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WRN Norfolk Profile picture
WRN Norfolk
@WRNNorfolk
Join us - protect the rights of women & girls in Norfolk & Norwich. #SexNotGender #RespectMySex All Photos © Part of the Women’s Rights Network. DMs open
Apr 28 • 6 tweets • 3 min read
"..compliance with the Equality Act 2010 is still essential".

Seriously, Personnel Today?

The law has been seriously misrepresented for 15 years.

Stop unlawfully centering men.

Your clients must take action now to keep men out of our spaces & services, @brownejacobson.

⬇️ Earlier this month, the Supreme Court ruled that the legal definition of a woman, according to the Equality Act 2010, is based on biological sex. The judgment in For Women Scotland (FWS) v Scottish Ministers caused equal amounts of celebration and consternation on both sides of the transgender rights debate. But in terms of how HR teams and managers deal with the practical issues, a number of questions remain. This weekend the Equality and Human Rights Commission (EHRC) published an “interim update” on how employers, service providers and other associations and bodies should interpret the... Browne Jacobson thinks "there is minimal risk of successful tribunal claims associated with continuing to foster inclusive practices & updating DEI efforts in the interim, albeit organisations might feel under pressure to review & confirm their positions."

Minimal risk? Really? Heather Mitchell, partner in the employment team at Browne Jacobson, points out that compliance with the Equality Act 2010 is still essential, and the scope to advance DEI initiatives is still broad. “The Supreme Court took great care to point out that trans individuals are still protected from discrimination, and the position remains that employers and service providers need to carefully balance the needs of all individuals in accordance with equal opportunities legislation,” she says. “In terms of timing, organisations might consider waiting for the forthcoming EHRC guidance this summer...
Apr 17 • 7 tweets • 3 min read
We told you, Chief Constable, that your search policy was state sanctioned sexual abuse AND contrary to PACE.

Your discriminate against women, allowing men who say they are women into women's changing rooms and toilets.

@WomensRightsNet @norwich_s Supreme Court ruling forces Norfolk police to review trans policy Norfolk Constabulary is "reviewing" its trans policies which required women to share changing facilities with biological men who identify as women. Norfolk Constabulary has announced it will revisit its controversial policy requiring female staff to share changing rooms with biological male colleagues who identify as women, in the light of a landmark court ruling. https://archive.ph/S1IIM Norfolk & Suffolk Police have both failed to take account of women's rights in their equality impact assessment. The EIA fails to consider the impact on women staff of allowing men who say they are women to use the women's changing rooms and toilets.

edp24.co.uk/news/25098058.…Norfolk & Suffolk Police have both failed to take account of women's rights in their equality impact assessment. The EIA fails to consider the impact on women staff of allowing male sex mimics to use the women's changing rooms and toilets. https://x.com/WRNNorfolk/status/1874430848109539354
Mar 21 • 5 tweets • 2 min read
“Patricia” weighs 19kg & a 7.3 BMI, so malnourished that she hasn't walked for 2 years. NNUH (monitoring) & CPFT (mental health care) argue force-feeding her wld be futile.

NHS guidelines state anorexia is not a terminal illness & shld be treated.
⬇️
@WomensRightsNet @norwich_s Mr Lewis explained that Patricia is so severely ill with anorexia that she “cannot distinguish between broader wishes [‘I want to live’] and the narrower ones regarding life-saving interventions [‘I don’t want NG feeding’].” He explained she must urgently be treated under the MCA. “The alternative is that she will die while the NHS bodies continue to pass the buck,” he said. In court, he remarked: “The family finds it strange that the NHS has the chance to save her life but is refusing to take it.” Mr Lewis pointed out Patricia had never been re-fed to a healthy weight since becoming unwell... Norfolk and Norwich University Hospital NHS Trust, Cambridgeshire and Peterborough NHS Foundation Trust and NHS Norfolk and Waveney Integrated Care Board, our ICB, can be named thanks to The Telegraph successfully challenged a reporting restriction. telegraph.co.uk/news/2025/03/2…
Jan 1 • 8 tweets • 3 min read
. @NorfolkPolice and @NorfolkPCC are still in denial.

Norfolk & Suffolk policemen can carry two warrant cards - one for their name and a second for their #womanface.

