New Radio Show: Being LGBT

SparkFM, the Sunderland University radio station, has launched a new show, 'Being LGBT'.  The station has deservedly won a stack of awards, and this latest show marks a new project for the extremely talented Sam Willey.  It's every Wednesday at 2pm (and you may hear a familiar voice in the near future) , and you can catch it on listen again if you missed it.

This week:

Kieron Brady former Sunderland football player, now equality expert with CICI speaks about homophobia in the game.

Lindsay England from the Just a Ball Game? initiative says more needs to be done to tackle homophobia in football.

Megan Worthing-Davies from Football V Homophobia chats to us live about the campaign and her involvement with the Justin Campaign.

Lewis Moody, former England Rugby international speaks out, calling for more open LGBT people in Sport.

Gentoo and the Tyne and Wear Fire Service talk to us about being a North East employer included in the Stonewall Top 100 of LGB friendly employers.

Check it out here.

Stonewall Workplace Guides

As Stonewall continues to feel more like an advisory service than a lobbying group, it's interesting to see that they have launched a series of workplace guides.  I confess I have expected them to involve a payment but I'm pleased to see they are available for free download from the Stonewall site.  Impressively, there are ten guides for employers, containing practical ways to implement working practices and interesting case studies to ensure an inclusive workplace for lesbian, gay and bisexual staff. Global working: Supporting lesbian, gay and bisexual staff on overseas assignments, is the latest addition to the substantial stable with these guides being a must-read for employment lawyers and students.

Check them all out here.

LGBT North East Forum

North East based readers may be interested in this excellent initiative.

LGBT North East is a virtual employment, engagement and community forum for lesbian, gay, bisexual and trans people in the North East. The forum has been developed by a group of diversity focused organisations in partnership with Equality North East through their Connecting for Change programme. 

Connecting for Change aims to improve economic inclusion for minority and disadvantaged groups by identifying and addressing barriers within employment and entry to employment and training. LGBT North East recognises that lesbian, gay, bisexual and transgender people can face particular barriers in employment, developing a sense of community and in accessing key services.

This forum presents a unique opportunity for LGB and Trans people in the North East to support each other and to have their say on how to make things better for all.

Please don't look at this rather amazing porn...no, really, please don't....

A Dad definitely NOT looking for the porn

I don't know what you were like as a child but my Mum would sometimes say "don't open x", or "don't go in x cupboard".  Inevitably this led to an overwhelming desire to do the prohibited thing.  It was with this in mind that I greeted the news from San Francisco that Junior high school students have been asked not to search Internet sex sites for a teacher who may have been moonlighting as a porn star, a Southern California school district said in a letter to parents.

This according to the San Francisco Chronicle, which states that Oxnard school district officials say a junior high school teacher was put on paid administrative leave this week after allegations surfaced that she was moonlighting as a porn actress. District officials stressed the teacher is not being accused of a crime, but they are concerned about the effect the allegations might have on the students.

So, no crime, nothing done wrong.  Officials are concerned about the impact on children who wouldn't have known (unless they were busy constantly looking at porn and happened to come upon this teacher (as it were).  A highly unlikely event.  At least it was, until parents were sent letters telling them to not search/discourage their children from searching porn videos for this teacher.  The only thing more amazing than this approach is the fact that nobody in the administrative chain thought "hang on, will this actually make matters worse, and potentially make us look rather inept?".

Check out the full bizarre story here.

Happy New Year: I'm Ready For My Close-Up

Happy New Year! As the hangovers clear we no doubt begin those new healthy lifestyles, stock up on fruit and veg, and buy those gym memberships.  I've been struck by the number of people on twitter (it perhaps reflects who I follow) who are aiming for 'more' or 'better' sex in 2012.  Well, why not?

Of course, at a time when our economy continues to ever more resemble the shape of that noble fruit, the pear, income is also a factor.  So, what about porn?

Whilst various studios have something vague on their site or a simple email, my source of continued fascination - Treasure Island Media (TIM) - the San Francisco based bareback porn company has a more detailed application section.

TIM have slightly different forms dependent upon whether you are in North America, the UK/Europe or the rest of the world.  The US and 'the rest of the world' both have an online form and the UK/Europe one is a bit more 'open' with a series of questions and instructions on how to proceed.

