As Anna notes, trans & non-binary people are facing a significant risk to their safety.

However, the judgement shows how provision of single-sex services is a political choice that depends on the relative power of different groups. The possibility for change through activism remains.

/End of 🧵

In considering any steps in response to this judgement, HEIs would do well to consider this guide from Gendered Intelligence: genderedintelligence.co.uk/page/how-to-...

As such, higher education institutions (HEIs) in England now have obligations to ensure that any steps they take following the EHCR guidance account for the heightened risk of sexual harassment and violence faced by trans and non-binary students, and indeed staff.

The OfS's new regulatory requirements are relevant here as they require HEIs to:

1) Address harassment on basis of gender reassignment,
2) Understand how students may be likely to experience harassment or sexual misconduct in order to address the issue.

www.officeforstudents.org.uk/for-provider...

In light of the evidence above, it is concerning that women’s safety is discussed in the EHCR consultation but safety of trans & non-binary people is not.

Trans and non-binary people would face the greatest increased risk to their safety & dignity compared to current policies.

Toilets have been shown to be a particularly risky space for trans & non-binary children at school and the risk increases where they are not allowed to use toilets that match their self-identified gender (including where they had to use single staff bathrooms instead).

This is well-established by national studies of:
180,000 students in the US,
8000 students in Ireland,
43,000 students in Australia

And also by studies of:
specifically staff-student sexual misconduct,
specific disciplines,
different campuses or sexual and gender minority groups.

Evidence from a wide range of international studies shows clearly that trans and non-binary people face much higher risks in relation to sexual harassment and assault than cis people, both men and women. This fact is entirely missing in the consultation version of the guidance.

Sahana Arun Kumar from the Department of Education, University of York, responded to the toolkit from a postgraduate researcher perspective.

Watch from 40:15.

Guest speakers from the Uni of Bath brought notable examples of effective & replicable good practice, e.g. using anonymous reporting to obtain PGR-specific data, and the importance of completing investigations where possible, even when a reported staff member leaves mid-process.

Watch from 21:52.

Dr Anna Bull from The 1752 Group outlined Condition E6, from the new OfS regulatory requirements, and introduced our toolkit, designed for those implementing E6 in relation to postgraduate researchers.

E6: www.officeforstudents.org.uk/for-provider...

Toolkit: 1752group.com/wp-content/u...

In this comment piece in @wonkhe.bsky.social, Anna Bull and toolkit co-creator Kelly Prince outline the specific risks and challenges faced by PGRs when it comes to sexual misconduct and harassment, and the ways our toolkit addresses these.

wonkhe.com/blogs/how-to...

Internationally-renowned publication Nature featured this comment piece by The 1752 Group's Dr Anna Bull on how the toolkit can support staff and higher education institutions to prevent sexual misconduct and harassment experienced by PGRs:
www.nature.com/articles/d41...

Our toolkit, developed in collaboration with the UK Council for Graduate Education (UKCGE), addresses a potential gap in regulatory and legal requirements. It provides thorough guidance tailored specifically for the PGR community.

The the new regulatory requirements by the Office for Students and the Worker Protection Act mark a pivotal moment for higher ed institutions (HEIs) in England. They mandate that HEIs take key steps to prevent & respond to harassment & sexual misconduct.

Our work has fed into this development.

The isolated nature of their work can make it harder for PGRs to report misconduct or harassment and find appropriate support. Exposing harassment or misconduct can also have significant career consequences.

The specific experiences of postgrad researchers (PGRs) can be overlooked. But PGRs can be more vulnerable to harassment & sexual misconduct due to power imbalances with supervisors, a lack of shared understandings of professional boundaries (e.g. in conferences, fieldwork) and academic isolation.

Join the mailing list to stay up to date with our work to end sexual misconduct and harassment in higher education: eepurl.com/gTQwPf