Trans Ally Guidance Exploring Gender Identity & Expression
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Foreword Over the last few years we have seen a growth of understanding for the trans community and the emergence of new terms such as non-binary and gender identity. There are now many visible role models and illustrations of trans people in the media. The UK Government estimate that there are approximately 200,000-500,000 trans people in the UK. And yet: •
41% of trans men and trans women said they had experienced a hate crime or incident because of their gender identity in the last 12 months. [Stonewall]
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25% of trans people had experienced homelessness at some point in their lives. [Stonewall]
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67% of trans respondents saying they had avoided being open about their gender identity for fear of a negative reaction from others. [UK Government]
In 2018 both the Scottish and UK Government ran a public consultations on how best to reform the Gender Recognition Act (GRA). Initial responses have been published by the Scottish Government, results from UK are expected to be published later in 2019. From the Scottish public consultation: •
The majority of respondents (60%) who answered the question, agreed with the Scottish Government proposal to introduce a self-declaratory system for legal gender recognition.
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A majority of respondents (62%) who answered the question said that Scotland should take action to recognise non-binary people.
We can therefore see that the mood of the general public is supportive of allowing trans people to formally self-identify. Page 1
LGBT Insurance Network, Link We also need to consider the impact of the next generation of talent entering the workforce: Generation Z. What are their expectations of their workplace? A recent IPSOS Mori study “Beyond Binary” shows: “Similar to their opinions on sexuality, Generation Z seem to see a spectrum of gender identities – with evidence that gender neutrality is more of a norm among young people than it was for Millennials. In 2016 in the US, three quarters (74%) of Generation Z (13-20) said they are more accepting of nontraditional gender identities than they were a year ago – compared with 64% of younger Millennials (21-27). And well over half (56%) said they knew someone who uses non gender-binary terms (they/them/ze etc.), compared with 47% of younger Millennials (21-27) and 43% of older Millennials (28-34).” Will we be forcing this generation into the closet? Or will Generation Z be driving change? This guidance document is designed to provide information for people interested in becoming a better ally to the trans community and provide basic concepts and terms. As you will read, this topic is complex and evolving. The one reliable truth is that we will all make mistakes, but if you apply empathy and compassion, people will see this and work with you.
Theresa Farrenson LGBT Insurance Network
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Genderbread Person Used by, and contributed to by, countless people around the world and throughout the decades, the Genderbread person (and all of the different evolutions of it, and ideas it evolved from) is a wonderful way to start an important conversation. It is uncopyrighted and can be used by everyone.
The basics: Sex and gender are not the same thing. Sex is a classification system using biological factors, it is a scientific conclusion drawn from a person’s internal and external physical characteristics. But the scientific understanding of sex is constantly evolving: it is now understood that ‘male’ and ‘female’ are not the only two options. Gender Identity is your internal experience of your identity, it is how you feel. Gender identity is commonly rooted in societal ideas about masculinity and femininity, but there are gender identities that reject masculinity and femininity and stand outside of those. Everyone has a gender identity, including you. For trans people, their sex assigned at birth and their gender identity are not the same. Gender Expression/Presentation: The physical manifestation of one’s gender identity through clothing, hairstyle, voice, body shape, etc. (typically referred to as masculine or feminine). Many trans people seek to make their gender expression (how they look) match their gender identity (who they are), rather than their sex assigned at birth. Someone with a gender nonconforming gender expression may or may not be trans.