@WomensRightsNet @EASuffragettes @norwich_s Image Norfolk & Suffolk Police policies use made up terms such as cis, cisgender, non-binary and gender fluid in their policies - taking a activist position on transgenderism and ignoring sex reality. Non-binary and gender fluid individuals may wish to alternate between titles and pronouns..... [Norfolk Police will] issue dual or multiple cards for those who are transitioning or genderfluid if this is specifically requested. https://www.whatdotheyknow.com/request/transitioning_in_the_workplace_p_26/response/2716085/attach/5/002602%2024%20TRANSITIONING%20AT%20WORK%20SUPPORT%20PLAN.pdf?cookie_passthrough=1
Feb 15, 2024 • 15 tweets • 6 min read
UEA did not even bother to respond to this letter dated 8 January, relying on the press statement posted on the website.

It states Sportspark has “designated male & female changing spaces” whilst it knowingly directs men who claim to be women to the female changing rooms.
Image UEA's statement refers to breaching privacy, dignity, decency, health and safety of the centre.

It does not address the breaches of privacy, dignity, and safety of women and girls.

#SexMatters #discrimination #SafeguardingFail https://www.sportspark.co.uk/sportspark-statement/
Feb 11, 2024 • 4 tweets • 2 min read
UEA Sportspark has ignored user complaints about men in the female changing rooms at Sportspark for a year.

It will come as no surprise that UEA does not collect data by sex but by "gender options", failing its public sector equality duty and other Equality Act obligations. 4.1 What gender options and titles can students and staff choose? A student registering with UEA has the following options: • Female • Male • Non binary • Gender fluid or • Other – with a text box for you to express your identity as you feel is appropriate. A member of staff has the following options (which can be changed at any time by logging into MyView, once they have taken up post): • Female • Gender Fluid • Another way • Male • Non Binary • Prefer not to Disclose • Trans Additionally, there is a choice of title (e.g. Mr, Miss, Ms, Dr, Professor etc) and to this list we have added ‘Mix... UEA are also collecting recruitment data not by sex so they can monitor for discrimination under the Equality Act but by "legal gender".

Thank you @Sexnotgender_ for the report.

UEA - #SexMatters.
Feb 3, 2024 • 6 tweets • 2 min read
Following withdrawal of the @PoliceChiefs' guidance on searches by transgender officers pending review, we have written to the Chief Constable to ask him to confirm that @NorfolkPolice have withdrawn their transgender search policy >>

#StateSanctionedSexualAssault Dear Chief Constable, State sanctioned sexual assault - search by transgender officers Following the publication of our report, State Sanctioned Sexual Assault on strip and intimate search, the National Police Chiefs’ Council withdrew the guidance on searches by transgender officers pending its review. Chris Philp, the Policing Minister confirmed (again) on 1 February 2023 in a written answer that all strip and intimate searches must be carried out by an officer of the same sex as the person being searched. Please confirm: you have withdrawn the transgender search policy and, in line ... We have asked our Chief Constable to confirm that he will not allow men who claim to be women, with or without a gender recognition certificate (GRC), to search women, nor women officers to search men who claim to be women, with or without a GRC.


Image
Jan 2, 2024 • 4 tweets • 1 min read
Good morning @uniofeastanglia

Why are you still lying about men in the female changing rooms at @SportsparkUEA? It's been 11 months since you lied to the EDP.

Stop discriminating against women and girls.

Give us safe private spaces to shower & change.

#RestoreSafeguarding Say no to men in women's private spaces graphic -with man peering over a cubicle wall at a woman. UEA tell men who pretend to be women that they can use this space to shower and change @SportsparkUEA, without regard to the safety, privacy and dignity of women and unaccompanied girls from the age of 12.
Mar 16, 2023 • 10 tweets • 4 min read
It is now two and half years since the Queen Elizabeth Hospital King’s Lynn NHS Foundation Trust was advised it misrepresents the Equality Act in its equality policy and equality impact assessments. It is in breach of its public sector equality duty.

#SexMatters #discrimination Screenshot of QEHKL equality impact assessment The Deputy CEO advised one of our members on 10 September 2020 that the errors were noted and communicated to relevant colleagues for their attention re policies, reports and documents. The list of protected characteristics was corrected but the other errors remain in place.
Mar 7, 2023 • 8 tweets • 7 min read
We recommend reading @CCriadoPerez's Invisible Women, about the ways policy development & impact assessments fail to assess the impact on women.

Equality Impact Assessments matter.

We have asked @TeamQEH to correct their EIAs to include the 4 missing protected characteristics. Queen Elizabeth Hospital NHS Trust Equality Impact Assessmen Despite now having the correct list of protected characteristics in V3 of the @TeamQEH Equality, Diversity and Inclusion Policy, the policy & EIAs do not cover those with the protected characteristic of sex as it uses the word “gender” instead of sex. >

#IWD2023 #SexMatters