GIRES commitment to and policy on equality is applied to all our working practises and services
GIRES Values and Principles
Accessibility is about providing services that:
- Are designed and delivered in a way that accommodates differing experiences and requirements.
- Actively include all trans and gender diverse people.
- Remove barriers to access.
Valuing cultural diversity
Valuing Cultural Diversity is about recognising that:
- Our trans and gender diverse communities have many identities, with many levels of intersection and shared characteristics including age, culture, disability, ethnicity, faith and belief, language, nationality, sexual orientation, and sex.
- There are a number of additional areas of people’s lives which add to cultural diversity that should also be recognised as these can have a positive impact on the way that people’s culture is valued and respected; health differences, socio-economic factors, geographic location, life experiences, personal interests, skills, needs and value. These differences must be both respected and promoted.
- Actively promoting diversity can help build trust and confidence in our organisation amongst trans and gender diverse communities.
- Recruiting diverse volunteers and staff to generate a richer mix of ideas, talents, and skills.
- The LGBTQ+ sector is more efficient, effective, and accountable when decision-making is reflective of the diverse views of the communities we serve.
Promoting Participation looks like:
- Trans and gender diverse organisations developing policies, processes and services with the involvement and leadership of the people who will be affected by them.
- Working with groups that are under-represented to establish structures for participation.
- Ensuring they have an active role in shaping trans and gender diverse organisations and the wider sector.
- Encouraging collaboration, openness, and accountability in all that we do.
Promoting equity of opportunity
- Recognising that not all Trans and gender diverse people and communities have the same access to services.
- Recognising that experiences of accessing services may be poorer because of structural oppressions and institutional discrimination.
- Recognising that some people and communities commonly experience unequitable access to employment, training opportunities and are under-represented in the workforce, particularly at senior level, because of oppression and institutional discrimination.
- Making changes to our organisations and wider society to treat people fairly and without bias, remove barriers, and create equitable chances for everyone to participate, achieve and benefit.
Creating inclusive communities
- Creating communities with diversity and intersectionality at their core.
- Where the totality of people’s identities is recognised and valued.
- Working to eliminate all discrimination, inequality, and injustice so that all trans and gender diverse people can feel safe and valued.
- Providing opportunities for people to develop positive connections with people who are different to themselves.
Working towards eliminating disadvantage and exclusion
- Supporting trans and gender diverse people and communities who experience disadvantage and exclusion, giving them a platform to amplify their voices.
- Recognising, listening to believing and not diminishing people’s experience of discrimination / oppression.
- Proactively working to reduce / eliminate incidences of institutional discrimination in our organisations and communities.
- Actively challenging all acts of discrimination, exclusion, and injustice.
Learn about equity and inclusion
- Recognising our own power, privilege and unconscious biases and working to reduce the negative impact these may have on people and groups.
- Educating ourselves about equity and inclusion issues in order to implement them when designing and delivering our work.
- Recognising the need to facilitate equal access to resources and learning in accessible formats.