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Terminology This is not intended to be a complete list. Language and understanding around sexual orientation, gender identity and expression is constantly evolving. Below are terms that are commonly used when referring to gender identity and expression. There are many more terms that relate to sexual orientation, a great resource is: https://www.itspronouncedmetrosexual.com/2013/01/acomprehensive-list-of-lgbtq-term-definitions
Remember: We all make mistakes. If compassion and empathy are employed others will see your intent. Do not be embarrassed if you are gently corrected. Agender: An umbrella term encompassing many different genders of people who commonly do not have a gender and/or have a gender that they describe as neutral. Many agender people are trans. As a new and quickly-evolving term, it is best you ask how someone defines agender for themselves. Ally: Someone who advocates and supports a community other than their own. Allies are not part of the communities they help. Cisgender/cis: The term for someone who exclusively identifies as their sex assigned at birth. The term cisgender is not indicative of gender expression, sexual orientation, hormonal makeup, physical anatomy, or how one is perceived in daily life. Note that cisgender does not have an “ed” at the end. The prefix of cis- is derived from the Latin meaning “on the same side of” and is not a pejorative term. Drag: Drag Kings and Drag Queens are people who play with gender expression for performance purposes. People who perform drag are not necessarily trans and not all drag artists support the trans community. Gender Fluid: A changing or “fluid” gender identity. The fluidity of an identity can be felt at any time or in response to certain circumstances. Page 5
LGBT Insurance Network, Link Genderqueer: An identity commonly used by people who do not identify or express their gender within the gender binary. Those who identify as genderqueer may identify as neither male nor female, may see themselves as outside of or in between the binary gender boxes, or may simply feel restricted by gender labels. Many genderqueer people are cisgender and identify with it as an aesthetic. Not everyone who identifies as genderqueer identifies as trans or nonbinary. Similar terms: Gender non-conforming, Gender variant Heteronormative / Heteronormativity: These terms refer to the assumption that heterosexuality is the norm, which plays out in interpersonal interactions and society and furthers the marginalization of queer people. Intersex: Describing a person with a less common combination of hormones, chromosomes, and anatomy that are used to assign sex at birth. There are many examples such as Klinefelter Syndrome, Androgen Insensitivity Syndrome, and Congenital Adrenal Hyperplasia. Parents and medical professionals usually coercively assign intersex infants a sex and have, in the past, been medically permitted to perform surgical operations to conform the infant’s genitalia to that assignment. This practice has become increasingly controversial as intersex adults speak out against the practice. The term intersex is not interchangeable with or a synonym for trans (although some intersex people do identify as trans). Misgender see Pronouns Nonbinary (Also Non-Binary): Preferred umbrella term for all genders other than female/male or woman/man, used as an adjective (e.g. Jesse is a nonbinary person). Not all nonbinary people identify as trans and not all trans people identify as nonbinary. Sometimes (and increasingly), nonbinary can be used to describe the aesthetic/presentation/expression of a cisgender or transgender person. Pronouns are tiny but mighty: he/him/his, she/her/hers, they/them/theirs. A pronoun is the word you use instead of someone’s name to refer to them when they’re not in the room. Misgendering a person is when you assume someone’s gender incorrectly, must commonly this is through the use the wrong pronoun. Page 6
LGBT Insurance Network, Link But there are ways round this by using gender neutral pronouns like zie and zir or they (when someone is visiting and you don’t know their gender, we commonly use they eg “they’ll be here soon”). There are also other pronoun options available, such as zie and zir however it’s always better to ask before assuming someone’s pronoun. Pronoun Round: A practice where everyone in the room introduces themselves and states their pronoun. This can be a very small but very powerful practice to show your support for the trans community. If you do a pronoun round, everyone (including all the cis people) should introduce themselves and provide their pronouns. Queer: A term for people of marginalized gender identities and sexual orientations who are not cisgender and/or heterosexual. This term has a complicated history as a reclaimed slur. Sex Assigned At Birth: The assignment and classification of people as male, female, intersex, or another sex assigned at birth often based on physical anatomy at birth and/or karyotyping. Sexual Orientation: A person’s physical, romantic, emotional, aesthetic, and/or other form of attraction to others. In Western cultures, gender identity and sexual orientation are not the same. Trans people can be straight, bisexual, lesbian, gay, asexual, pansexual, queer, etc. just like anyone else. For example, a trans woman who is exclusively attracted to other women would often identify as lesbian. Trans, Transgender: Encompassing terms for many gender identities of those who do not identify or exclusively identify with their sex assigned at birth. The term transgender is not indicative of gender expression, sexual orientation, hormonal makeup, physical anatomy, or how one is perceived in daily life. Note that transgender does not have an “ed” at the end. Transsexual is no longer in use, however some trans people may use it to use it for themselves. Avoid unless used in a direct quote or in cases where you can clearly explain the term's meaning in the context of your story. Page 7
LGBT Insurance Network, Link Transition: A person’s process of developing and assuming a gender expression to match their gender identity. Transition can include: coming out to one’s family, friends, and/or co-workers; changing one’s name and/or sex on legal documents; hormone therapy; and possibly (though not always) some form of surgery. It’s best not to assume how one transitions as it is different for everyone. Transphobia: Systemic violence against trans people, associated with attitudes such as fear, discomfort, distrust, or disdain. This word is used similarly to homophobia, xenophobia, misogyny, etc. Trans Woman / Trans Man: Trans woman generally describes someone assigned male at birth who identifies as a woman. This individual may or may not actively identify as trans. It is grammatically and definitionally correct to include a space between trans and woman. The same concept applies to trans men. Often it is good just to use woman or man. Sometimes trans women identify as male-to-female (also MTF, M2F, or trans feminine) and sometimes trans men identify as female-to-male (also FTM, F2M, or trans masculine). Please ask before identifying someone. Use the term and pronouns preferred by the individual.
