment of equity and inclusion with opportunities for everyone to reach their potential.

Asking UCSF community members what their gender pronouns are and consistently using them correctly is one of the most basic ways to show your respect for their gender identity. This can determine within the first few minutes if they will feel respected at UCSF or not.

Discussing and correctly using gender pronouns sets a tone of allyship. It can truly make all of the difference, especially for new community members that may feel particularly vulnerable in a new environment.

You can't always know what someone's gender pronoun is by looking at them. When someone is referred to with the wrong pronoun, it can make them feel disrespected, invalidated, dismissed, alienated, or hurt.

Many people may be learning about gender pronouns for the first time, so this will be a learning opportunity for the UCSF community. You will be setting an example for your colleagues.

Incorporate gender pronouns in everyday use, with these strategies:

Edit your email signature to include your pronouns

Verbal introductions and check-ins are great opportunities to solicit gender pronouns. As names and pronouns can change over time, it is preferable to regularly incorporate these questions into meetings and introductions. Asking about a person's pronouns may initially feel awkward or uncomfortable, but it is preferable to making hurtful assumptions and using the wrong pronoun. Here are some ways you can do this:

"What pronouns do you use?"

"How would you like me to refer to you?"

"How would you like to be addressed?"

"Can you remind me which pronouns you like for yourself?"

"My name is Joshua and my pronouns are he, him, and his. What about you?"

Wear your pronouns sticker on your UCSF ID badge.

Update your pronouns on the UCSF directory.

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International Pronouns Day Pronouns are used in every day speech and writing to take the place of people's names. We frequently use them without thinking about it. Often, when speaking of someone in the third person, these pronouns have a gender implied. These associations are not always accurate or helpful.

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Research from TransActual Our Transition Access Survey 2022 is a report on over 1,000 trans people’s experiences of accessing (or trying to access) transition-related care in the UK. Read the Report Find out more about us and our work Find out about the lived experiences of trans and non-binary people Read our crowd-sourced explanation of…

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Gender Identity Research and Education Society (GIRES)

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Gender Identity Research and Education Society (GIRES)

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GIRES is a UK wide organisation whose purpose is to improve the lives of trans and gender diverse people of all ages, including those who are non-binary and non-gender.
GIRES is a volunteer operated membership charity that, in collaboration with the other groups in its field, hears, helps, empowers and gives a voice to trans and gender diverse individuals, including those who are non-binary and non-gender, as well as their families.

We use evidence from individuals' lived experiences, combined with scientific research into gender identity development, to educate all those who are able to improve trans and gender diverse individuals' wellbeing. We contribute to policy development regarding equality and human rights for individuals, especially in healthcare.

We also deliver training, e-learning and information to public and private sector organisations, including supporting trans and gender diverse employees or students.

Please download our leaflet, Information and support for trans, non-binary and non-gender people (PDF, 525KB), for a starting point of discovery.

News

Gender Inclusion Network

5th October 2021
This release is distributed by Trans media Watch on behalf of the Gender Inclusion Network:
The Gender Inclusion Network (GIN), a major new global movement, dedicated to countering anti-trans propaganda at home and abroad, and spear-headed by academics in UK universities, was launched this week by Professor Sally Hines, Chair of Sociology at the University of Sheffield and Dr. Natacha Kennedy, Lecturer in Education at Goldsmiths, University of London. Read more

Joint Letter from USPATH and WPATH

12th October 2021

The United States Professional Association for Transgender Health (USPATH) and the World Professional Association for Transgender Health (WPATH) stand behind the appropriate care of transgender and gender diverse youth, which includes, when indicated, the use of "puberty blockers" such as gonadotropin releasing hormone analogs and other medications to delay puberty, and, when indicated, the use of gender- affirming hormones such as estrogen or testosterone. Guidelines for the assessment of transgender and gender diverse youth, as well as for the use of pubertal delay and gender affirming hormone medications have been published by reputable professional bodies, including the Endocrine Society, the World Professional Association for Transgender Health, and the American Psychiatric Association.

USPATH and WPATH support scientific discussions on the use of pubertal delay and hormone therapy for transgender and gender diverse youth. We believe that such discussions should occur among experts and stakeholders in this area, based on scientific evidence, and in fora such as peer-reviewed journals or scientific conferences, and among colleagues and experts in the assessment and care of transgender and gender diverse youth. USPATH and WPATH oppose the use of the lay press, either impartial or of any political slant or viewpoint, as a forum for the scientific debate of these issues, or the politicization of these issues in any way. Furthermore, individual decisions about gender- affirming interventions and treatments for transgender and gender diverse youth should be made only among the patient, their parent(s) or guardian(s), their medical and mental health provider(s), and any other identified stakeholders on a case-by-case basis, and opposes any attempts to dictate or restrict, by statute, judiciary, or otherwise, access to such treatment when recommended according to accepted standards and guidelines.

The Court of Appeal overturns High Court Judgment

17th September 2021

The Court of Appeal has today told the High Court that it got Bell-v-Tavistock-Judgment made in December 2020, wrong. The decision today has reinstated the test of Gillick and re-emphasised that it is for the clinician together with the patient and the family to make decisions on a case-by-case basis. It was not for the court to make generalisations about consent at different ages, nor should the court be routinely part of the consent process for puberty blockers. The Court of Appeal full and summary judgements: Bell-v-Tavistock-judgment-170921 Court of Appeal Judgment and Bell-v-Tavistock-judgment-170921 Court of Appeal Summary

Terry Reed OBE, JP, BA (Hons), MCSP, SRP, Grad. Dip. Phys.

On 20 th June, 2021, Terry Reed finally lost her long battle with Cancer and we, GIRES, and the wider transgender community, lost one of their fiercest, and most able advocates.

Terry entered the field of gender advocacy in 1997, when she and her husband Bernard, helped their gender diverse daughter win a landmark sex discrimination case. They then established GIRES and have been active ever since. In particular, Terry has been a member of WPATH and has been instrumental in several positive changes to transgender health care best practise. Her grit and determination meant she never gave up on the causes close to her heart, or on life. She was still contributing actively, to the work of GIRES, to the very end.

Everyone who's life she touched felt enriched by knowing her. She will leave a vacuum in our lives that can never be filled. Our thoughts turn to Bernard, her loving husband and to her surviving family, in this time of their great loss, but Terry will live for ever in our memories, where she will be held with love, respect and gratitude.

Cat Burton

GIRES Chair

Celebrating Infinitely Diverse Gender Expressions

A few of GIRES' friends colleagues and supporters.

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Gender Identity Research & Education Society

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GIRES is a UK wide organisation whose purpose is to improve the lives of trans and gender diverse people of all ages, including those who are non-binary and non-gender. GIRES is a volunteer operated membership charity that, in collaboration with the other groups in its field, hears, helps, empowers and gives a voice to trans and gender diverse individuals, including those who are non-binary and non-gender, as well as their families.

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Gendered Intelligence is a registered charity (1182558) that works to increase understandings of gender diversity and improve the lives of trans people.

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Supporting Transgender and Gender Diverse People In The Workplace

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Supporting Transgender and Gender Diverse People In The Workplace

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Supporting Transgender and Gender Diverse People in the Workplace

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A resource to help non-profit organisations make their workplaces more inclusive and supportive of transgender and gender diverse people.

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Supporting Intersex Inclusion In The Workplace

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Supporting Intersex Inclusion In The Workplace