Resources for Public Authorities
GIRES has developed three e-learning resources:
1 - For GPs - Gender Variance
We are very pleased to let you know that the new Gender Variance e-learning course, developed and funded by the Gender Identity Research and Education Society (GIRES), is live on the Royal College of General Practitioners (RCGP) website.
This resource is designed to help GPs respond to the needs of adults and young people experiencing gender dysphoria. The numbers of trans people presenting for medical help are rising rapidly with waiting lists for access to specialist providers growing longer. The mental health of those unable to access treatment is likely to deteriorate gravely. GPs have a crucial role in providing appropriate medical care, leading to very positive outcomes.
The course will also enable all trans people, including those who are non-binary or non-gender, to engage positively with their GPs when seeking medical help.
GIRES is immensely grateful to the RCGP and the many individual contributors to this project.
The resource can be accessed here:
This quicklink should take the learner to the summary page of the course and if they select 'Start Gender Variance' the page will route them through to a login page – if the learner is not registered with the eLearning Platform they are given the option to register for free after which they will be able to access the course (free of charge). Although the registration form asks for GMC or NMC number this is not a required field and can be left blank allowing any one to access the course.
Please let us know if you experience any difficulties in gaining access to this resource: firstname.lastname@example.org
2 - Caring for Gender Nonconforming Young People
Working in partnership with GIRES, Surrey and Borders Partnership NHS Foundation Trust has created an e-learning course to help professionals and families understand the needs of these young people
The course is free, is easily accessible online and takes around 45 minutes to complete. It is designed for healthcare staff of all levels and disciplines (not just those working in mental health), as well as support staff and those from the private healthcare sector. It is also suitable for people working in education and provides information for the families of these young people. It provides an optional test, as well as a certificate of completion that enables users to earn CPD points.
3 - Transgender Awareness for Employers and Service Providers
GIRES is grateful for the funding that the Department for Communities and Local Government committed to support the development of this e-learning resource . The resource is intended for use by organisations in the public and private sectors.
This course starts with an introduction to our e-learning resource and a menu screen.
There are three different modules
- Module 1 is a general introduction to gender variance, for example explaining basic terminology
- Module 2 covers how to create trans-inclusive workplaces and specific guidance on how to support an employee who transitions at work
- Module 3 covers how to provide trans-inclusive services to the general public
You can choose to complete the modules in any order, and they can be completed independently, however it is recommended that you complete Module 1 (Introduction to gender variance) prior to completing the other two modules. Modules take approximately 20-30 minutes each to complete. This resource does not not provide a test and certificate of completion.
If you have any suggestions that you feel would increase the value of the resource, please
Monitoring Gender Nonconformity
Public authorities in England, and those contracted to provide services on their behalf, are required to undertake the specific duties that arise from the Equality Act (2010). These include publishing relevant information about employees and service users who are protected by the gender reassignment characteristic. To help with this, GIRES has published a quick guide that updates and summarises the more extensive GIRES guidance on meeting these obligations.
Findings of a study undertaken for EHRC, available from their website based on an analysis of 36 telephone interviews with, and 60 online survey responses from, a cross-section of English, Scottish and Welsh public bodies. The participants represent a snapshot of a variety of public bodies from a range of sectors and geographical areas, rather than a scientifically chosen, statistically representative sample. In order to identify good practice examples, public bodies were also targeted who were known to have taken an interest in transgender work.
The phone interviews and online survey responses confirm that there is considerable confusion among public sector staff about the appropriate use of trans terminology. It is arguable that uncertainty over appropriate terminology is suggestive of a more fundamental gap in knowledge and understanding of the many different gender identities that fall under the transgender umbrella and the full breadth of issues faced by different trans people. These gaps are also evident in the many misunderstandings about the scope of their duties (particularly in context of changed duties and in how to incorporate human rights) and the lack of consensus about the best way to incorporate trans equality in schemes.
GIRES published a brief report on the status of local authorities' support of trans people and their families. and their compliance with the legal position:
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