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Terms to avoid & alternative suggestions Problematic
Preferred
"transgenders", "a transgender"
"trans people", "a trans person"
Transgender should be used as an adjective, not as a noun. Do not say, "Tony is a transgender," or "The parade included many transgenders."
For example, "Tony is a trans man," or "The parade included many trans people."
"transgenderism"
"being trans"
This is not a term commonly used by transgender people. This is a term used by anti-transgender activists to dehumanize transgender people and reduce who they are to "a condition."
Refer to being trans, or refer to the trans community.
"sex change," "pre-operative," "postoperative
“transition�
Referring to a "sex-change operation," or using terms such as "pre-operative" or "post-operative," inaccurately suggests that a person must have surgery in order to transition. Avoid overemphasizing surgery or medical procedures when discussing transgender people or the process of transition. "biologically male," "biologically female," "genetically male," "genetically female," "born a man," "born a woman"
"assigned male at birth," "assigned female at birth" or "designated male at birth," "designated female at birth"
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LGBT Insurance Network, Link Problematic phrases like those above are reductive and overly-simplify a very complex subject. As mentioned above, a person's sex is determined by a number of factors - not simply genetics - and a person's biology does not "trump" a person's gender identity. Finally, people are born babies: they are not "born a man" or "born a woman."
Also, when referring to someone when they were a child, refer to them as a child rather than specifying a boy or a girl.
"passing" and "stealth"
"visibly trans," "not visibly trans"
While some transgender people may use these terms among themselves, it is not appropriate to repeat them in mainstream media unless it's in a direct quote. The terms refer to a transgender person's ability to go through daily life without others making an assumption that they are transgender. However, the terms themselves are problematic because "passing" implies "passing as something you're not," while "stealth" connotes deceit. When transgender people are living as their authentic selves, and are not perceived as transgender by others, that does not make them deceptive or misleading.
Although you may use the above terms, think carefully about why you’re identifying someone as visibly trans. The common courtesy that you afford to cis people should also apply to trans people, for example, if you are commenting on how attractive a trans person is, you shouldn’t need to qualify that.
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Trans / Gender Identity Interactive: https://prezi.com/yvqu4hrcexig/gender-identity-expression-map/
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Top Tips Recommendations •
Ensure an active ally programme – don’t underestimate impact!
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Don’t re-invent the wheel.
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Leverage partners across other organisations.
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Intersectionality - ensure T is represented in LGBT.
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Promote discussion, engagement & education on trans topics.
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Be a visible ally & attend trans events.
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Implement trans inclusive policies.
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Ensure healthcare is fully trans inclusive.
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Support the use of non-binary titles (Mx).
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Refer to people using gender neutral pronouns if you don’t know their pronouns (instead of saying he or she, just say they).
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Provide training to support trans employees (HR, D&I, managers).
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Ensure you have role models at all levels (or borrow them).
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Advocate to have at least one gender neutral toilet available for people not be comfortable using the gendered toilets.
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As often as possible, ask politely what pronouns and name a person uses when referring to them. “What would you like to be called?” “What are your pronouns?” This should be applied to both cis people and people you perceive as trans.
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Respect the rights of trans people to define themselves.
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Educate yourself on issues that are of importance to trans individuals and communities.
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Educate other potential allies about trans issues and allyship.
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Ask questions respectfully; recognize that it may take a lot of energy and courage for trans people to hear and answer your questions and
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LGBT Insurance Network, Link they are justified in not answering any questions that make them uncomfortable. •
Be open to discussions about gender and how it affects situations in your life and in the loves of those around you.
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Be supportive and a good listener.