It requires applicant to 'Put one of the FOLLOWING CATEGORIES in the subject line of your e-mail' and then helpfully asks you to categorise yourself:
SOLO / NEWBIE ( You haven't done porn before. Do you love to jack off and get watched? Do you use toys when you whack off? )
SELFSUCK ( You suck your own dick and swallow your own load. )
COCKSUCKING TOP / BOTTOM ( You live to swallow loads. Or you live to shoot your loads down the throat of a hungry man. You spend half your life at the local gloryhole. )
FUCKING TOP / BOTTOM ( You live to get fucked raw by men. Or you live to shoot a load deep inside a hot willing ass. )
GANGBANG BOTTOM ( Fuck Yeah ! )
TOTAL WHORE ( "You name it, Paul, and I'll do it." )
MUSCLE GOD ( You love being admired and worshiped for your incredible body. )
PHALLIC GOD ( You have the biggest cock of anyone you know — and you want to show it off. ) SPECIAL PROPOSAL (You don't fit any of these categories, but you have a particularly fucked-up idea for a video. )

Applicant are also asked to:

• Tell us your age and location.
• Include a description of what you love to do sexually. Be as accurate and honest as possible.
• Attach pics of yourself — front and back nudes, with face and a hard-on. Include dates the pics were taken. We'll take it from there !

So there you go.  In the US, more info about HIVSTDs and even if you take Viagra is requested up front, along with if you're willing to engage in bareback sex with those of a different HIV status to your own.  Applicants are not asked to define themselves in the same way as in Europe.  The initial questions consist of (I've sometimes used square brackets to add info for clarification):

*Your First & Last name:
*e-mail address:
*Main Phone Number (area code first): Be discreet? yes no
*Street Address:
*City:
*State/Province:
*Postal Code:
*Country:
*date of birth (mm/dd/year):
Cock Size: Cut/Uncut:
Height (in feet & inches):
Weight (in pounds):
Hair Color/Style:
Eye Color:
Body Type: I identify as: [race categories]
* HIV Status:
* Last Test Date (if neg):
* Hepatitis:
* Last Test Date (if neg):
* Do you have any current health problems or STDs?:
* Are you taking any prescription medication?: * Do you use recreational drugs?: (indicate type and frequency)
Which male enhancers do you use?: [eg Viagra]

Next, you're asked to complete a sexual preference grid.  Against a series of sexual preferences yoga re asked to select 'top', 'bottom', 'versatile' or 'none for me'.  I love the 'none for me category' - it sounds oddly cute.  The sexual preferences consist of: fucking, sucking, piss play, nipple play, felting, fist fucking, rimming, S&M.

Then, 'overall I'd consider myself: [top etc]' which I think is the closest this form gets to the European style 'describe yourself' by category.

Then we have open boxes:

What type of person do you go for?
What turns you off in a partner?
Tell us about one of your fantasies:

What sex toys do you use?
Cock Rings  Dildos  Butt Plugs/ Beads	Bondage Eqp.  Slings  Nipple Clamps	Cock Pumps  Electro-Stim  Catheters/ Sounds
Other:

Then, do you perform bareback sex - yes or no are the options.

Are you comfortable engaging in sex acts with partners who may have a different HIV status than yourself?
Anal:	yes  no
Oral:	yes  no

We then have the final set of open style questions:
What is your availability ?
*Stage Names/ Aliases: (Federal regulations require you to list all names you have ever used.)
*Prior Porn Modeling or Escort Work:
Is there anything else you'd like to tell us?
How did you hear about us?

The full form can be viewed here.

Growing economic pressures will no doubt lead many to consider pornography in 2012, whether in the form of a studio such as TIM or at the opposite end, masturbating on camera for a few dollars on cam4 or getting a small payment via Paypal to perform on Skype.  Sex work and pornography combining in a technological web of sex and economics.

The economics and market of pornography mean that many of those getting involved in pornography for the first time in 2012, or re-joining will be doing so via bareback studios or bareback films.  In doing so, there is inevitably a greater risk to their health and just as 2011 saw - in the US at least - attempts to tackle bareback porn, similar doomed ventures are no doubt likely to come forward in 2012.

