1
LGBT+ ACTION PLAN v9 February 2019
This is the current version of the University’s LGBT+ Action Plan, developed within the University’s LGBT+ Action Plan Group, aimed at supporting
our LGBT+ staff and students, and meeting the University’s KPI of Top 50 in the Stonewall Workplace Equality index by 2020.
The status of this Action Plan is that, following discussion within the group, and feed-in from other stakeholders, this plan represents what the
Dean for Diversity and Inclusion who leads on LGBT+ understands that we are working to achieve on the LGBT+ front.
Theme &
Score (from
2018, scores
for 2019 to
come in
March)
Key areas for Improvement from
Stonewall feedback
Actions Proposed
Timescale
N/A
N/A
0.1 Produce guidance for LGBT staff/students
working overseas (with intro from Enzo), e.g.
through borrowing stuff from elsewhere (other
unis, LGTB+ network of networks), including
advice on thinking about risk assessments.
Simon C-W working
with LGBT co-chairs,
Enzo, Claire Rolstone,
Student Services,
Procurement
1
Policies and
Benefits
11.5/15
Sector
Average 8
Top 100
Average 11
Some family policies could be a lot
more explicitly inclusive and less
unnecessarily gendered.
1.1 Sort out any remaining issues regarding
student use of “preferred names” e.g. on
RISIS, Blackboard, MSL (+ RUSU).
1.2 Further update of Transgender policy to
include more guidance (in part through adding
in guidance already prepared by Yasmin and
Cathy).
1.3 Minor update to Uni Equal Ops Policy to
reference banning discrimination based on
gender identity and gender expression, plus
add gender reassignment into the
Paddy Woodman
Yasmin Ahmed (light
touch version, plus
say something about
1.1 talking to Paddy)
Simon Chandler-Wilde
To be confirmed
In time for next
WEI submission?
External speaker
change requested,
Equal Ops Policy
change to be
requested by Sept
2
Theme &
Score (from
2018, scores
for 2019 to
come in
March)
Key areas for Improvement from
Stonewall feedback
Actions Proposed
Timescale
discrimination clause in our External Speaker
Policy.
1.4 As the harassment policy is currently being
updated, make sure that there is an explicit
reference to sexual orientation and gender
identity as well as advice on how to manage
bullying and harassment incidents that are
homophobic, bi-phobic or transphobic and
how to report them, plus something on
challenging inappropriate behaviour (no
bystander).
1.5 Regarding the specific feedback about family
policies, arrange a phone meeting with
Stonewall and HR to probe this, with a view to
minor edits.
1.6 Make sure that new D&I online training that is
in progress by PD is at least as good in terms
of sexual orientation/gender identity, and that
sexual orientation/gender identity fed into
new RISE@Reading training.
Simon C-W + LGBT Plus
Co-Chairs to feed into
Claire Rolstone
Simon C-W
Hannah Henretty/Steph
Hayward (Simon C-W has
flagged this with them)
Done, e.g.
misgendering,
biphobia,
transphobia,
explicitly
mentioned now in
harassment policy.
Done, and minor
edits completed.
Done. New staff
D&I online training
rolling out in Spring
does this, e.g.
LGBT+ (and other)
3
Theme &
Score (from
2018, scores
for 2019 to
come in
March)
Key areas for Improvement from
Stonewall feedback
Actions Proposed
Timescale
networks groups),
harassment
examples,
including
misgendering.
2
Employee
Lifecycle
15.5/27
Sector
Average 13
Top 100
average 20
Best practice would be a mechanism
through which employees leaving
the organisation can raise any issues
related to sexual orientation/gender
identity and for this to be acted on
by the organisation.
2.1 Make sure that the new exit interview system
addresses this. Ask HR for a paragraph
explaining how the info from this system will
be acted on, including specifically if any issues
are raised related to sexual
orientation/gender identity
2.2 Improve statements in job packs, through
Jobtrain, on Jobs pages so that they include
statements explicitly valuing diversity,
explicitly inclusive of sexual orientation and
gender identity.
2.3 Check what is in D&I section of new induction
on sexual orientation and gender identity (add
one or two more DI playing cards??)
Claire Rolstone
Simon C-W working with
HR
Hannah Henretty in
People Development
(Simon C-W has raised
this and 2.4/2.5 with
Hannah)
Get some
paragraph on this
for next WEI in
September.
Done.
Capture what is
there already on
D&I for next WEI.
