At our OGM on 4th September 2025 the Motion Opposing Trans-Exclusionary Facilities Policies and Supporting Inclusive Practice at the University of Reading was carried with overwhelming support. This motion and the level of support it received reflects the strength of feeling across the University and was a strong show of solidarity and support to our trans, non-binary and gender non-conforming colleagues and students.
We last emailed you all about this matter at the end of July, and in that email I reaffirmed that Reading UCU stands in full support and solidarity with our trans and non-binary members. UCU’s National position is very clear and the motion passed at the OGM reaffirmed that our members also stand by that national position. I therefore state once again 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.
Your committee continues to engage with the University on this matter using formal and informal channels available to us, and the matter is on the agenda for the next JUUC on the 21st October 2025 as well as in less-formal channels.
Specifically on the issue of facilities access: The University published a list of “unisex” toilet facilities on the Staff Portal on the 18th September. Since the publication of this list the facilities at all three UK campuses has been audited (with thanks for the Staff LGBTQIA+ Network and RUCU Members who undertook this work). This audit has focused on three things:
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Is the list correct? Do the published facilities even exist?
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Are the listed facilities open access? For instance, they are not suitable if they are in a building with key-card access only.
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Are the listed facilities actually “unisex” facilities, or are they Disabled/Accessible facilities which have been “co-opted” for this purpose?
We went to 72 of the listed toilets across the three campuses. Out of these, we were only able to verify that 29 (40%) actually exist, were publicly accessible, and not specifically designated as accessible or baby changing rooms. Many of these are hard to find, have incorrect room numbers on the list, and are not open out of hours. We have shared the full results of the audit with University Management and have so far received a response that they will be following up with Estates and get back to us with a full response in due course. The response recognised that “there is more work to do to increase the number of facilities”. We await a more comprehensive response and any updates to the list and encourage University Management to engage with trans and non-binary staff and students in decision making.
The motion committed us to carrying out the following actions. While this is not a checklist that we can say “done” to, we felt it was right to share this update as to what actions we have already been undertaking and how we will ensure that all commitments are followed through.
1. Publicly oppose the University’s exclusionary facilities policy change and issue a public statement affirming support for the rights of trans and non-binary staff and students to access facilities in accordance with their gender identity.
We believe that all staff have the right to safety and dignity in the work place and students have the same rights in their place of education. Reading UCU has previously stated its support for trans and non-binary staff and reasserts this position now. We believe that all staff have the right to safety and dignity in the work place and students have the same rights in their place of education. The University has confirmed to us that there are no plans to “police” facilities on campus and we encourage any member who experiences discrimination or harassment while using facilities to make us aware.
2. Urge the University to ensure that RUCU are consulted on any changes to policy and to the working conditions of staff, so as to preserve the dignity and inclusion of all staff.
This matter has already been raised at the JUUC and we have reminded the University of the need to consult with us. This is on the agenda once again for the upcoming JUUC.
Your Reading UCU committee continue to raise this matter with University Management at all available opportunities and have impressed upon them the importance of meaningful consultation. As stated above, we believe strongly that all staff should be able to expect dignity, safety and inclusion in the workplace.
3. Call on the University to immediately pause implementation of the policy change and make no decision on re-implementation until all of the below has occurred and findings from the consultation with staff are included in any final implementation:
o The final EHRC Code of Practice is published.
o A full, transparent equality impact assessment is carried out.
o Meaningful consultation takes place with trans, non-binary and intersex people, relevant staff and student networks, and recognised campus trade unions.
We have already called on the University to do this, as the matter was on the agenda for the last JUUC. We continue to keep the matter on the radar and it is on the agenda once again for the October JUUC.
4. Lobby for the University to reinstate the previous policy allowing trans, non-binary and intersex people to access facilities that align with their gender identity, in line with the University’s equality, diversity and inclusion commitments and UCU’s nationally agreed policies.
We have already called on the University to do this, as the matter was on the agenda for the last JUUC. We continue to keep the matter on the radar and it is on the agenda once again for the October JUUC.
5. Work in coalition with the Students’ Union, LGBTQIA+ Staff Network, and other campus groups to advocate for inclusive, non-discriminatory practice in all areas of University policy.
The audit of facilities has so far been carried out in collaboration with colleagues from the LGBTQIA+ Network. We have reached out to the Student’s Union to connect with student officers to identify ways of working together.
We remain concerned about a range of equality issues and welcome any member who wish to work with us in this space.
6. Provide support to members affected by this policy change, including through grievance processes, informal advocacy, and signposting to appropriate resources.
We are currently supporting members who have approached us about the impact of this policy change on their working conditions. We will continue to provide caseworker support and encourage all members to contact us should they wish to raise concerns. For members who do not wish to pursue a formal grievance process we are still able to provide supportive listening and signposting to support resources. Any members who require Case Worker support should contact our branch administrator. Counselling and support is also available to UCU members through Education Support.
7. Report this matter to UCU South Regional Office and UCU’s national Equality Committee for further action and support.
This has been done and ongoing support is being provided by the South Regional Office. There is ongoing work being done across the Union in this space and we will continue to play an active role in this.
This is an ongoing situation and we will work to keep you updated as matters progress and I invite all members to feel able to reach out should they need support or advice on any matters concerning their safety, dignity and respect in the workplace.
With strength and solidarity