Following the University’s updated policy and guidance on use of facilities on campus in response to the Supreme Court Ruling (For Women Scotland Vs The Scottish Ministers), your committee and branch are concerned about the way these changes have been implemented by the University.
This was discussed at the recent AGM of the branch. Members were clear that Reading UCU remains committed to upholding UCU policy on inclusion and preserving the rights and dignity of all members. At the last JUUC we were made aware that minor policy changes would be introduced and had reminded management of the need to consult with us due to the potential impact on staff.
As a committee, we have made clear that:
· All colleagues should be treated with dignity and respect in the workplace. The provision for gender-neutral facilities should not undermine provision for those with other protected characteristics.
We were therefore surprised by the sudden implementation without consultation.
We now note that :
· the University has acted ahead of the EHRC consultation and even the university’s own space utilisation survey, which we were told would be used to inform changes
· Reading UCU have not been consulted re: these changes to working conditions, despite an assurance at JUUC that this would be the case.
· We would have expected an Equality Impact Assessment to have been carried out for this policy change given the implications for those with various protected characteristics.
-Staff should be allowed to comment and there should be opportunities for meaningful engagement and feedback prior to implementation.
UCU’s National position is very clear and was reaffirmed at Congress on the 26th May 2025 in Congress motions on trans rights. Here also are UCU’s response to the Supreme Court ruling and UCU’s position on Trans Inclusion.
We were also made aware that a group of staff and students were to meet with management on the 18th of June to provide their feedback on the policy change. This meeting was observed by our RUCU Equalities Officer on behalf of Reading UCU.
Your Committee is now working on the following areas:
1) The updated policy statement says that it was reviewed with Reading UCU – this is not the case. We have indicated this error to University senior engagement and they have undertaken to correct it. We are awaiting confirmation that this has been rectified.
2) We expect that all staff will have access to suitable facilities that uphold and maintain their dignity in the workplace. It is not acceptable that any member of staff would in essence be forced to “out themselves” to use facilities. Additionally, we do not consider the use of accessible facilities as a suitable alternative to adequate provision of gender-neutral facilities.
The space utilisation survey will highlight which buildings have issues with providing appropriate facilities.
3) We are actively working to support members who are impacted by this change and who are experiencing discrimination or harassment as a result. As such, we remind all members who need support to contact us.
4) At the next JUUC we will be asking for the findings of the space utilisation survey & confirmation that this policy will only be enforced after consultation with us as it applies to working conditions. Outside of the JUUC, we will continue to liaise with senior management from an equalities standpoint.
5) We have made UCU Regional Office aware of the policy changes and their potential impact on staff and are awaiting further guidance from them.
6) We have received anecdotal evidence from members and will continue to engage with reps and members to formulate next steps .
University senior management remain responsible for their obligations under the Equality Act and for the dignity and wellbeing of all staff. Where changes impact working conditions Reading UCU will continue to remain closely involved as the recognised trade union representing staff. We expect that the University recognises its duties and that normal escalation channels are used in the first instance by managers to raise concerns when staff reporting to them are impacted by significant changes such as this. Where members are facing discrimination or these escalation processes fail, members who are managers are encouraged to make RUCU aware, so we can help raise concerns and ensure they are properly addressed. It is vital that senior management remain accountable for the well-being and dignity of staff and also for policy changes that they unilaterally initiate.
We want to reaffirm that Reading UCU as a branch will always behave consistently with UCU’s national policy and stands in solidarity with our trans, non-binary and gender-nonconforming colleagues and students who may have been adversely affected by the sudden changes to policy. The branch committee discourages the implementation of this policy until meaningful consultation has taken place and suitable facilities are available for all colleagues that maintain privacy and dignity of all staff.