There is the wider question of bareback sex and HIV transmission.  The law in the area continues to gradually develop, and for many jurisdictions the law is developing along a criminalisation route.  It will be interesting to see how that develops further in 2012 and whether there will be any impact upon the growing number of men using social media to share their love of bareback sex, and to connect with similar minded guys - for example through the bareback brotherhood network.  Bareback sites such as BarebackRT (NSFW) also continue to grow suggesting something quite significant is happening within gay culture.  Perhaps we'll understand this phenomenon a little more in the months that follow.

Homophobia and the Legal Profession

The Guardian carried a really interesting piece on Thursday from Alex Aldridge (check out one of his podcasts in my earlier blogpost here).  He notes that the judicial appointments committee (JAC) – the body founded in 2006 to enhance judicial accountability – has begun to monitor the sexuality of wannabe judges (it already monitors gender, ethnicity, age, professional background and disability). He also notes that the JAC is also increasing its engagement with the gay lawyer community through talks at LGBT legal events (yes, they do exist) and the publishing of case studies of gay judges.

I remain concerned that many of these efforts are London based and as Aldridge highlights in his piece, even in London, homophobia appears evident, so how fares gay lawyers in the so called 'provinces'?

He also notes the growing number of law firms now included in Stonewall's index of gay-friendly employers (six in the recent list).  Whilst this is probably a sign of progress, I remain deeply critical of this survey as a box ticking exercise.  Have an LGBT group - excellent.  The survey doesn't take account of how often such a group meets, or how vibrant it is (instead terms of reference and other such worthy documents are produced).  It's a human resources dream, good at forms, and writing policies, you're in.  This is, of course, better than nothing but a more rigorous process is needed if we want to see real demonstrable change.  In case, you think I'm being too cynical, check out the 2012 workplace equality index criteria here.

Aldridge also notes the regular complaint among legal LGBT groups that they are dominated  dominance  by 'a certain type of confident gay man'. Apparently, just 30% of the Lesbian and Gay Lawyers Association (LAGLA) members are female.

Check out the full piece here.

Follow Friday: Kevin Poulter

Oh dear, two works into term and my blogging goes pear shaped.  A very late Follow Friday special shout out this week goes to @kevinpoulter an openly gay London based employment lawyer.  Poulter was also one of the founders of the Gay Employment Lawyers Network.  Get following Kevin and say hello to him.

Being a 'Gay' Lawyer

Many thanks to Kevin Poulter who alerted me to this podcast on Alex Aldridge's blog.  It features Bar Professional Training Course graduate Adam Fellows, who was called to the bar in July, debating LGBT networks and other issues affecting gay lawyers with Kevin Poulter, one of the founders of the Gay Employment Lawyers Network. Alex Aldridge poses questions in between pouring the wine.

It's fascinating discussion, revealing for those who don't already know the existence of LGBT lawyer groups and how they operate, but more importantly it offers a really honest insight into the realities of being an LGBT lawyer.  I was really struck by the comments from (I think) Adam Fellows who notes the importance of the potential to meet clients/instruct barristers as part of an LGBT social event when one accounts for time.  A social event per se is less attractive.  I find this aspect of lawyering rather depressing but it's entirely unsurprising to see it creep into these LGBT networks.

It also serves to 'professionalise' sexuality - to create a new idea of the 'gay lawyer' (I wonder how those who identify as 'bisexual' or 'open minded' or indeed 'queer' fit into these networks) who profits from these networks but I wonder how much diversity is squeezed out in this space.  I am assuming that discussing a civil partnership is a nice conversation, but is someone able to describe an orgy at the local sauna? Of course not you might say, but I am conscious of the number of city-based lawyers who - I am told - regularly consume illegal chemical substances and this is socially acceptable.  So, this does speak to the 'norms' of gay lawyering.

I'm also curious about the gender angle - and the extent to which the experiences of lesbian lawyers match those of their gay male counterparts.  I rarely here lesbian lawyers in these discussions.

Towards the end, the discussants suggest that sexuality is just a label and doesn't really matter but then also comment that a judge would be less likely to come out because any unpopular judgment would be editorialised by the Daily Mail (and presumably other media publications) as 'the gay judge'.  This would seem to suggest that labels really do matter, and underlies the importance of being open about ones sexuality.  The failure to connect these two points by the speakers is rather interesting.