One or two playing
cards to be added
at next refresh.
4
Theme &
Score (from
2018, scores
for 2019 to
come in
March)
Key areas for Improvement from
Stonewall feedback
Actions Proposed
Timescale
2.4 Do we have anything explicit on gender
identity/LGBT in terms of reducing bias and
discrimination on recruitment training?
2.5 Make sure that new D&I online training under
development includes information on routes
to report bullying and harassment.
2.6 Introduce University annual message on
Bivisibility day.
2.7 The Academic promotions process has as
examples active membership/leadership of
LGBT Plus and other network groups. Mirror
these examples in minor amendments to
other rewarding staff materials.
2.8 Get Gender Neutral toilets back on the
campus maps.
2.9 Develop plan for extending gender neutral
toilets, signposting them, labelling them.
People Development
People Development
Simon C-W working with
LGBT Plus network/RUSU
Simon C-W with Claire
Eckitt/Susan Thornton
Janis Pich with MCE
Janis Pich (Gender
Neutral toilet policy has
been developed and
consulted on and has
been approved by UEB)
Nozomi Tolworthy
working with FTT on
survey following
Check with PD for
next WEI in
September.
Done, and rolling
out in Spring.
23 September!
To be confirmed.
Done
Gender Neutral
Policy has been
done. Roll out is
ongoing.
5
Theme &
Score (from
2018, scores
for 2019 to
come in
March)
Key areas for Improvement from
Stonewall feedback
Actions Proposed
Timescale
introduction of gender
neutral toilets.
Janis investigating where
HBS are.
3
LGBT
Employee
Network
Group
7.5/22
Sector
Average 10
Top 100
Average 17
It would be good to see the network
engaging in a wider range of activity,
particularly focussing on multiple
identities and initiatives (whether
small/large scale, online or offline)
which explore the experiences of
LGBT people of faith, BAME LGBT
people and people with disabilities.
3.1 Develop a programme of LGBT Plus Network
activities that addresses this feedback, but in
a low cost way (in network leadership time)
through:
i) Augmenting the leadership (including
new co-chair plus ally lead);
ii) Increasing LGBT Plus membership and
using more members to do stuff (e.g. a
lead for interface with Cultural
Diversity Group?, leads for particular
part of L-G-B-T?);
iii) Joint organisation of events addressing
feedback, e.g. with other network
groups at Reading, with network
groups elsewhere, with RUSU, with
University.
iv) Working with network of networks.
LGBT Plus Co-Chairs (this
is in progress!)
Ongoing.
6
Theme &
Score (from
2018, scores
for 2019 to
come in
March)
Key areas for Improvement from
Stonewall feedback
Actions Proposed
Timescale
3.2 Introduce reverse mentoring into UEB or
Council, as one of the actions from recent
discussions on diversifying UEB, with an LGBT
component.
3.3 Offer LGBT+ mentors as part of Uni mentor
pool.
3.4 Continue to consult LGBT Plus, e.g. on changes
in policy, involve LGBT Plus in Induction, …
As first steps LGBT Plus
Co-Chairs + Susan
Thornton having initial
conversations on
3.2/3.3/3.5.
Also Bev Searle from
Berkshire NHS will talk
about their experience at
next Thames Valley
meeting on 21/9/18
Susan Thornton/Co-
Chairs LGBT Plus
VC/UEB/HR/All
(This is happening (too
much!?) e.g. recently on
Harrassment/Bullying
Policy, on REC, on
Relationships policy)
Initial conversation
has been had. PD
view is that this is
the wrong
moment.
Done, and in new
guidelines (for
some staff
categories).
Ongoing
7
Theme &
Score (from
2018, scores
for 2019 to
come in
March)
Key areas for Improvement from
Stonewall feedback
Actions Proposed
Timescale
3.5 Investigate providing mentors to provide
follow-on support to those on Stonewall Role
Model programme, to help implement
commitments at programme and to think
through further development steps.
Susan Thornton/LGBT
Plus Co-Chairs
(discussion will happen
soon)
TBC
4
Allies and
Role Models
13/22
Sector
Average 8
Top 100
Average 15
4.1 Seek to attract visible LGBT Role Models in
Leadership Group (and specifically in UEB) as
part of the recruitment process, e.g.
instructions to head hunters, recruitment
materials.
4.2 Visibility of Trans role models, e.g. on Faces of
Reading. Maybe use Rosemary Taylor if not
actual staff member?