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If you don’t know the answer, try to find someone who does (Link, incompany business resource groups, trans support groups).
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Take trans people and their concerns seriously, even if you do not understand their concern or why it is so important to them.
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Challenge gender assumptions and transphobia whenever possible.
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Accord trans people the same credibility, privacy, respect and courtesy that you would desire.
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Incorporate trans issues and individuals into your conversations and work.
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Be a visible ally by using trans-friendly language, such as “he, she or they,” or “men, women and non-binary people.” Or “people of all genders”.
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Be prepared ahead of time to address the concerns of trans individuals, including questions about resources, facilities, policies, etc.
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Focus on accommodating the situation to the person, rather than the person to the situation.
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View trans as a positive identity rather than a tragic or confused situation.
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Consider donating money to charities that specifically support trans people, they are far less likely to receive financial support than other charities.
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Don’t •
If someone tells you they are trans, never ever reveal to anyone else that without the person’s express permission.
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Assume an individual’s sex or gender identity based upon their appearance.
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Refer to a trans person as “it” or as a “he-she” or “she-he,” unless the
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Put the chosen name, chosen pronouns, or self-identification of a
individual has specifically asked you to refer to them in such a manner. transgender person in quotation marks; this conveys a belief that the individuals chosen name, pronoun or identity is ultimately invalid or false. •
Ask trans people about their body, genitalia or sex lives in any situation where you would not ask a bio boy or genetic girl about their body, genitalia or sex life.
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Assume that, because you cannot visually identify anyone in a room as trans, there are no trans people present.
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Question a trans person’s assessment of their identity or experience
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Question a trans person’s assessment of whether an incident was transphobic: it is highly likely that they are much more practiced than you are in recognizing transphobia and its impact on their life.
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Place labels on individuals; mirror their language and self-identification instead.
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For more support
Mermaids is passionate about supporting children, young people, and their families to achieve a happier. They work to raise awareness about gender nonconformity in children and young people amongst professionals and the general public. Mermaids campaign for the recognition of gender dysphoria in young people and lobby for improvements in professional services. www.mermaidsuk.org.uk | @Mermaids_Gender
Global Butterflies have worked with some of the largest companies in the UK, USA and Canada delivering trans* inclusivity programmes. They offer a number of training solutions but are very happy to work alongside any trans* initiatives that you are undertaking. They passionately believe that companies who undertake trans-inclusivity training will perform better, as their whole workforce will be positivity affected. globalbutterflies.com | @Glo_Butterflies
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MindOut is a mental health service run by and for lesbians, gay, bisexual, trans, and queer people. They work to improve the mental health and wellbeing of LGBTQ communities and to make mental health a community concern. Last year they helped 1,342 people struggling with social isolation, suicidal distress, financial hardship, discrimination and prejudice, hate crime and exclusion. mindout.org.uk | @mind_out
MindLine Trans+ is a UK wide service offering a confidential emotional, mental health support helpline for people who identify as trans, agender, gender fluid or non-binary. We are also here to support family members and friends and to provide signposting to other services and resources. Their trained listeners identify as trans, non-binary or gender fluid, they are understanding and will listen and offer support. bristolmind.org.uk/help-and-counselling/mindline-transplus/ .
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About the LGBT Insurance Network We are a network for members of the LGBT community who work in the UK insurance sector comprised of over 900 professionals working in claims, underwriting, actuarial, broking, public relations, IT, sustainability, law, and accountancy. Link’s activities are mostly focused on London. Link also has a regional group in Yorkshire: ‘Link Up North’ runs events in Leeds and Manchester. Interested in getting involved or creating a group in a different region? Email enquiries@lgbtinsurancenetwork.co.uk
Committee The Link steering committee consists of volunteers from brokers, insurers, reinsurers, MGAs and associated professional services firms including: Aon, Brit, Cranmore, Inclusive Employers, Kennedys, Marsh, Neon Underwriting, QBE, PwC, Renaissance Re, RPC, Zurich.
Sources lgbtrc.usc.edu/trans/transgender/tips www.glaad.org/reference/transgender www.transstudent.org/definitions www.itspronouncedmetrosexual.com prezi.com/yvqu4hrcexig/gender-identity-expression-map www.ipsos.com/ipsos-mori/en-uk/beyond-binary-communicating-gen-z