The lawyers in this podcast are based in London and I wonder if LGBT lawyers in say the north east of England would say similar things.  I'd love to hear from others in comments about their own experiences  - either as LGBT lawyers, trainees or students who have been on placements/mini pupillages.

Listen to the podcast in full here.

(Pictures from top to bottom: Alex Aldridge, Kevin Poulter, Adam Fellows)

CORRECTION:  Kevin tells me it was him who commented on client aspect of networking rather than Adam.  Sorry guys!

Consensual Slavery and the Law

Sometimes it seems that Law and Sexuality is just a fun subject, offering some interesting theoretical perspectives in a traditional liberal arts setting. It's not really 'proper' law, some say. Yet, the importance of practitioners understanding the law and sexuality in a socio-legal context is constantly proven in the courts, and before tribunals. Jane Fae comments in the Guardian today on a case that took place last week concerning the issue of 'consensual slavery'.

The case apparently focused on whether BDSM fell within the scope of 'belief' per the Employment Equality (Religion or Belief) Regulations 2003. Yes, I was surprised too, given that this regulation (along with what would have been more sensible, the Employment Equality (Sexual orientation) Regulations 2003) were repealed by the Equality Act 2010 (from 1 October 2010). I am left feeling a little confused! I'm assuming that the discussion is around the application of section 10 of the Equality Act (essentially, the old religion or belief regulation) but again, section 12 (sexual orientation) would have been a wiser (although still uncertain) course to pursue.

Read Jane's full piece here.

I also continue to strongly recommend Jane's blog which you can check out here. It focuses on trans issues and specifically her own transition but it will be of terrific interest to anyone interested in gender and sexuality.

Stonewall Top Employers

Stonewall published its annual 'Top 100 Employers' yesterday. A list of the great and good - and presumably, the people that gay men and women should hope to work for. As I say every year, I think the methodology is terribly flawed but the list should nonetheless be welcomed. It does throw the light on the issue of LGB (Not T -it's Stonewall) employment and that has to be a good thing. Some of those in the list, I know have moved beyond the ticking of boxes, and represent real efforts to address the LGB agenda. Gentoo - the North East based housing group comes a very well deserved 11th. A terrific group that have done much to transform not only housing but their policies towards LGB customers and employees. A number of the big law firms also feature, Simmons & Simmons coming highest at 19th. Hampshire Constabulary come an impressive 4th and the main news story is that the Home Office comes in first. Universities do terribly - just four make it, with the University of Salford taking the top spot at 60.

Read the full list here.

Coming Out at Work

The Guardian offers great value today. First off, a piece on 'coming out' at work. The piece links to, and draws upon some interesting research by Stonewall and also recognises the important challenges that remain for people in 'coming out' in the workplace despite recent advances in legislation and legal protection.

The read the article in full here.

The University Challenge

Stonewall have launched a new online guide on their site 'gaybydegree.org.uk'. Check out the site here. The 'University Guide' is, according to Stonewall 'aimed at lesbian, gay and bisexual 16 and 17 year olds who are choosing which university to study at'.

Luke Tryl, Stonewall’s Education Officer, said: ‘With the introduction of tuition fees, students are increasingly consumers and as such expect universities to cater to their needs. For the first time, students can now compare how gay-friendly every UK university is by browsing this groundbreaking new guide.’

Stonewall claims that the site measures how gay-friendly each university is based on a range of factors, including whether there is a student LGB Society, if LGB specific careers advice is offered, membership of Stonewall’s Diversity Champions Programme, policies and practices that counter homophobic bullying and specific events for LGB students.

You can pull up institutions by region or A-Z but there's no 'league table' as such. You simply have info on each institution reduced to a tick or cross. I've reproduced the criteria in full below - including the explanations (which do not appear on the institutions bit). I think it's a useful worthy guide. I do have some concerns though. Institutions are increasingly focusing on meeting this criteria (I know my own is) but this can be a mixed blessing. It means you can get more support for somethings but it also means the institution becomes focused on ticking the boxes. It's no good having all of this if staff are homophobic which on the basis of this criteria can still happen.