4.3 Larger guidance on supporting trans staff and
students (see above under policy).
4.4 Component in our initial allies training session
on trans (including pronouns, misgendering).
Simon C-W to raise
through Appointments
and Governance, e.g. in
relation to new VC appt
Simon C-W (who has
written to LGBT Plus).
Max Riley/Pete
Chamberlain/Calvin
Ongoing. New VC
Appt was
advertised through
Stonewall jobs
website.
Rebecca Harris
now on Faces of
Reading
For next Allies
Training session in
May 2019
8
Theme &
Score (from
2018, scores
for 2019 to
come in
March)
Key areas for Improvement from
Stonewall feedback
Actions Proposed
Timescale
4.5 Introduce standard UoR LGBT Allies email
signature
4.6 Continue Stonewall Role Model training, plus
places at Stonewall Workplace Conference
4.7 Continue Stonewall Leadership training
4.8 Continue internal LGBT+ Allies training, with
stronger trans component
4.9 Continue Trans Awareness Training (and
introduce a more advanced version?)
Smith have been asked
to think about this.
Allies network (done and
being used pretty widely)
Simon C-W/Yasmin
Ahmed
Susan Thornton/Hannah
Henretty
Simon C-W working with
LGBT Plus, RUSU, Sinead
Deb Heighes, Simon C-W,
Sinead, working with
Rosemary Taylor
Done
New advert
needed as soon as
dates of sessions
are out.
Ongoing
Ongoing. Two
dates in 2018-19 in
LGBT+ History
Month and near
IDAHOBIT
Ongoing. Two
dates in 2018-19 in
LGBT+ History
9
Theme &
Score (from
2018, scores
for 2019 to
come in
March)
Key areas for Improvement from
Stonewall feedback
Actions Proposed
Timescale
4.10 Produce language associated with LGBT+
identity information sheet.
4.11 Produce guidance for allies brochure with
intro from VC, to support allies training
LGBT Plus member + ally
Discuss at next meeting,
seek volunteer to take
forward
Month and near
IDAHOBIT
Done.
To be confirmed.
5
Senior
Leadership
13/17
Sector
Average 6
Top 100
Average 11
5.1 Other UEB members occasionally deputise for
UEB LGBT+ Champion, e.g. concretely a UEB
member showing a face at Reading Pride, a at
IDAHOBIT
5.2 Continue to have large engagement from VC,
other UEB, other members of Leadership
Group, involvement in events, training,
conferences. Keep up messaging, e.g. VC
message on IDAHOBIT.
VC/Rachel Helsby
VC/Rachel Helsby/Simon
C-W (on comms)
Ongoing
Ongoing
6
Monitoring
7/21
The question asked of staff in
relation to sexual orientation is fine,
however best practice would be to
remove the unnecessary gender
markers in the Q (e.g. gay/lesbian
6.1 Find a method to gather gender identity data,
including trans and non-binary identities, at
recruitment and via ESS in an appropriate
confidential way.
Richard
Speight/Simon
Burden HR
This has been
quietly
implemented by
HR, but needs
10
Theme &
Score (from
2018, scores
for 2019 to
come in
March)
Key areas for Improvement from
Stonewall feedback
Actions Proposed
Timescale
Sector
Average 8
Top 100
Average 10
rather than gay man/lesbian woman
– and then cross reference with any
data on gender). [Let’s leave this
temporarily but in WEI cross-refer to
Stonewall’s own guidenace
https://www.stonewall.org.uk/sites/def
ault/files/do_ask_do_tell_guide_2016_
0.pdf] It would be good practice to
monitor recruitment stages to
identify any gaps or barriers for
LGBT people, as well as have a
comprehensive pay graded dataset
for existing staff for the same
reasons.
6.2 Monitor and analyse from application to
appointment the success rate of LGBT applicants.
(Possible now with applicant-tracking system.)
6.3 Introduce LGBT monitoring into differentials in
pay ???
6.4 Increase sexual orientation declaration rates –
but how? Campaign like previous campaign
possible, but the campaign in summer 2017 had
limited impact. Use materials from Stonewall’s
“What’s in it for me”?
Yasmin Ahmed
??
Simon C-W/MCE/HR
further work and
comms
To go into next D&I
annual report
Tentatively after
Easter this year
(across all
protected
characteristics),
but sort out gender
identity question
first
7
Procurement
7/17
Sector
Average 5
(Only positive feedback despite low
score!)