Let's take one example. Universities employ vast amounts of overseas staff in their academic ranks. many of whom still subscribe to very different cultural values. The challenge for universities is to address these. Universities are pretty good these days at providing spaces for worship (less good at broader spirituality) but what happens when those values clash with sexuality? Should a university confront a devout Christian and tell them they are wrong to hold homophobic attitudes? My view is "absolutely" but an institution that runs away from these issues could stills core very highly on Stonewalls system.

It's an important starting point - more than that actually, it's an important framework and Stonewall have taken an impressive lead on this issue, but Universities must come under pressure to do more, and make addressing issues of sexuality a deep policy, not just a box ticking exercise.

Here's the Stonewall criteria:

• A policy that protects lesbian, gay and bisexual students from bullying: Does the university have a harassment policy which makes explicit reference to homophobia? Does it indicate that there are appropriate sanctions for those who are homophobic? Is there protection for those who are victims of such bullying?

• Compulsory staff training on lesbian, gay and bisexual issues: Does the university train its teaching and support staff on lesbian, gay and bisexual issues as part of their diversity training? Is this training mandatory?

• Lesbian, gay and bisexual staff network: Is there a network group for lesbian, gay and bisexual staff which is supported by the university? Is this publicised so prospective students will know about it?

• Student lesbian, gay and bisexual society: Is there a specific student society for lesbian, gay and bisexual students which is active and provides a meeting point for lesbian, gay and bisexual students?

• Info for students on lesbian, gay and bisexual issues: Does the university or the student union provide specific information for LGB students, for instance in the form of a handbook or a DVD?

• Events for lesbian, gay and bisexual students: Does the university run specific events for lesbian, gay and bisexual students, for instance events during history month or social events for students?

• Explicit Welfare Provision for lesbian, gay and bisexual students: Does the university or the Student Union offer specific welfare support for lesbian, gay and bisexual students. This may be in the form of counsellors who are specifically trained in lesbian, gay and bisexual issues or in the form of LGBT society welfare reps.

• Consultation with lesbian, gay and bisexual students: Does the University ensure that it talks to lesbian, gay and bisexual students about their needs and include them in the decision making process within the University.

• Specific Career Advice for lesbian, gay and bisexual students: Does the University actively promote lesbian, gay and bisexual recruitment guides such as Stonewalls Starting Out? Or does it offer specific career advice for lesbian, gay and bisexual students either on their websites or through promotional events?

Lecturer in Law Job @ Sunderland

So maybe you've been reading my blog and thought to yourself "wow, I'd love to and work at that amazing Law School". Well now you can. Check out this job advert that has recently appeared. Please don't contact me about it - but use the link/details on the advert.

Faculty of Business and Law
Lecturer in Law
£29,854 - £35,646 per annum
Based in Sunderland

You will be required to support the delivery of undergraduate and postgraduate programmes in law in a manner concomitant with providing an excellent student experience; to support and develop the research profile of the Department and to contribute to income generation activities.

You will be required to;

Engage in teaching and assessment of students at undergraduate and postgraduate levels by preparation of high quality learning materials within the subject area, via lectures, seminars and workshops. Pro-actively engage in the support of student learning and achievement and contribute to the maintenance of the Department’s reputation for excellence in respect of the National Student Survey. Teach as a member of a teaching team in a developing capacity within an established programme of study.

Teach in a developing capacity in a variety of settings from small group tutorials to large lectures. Ensure that content, methods of delivery and learning materials will meet the defined learning objectives.

Develop own teaching materials, methods and approaches. Transfer knowledge in the form of practical skills, methods and techniques. Identify learning needs of students and define appropriate learning objectives. Supervise the work of students, provide advice on study skills and help them with learning problems. Provide administrative and programme support as agreed with the Department Head.

Develop the skills of applying appropriate approaches to teaching, challenge thinking, foster debate and develop the ability of students to engage in critical discourse and rational thinking.

Select appropriate assessment instruments and criteria, assess the work and progress of students by reference to the criteria and provide constructive feedback to students.
Seek ways of improving performance by reflecting on teaching design and delivery and obtaining and analysing feedback, including peer review of teaching.

Agree and manage own teaching, research, reach-out and academic management/administration responsibilities. Maintain or develop an active research profile which is supportive of the curriculum generally and of specific
teaching workload. Engage in appropriate reach-out activities to generate income in relation to Departmental objectives. Develop and implement personal research and reach-out plans.

Conduct individual and/or collaborative research and reach-out projects. Contribute to writing proposals for external funding for research and/or reach-out activities and contribute to the subsequent delivery of projects that are funded. Disseminate the outcomes of research and/or reach-out through publication, presentation or exhibition.

Continually update knowledge and understanding at the forefront of the academic discipline and, if appropriate, also at the forefront of the relevant area of professional practice. Translate knowledge of advances in the subject area or professional practice into the course of study.

It is essential that you have a First degree in Law recognised as conferring QLD status, can demonstrate commitment to a student-centred approach in teaching, learning and assessment, have experience of teaching and assessment in Higher Education and have an active research profile or research potential which is supportive of the
curriculum at Sunderland.

You must possess sufficient breadth or depth of specialist knowledge in law to work within established teaching, research and reach-out programmes. Engage in continuous professional development and possess the qualities and transferable skills necessary for the exercise of personal responsibility and largely autonomous initiative in
complex and unpredictable situations, in professional or equivalent environments.

A postgraduate qualification (normally doctorate or Masters, LPC) or equivalent, fellowship of the H.E.A, experience of module/programme leadership and/or administration are desirable for this role and an interest in, or willingness to develop an interest in International Law and/or International Human Rights would be welcome

Ref No: FBL034 / 1851

For additional information about this post please contact Karen Hadley, Head of Department on 0191 515 3435 or email karen.hadley@sunderland.ac.uk.

The University of Sunderland application form and Role Profile for this post can be obtained by contacting the Human Resources Department on 0191 515 2055 or www.sunderland.ac.uk/jobs

Closing date: 11th June 2010.

Stonewall Invite

Stonewall is inviting students to the launch of their Recruitment Guide on 29 October in London. Stonewall says: 'The launch event is open to students, graduates, jobseekers and Diversity Champion members and is a chance to informally network with potential employers and employees. You will also be able to pick up a free copy of the new Guide and enjoy a glass of wine with us. To get a place at the launch email us at recruitmentguide09@stonewall.org.uk or call 020 7593 1864.' More info here.

Stonewall goes on to say:

'The 2009/10 edition of Stonewall’s lesbian, gay & bisexual recruitment guide is filled with interview tips, advice for jobseekers and 400 gay-friendly employers. Designed for discerning graduates and job-seekers, it’s targeted at the 150,000 lesbian, gay and bisexual students in Britain.'

Students/graduates in the London area or able to travel should take a look.

Stonewall Equality Index

The Guardian reports today on the publication by Stonewall of their Equality Index. Lloyds TSB tops the league as the most gay-friendly employer whilst the Home Office wins the award for Employee Network Group of the Year and law firm Simmons & Simmons is named Most Improved Employer. The Stonewall press release can be viewed here. The top 100 can be viewed here.

You Don't Have to be Gay to Receive Homophobic Abuse

Out-Law.com is reporting a fascinating decision from the Court of Appeal. The ruling extends harassment legislation to situations where someone is teased for being something they clearly are not. The case revolved around the Employment Equality (Sexual Orientation) Regulations 2003. Lord Sedley stated: "The calculated insult to his dignity, which depended not at all on his actual sexuality, and the consequently intolerable working environment were sufficient to bring his case both within Regulation 5 and within the 1976 Directive. The incessant mockery ('banter' trivialises it) created a degrading and hostile working environment, and it did so on grounds of sexual orientation.

"It can be properly said that the fact that the appellant is not gay, and that his tormentors know it, has just as much to do with sexual orientation – his own, as it happens – as if he were gay," said the ruling. "If, as is common ground, tormenting a man who is believed to be gay but is not amounts to unlawful harassment, the distance from there to tormenting a man who is being treated as if he were gay when he is not is barely perceptible."

The full case judgment of English v Thomas Sanderson Ltd [2008] EWCA Civ 1421 can be read here.

Employment Tribunal Flaw

Pink News has an interesting piece relating to a bid to include a new provision in the Employment Bill, currently before Parliament, to strengthen to powers of an Employment Tribunal. At present they can not enforce a monetary award. This means that those who might win a claim based on sexuality discrimination (protected since 2003) might not actually get the financial award they are awarded from an employer. The proposal seems a sensible one and comes on the back of report by Citizens Advice called 'Justice Denied'. The report is linked to on the Pink News story.