7.1 Keep up the positive engagement!
7.2 Offline procurement phone meeting with
Stonewall plus Yasmin/Simon to agree
procurement actions. (Some Unis are
achieving 15/16/17 points.)
Procurement
Simon/Yasmin to
arrange. Procurement
have had phone meeting
directly with Stonewall
to develop actions.
Ongoing
Done.
11
Theme &
Score (from
2018, scores
for 2019 to
come in
March)
Key areas for Improvement from
Stonewall feedback
Actions Proposed
Timescale
Top 100
Average 12
7.3 In question 7.3 we didn’t really answer the
question and/or talked about actions planned
rather than completed.
Procurement
8
Community
Engagement
8/20
Sector
Average 11
Top 100
Average 17
It would be good to see the
university using its position to also
work with trans specific community
groups and events where possible
8.1 Need to engage with support specific Trans
community groups (work with Support U doesn’t
count, but maybe we can work specifically with
RTrans within Support U). This might be done by
School/Function level actions
8.2 Need to make sure we collect through
diversity leads all relevant examples across the
Uni
8.3 Engage with Stonewall’s Come out for Trans
campaign with posters/badges, e.g. through our
allies network and through next Allies recruitment
event
8.4 Trans speaker at Wolfenden lecture?
Conversation with Alyssa
Henley at RTrans initially
(conversation arranged
with Alyssa, plus Alyssa
will talk at next Thames
Valley meeting)
Yasmin
??
Simon C-W (meeting on
this with LGBT Plus
chairs plus Kate
McNaboe arranged for
October)
Initial
conversation
soon
Annual, for
September
Done. Jake and
Hannah Graf
(Stonewall 2019
Trans Champion)
to speak on
16/5/19
12
Theme &
Score (from
2018, scores
for 2019 to
come in
March)
Key areas for Improvement from
Stonewall feedback
Actions Proposed
Timescale
9
Clients,
customers
and service
users
4/17
Sector
Average 7
Top 100
Average 12
We would like to see that the uni
maps the journey of a prospective
student to identify and barriers, and
also monitors satisfaction of LGBT
students more consistently. Running
a search on the university’s website
for ‘LGBT’ also brings up no results,
[MCE have fixed this, it looks good
now] so it would be good to see
something added to communicate
the university’s LGBT inclusion work,
through the website and student
prospectuses.
9.1 Workshop with the various student services
(and RUSU) with our Stonewall client manager
talking through the tools that Stonewall has for
working with service users.
As part of this gather examples of existing good
practice (to advertise).
1
9.2 Otherwise, find out the good stuff we are
doing already, e.g. within counselling service?
9.3 Monitoring LGB and T journey through
University: application/achievement.
9.4 Are we communicating LGBT inclusivity, LGBT
Society, Stonewall support, LGBT Plus staff
Yasmin/Jen Corless to
arrange
Yasmin (including
through Paddy, Jen
Corless, Selina Patankar-
Owens)
Student services as part
of D&I annual report
MCE/Jen
Corless/RUSU/Jen Rich
To be confirmed
Annual
Annually
Ongoing
1
Notes related to LGBT+ Action Plan Group discussion March 2018 on this section.
i) Are we flagging Curriculum framework and work on diversifying curriculum (e.g. classics workshop on queering curriculum);
ii) On student survey are we asking people how they feel in the classroom?
iii) Are we capturing what the library does (e.g. push on LGBT+ materials in LGBT history month)
What are we saying in access agreements/widening participation?
13
Theme &
Score (from
2018, scores
for 2019 to
come in
March)
Key areas for Improvement from
Stonewall feedback
Actions Proposed
Timescale
network and allies/lanyards, etc. out to students,
through website and prospectuses? Actions:
audit, tweaks as needed, and communicate what
is happening back to me/Yasmin.
9.5 Establish robust communication routes to
LGBT students, e.g. through LGBT society/network
9.6 As part of student satisfaction surveys
produce data on LGBT satisfaction (and act on it)
9.7 Design Uor/RUSU Pronoun badges and roll
out, with associated comms
Nozomi Tolworthy/Max
Riley
TBC (Jen Corless??)
Nozomi/Debi
Linton/Cathy Smith
Good comms
already with
Nozomi/Max, and
new LGBT+
Network launched
this academic year
To be confirmed
Done, March 2019