Religion & Sexuality

The Andrew Marr show this morning included a joint interview with Ian McKellen and gay bishop Gene Robinson. It made interesting viewing and can be viewed here. I was greatly impressed by Robinson who I hadn't heard speak before and his closing statement really had me cheering him along out loud when he said:

"You know I, I chaired a group of conversation for twelve to twenty one year old kids who were questioning their sexuality. Not one of them was a person of faith. But every single one of them could quote me Leviticus and that God thought they were an abomination.
They couldn't have found Leviticus in a Bible if their lives had depended on it. But they knew that word and they thought they knew what God thought of them. And the Church is responsible for that. Its religious people, Muslim, Jews, Christians. We are responsible for that. And it's going to take religious voices to undo the hatred that comes from those words."

Powerful stuff. Religion also featured heavily in the Employment Tribunal case earlier in the week that a Christian registrar could refuse to preside over a Civil Partnership ceremony if she was homophobic, sorry, I meant Christian. So "I don't like adulterers because I'm Christian so I won't marry those" or "I won't marry them because one is transgendered" is fine. This is a puzzling decision both legally and morally.

Gordy Gets Serious?

About 30mins a go Gordon Brown finished delivering a sort of mini Queen's Speech. He rattled through the measures but through the wonder of technology the full document is now online. I heard him mention "equality" during the speech but he was going so fast that I couldn't work out what he was saying. This was further compounded by the confusion int he chamber as Tory members complained they did not have a copy of the speech. You do wonder about the effectiveness of these measures if the Government can't even get the proposals to MPs. Anyway, having now read the full doc, the Government does indeed intend to introduce a new Equality Bill. The doc states (p43):

• Making Britain fairer through a single equality duty which will require public bodies to consider the diverse needs and requirements of their workforce, and the communities they serve, when developing employment policies and planning services;
  
• Making public bodies more transparent. If inequality remains hidden, it can’t be measured and progress cannot be made;
  
• Improving enforcement;
  
• Allowing political parties to use all-women election shortlists until 2030;
  
• Making the law more accessible and easier to understand, by bringing together nine major pieces of legislation and around 100 other laws in a single Bill
  

What on earth does this mean? The All women shortlists is simply a measure to help Labour int he run up to the General election. The other measures are utterly meaningless as they stand. Improving enforcement? How?

The document goes on to state that the Government will also seek to:

• for the first time, a Government target to close the gender pay gap, included in the Equalities public service agreement;


• improved data collection on equality, providing a better evidence base to support further progress;


• work to increase the number of black and minority ethnic women councillors;


• work collaboratively with business, trade unions and the Equality and Human Rights Commission on ways to improve equality in the private sector.

More meaningless measures that don't require legislation. From an equality perspective the close of the pay gap is to be welcomed and does require legislation to be effective so why is it in the additional section? Pulling the equality measures into one document is a tidying exercise which is rather pointless. Finally we have the continued binary understanding of gender - men and women. If they introduce a new law that does indeed close the pay gap it will presumably do by defining the legislation in terms of men and women. Or will it be radical and bold (not words you generally associate with the current Gov) and go further? Will a new Equality Act seek to re-define existing measures in a more progressive framework that recognises intersex and transgender? I think we know the answer.


View the full document at: http://www.official-documents.gov.uk/document/cm73/7372/7372.pdf

Mystress Saffron and Bad Journalism

The News of the World is reporting today on a school teacher who also leads a life as 'Miss Saffron'. The story publishes a photograph taken from her website (which she appears to have now taken down). The general gist of the story is, "cor look at her and all that but isn't it a disgrace she's a school teacher'. It smacks of the usual NOTW double standards accompanied by smug school boy sniggers. I can't help but think that the teacher involved her is having her life ripped utterly apart in the name of careless journalism. Her private appears to have had absolutely no impact upon her job and if she performs that satisfactorily what she does with her private life must surely be her own affair.

I used to be a school governor at a primary school and I would have had no hesitation in supporting this teacher. I hope her school and head will ride out this tide of publicity and not seek to remove or undermine her because of this story and/or her private life.