LGBTQ+ Handbook 2021-2022 - Document Type: Ormiston Horizon Academy

LGBTQ+ Handbook
                      2021-2022
Document Type:                     Handbook

Document Name:                     LGBTQ+ Handbook

School LGBTQ+ Lead / originator:   Louise Nield

Approved by:                       Andrew Fitzgibbon

Date approved:                     29.06.2021

Date for review:                   29.06.2022

Introduction
The Ormiston Horizon Academy staff allyship team (in
association with the Allsorts Allyship programme) has liaised
with a range of key stakeholders within the academy to
create the following document. While this document is not
intended as a training guide, it will outline the key academy
expectations towards LGBTQ+ inclusivity.

Aims
1. To empower staff members to confidently discuss
   LGBTQ+ issues.

2. To give staff the confidence to tackle HBT language and
   behaviour both within the classroom, and outside the
   classroom.

3. To ensure all members of our community feel safe,
   included, represented, and respected, including those
   that may identify as LGBTQ+.

LGBTQ+ Harassment
Any form of LGBTQ+ related harassment or bullying
towards any member of staff, or pupils will not be tolerated
at Ormiston Horizon Academy.

The Equality Act 2010 expressly outlaws harassment related
to sexual orientation. It does not matter whether or not a
harasser intended their behaviour to be offensive - the
effect is just as important. Harassment does not have to be
targeted at a particular victim who is known or thought to
be LGBTQ+. It is enough that homophobic or biphobic
language, imagery, gestures, ‘jokes’ or actions violate the
dignity of a person and create an intimidating, hostile,
degrading, humiliating or offensive environment. The
perception of the person experiencing harassment must
be taken into particular account, alongside other factors,
when deciding if harassment has taken place.

The Act also forbids sexual harassment – unwelcome
sexual advances, touching, sexual assault, sexual ‘jokes’ or
materials of a sexual nature that violate a person’s dignity
and create an intimidating or offensive environment. For
more information on disciplinaries, please see the
organisation's Harassment Policy and code of conduct.

What classifies as LGBTQ+
Bullying and Harassment
• Making homophobic, biphobic, or transphobic
  insults and threats.
• Making unnecessary and degrading references to
  an individual’s sexual orientation.
• Engaging in banter or making jokes which are
  degrading to a person’s sexual orientation or
  perceived sexual orientation.
• Outing an individual as LGBTQ+ without their
  permission.
• Ignoring or excluding a colleague or pupils from
  activities because they are LGBTQ+
• Spreading rumours or gossip about an individual’s
  sexual orientation.
• Asking an LGBTQ+ colleague or pupil intrusive
  questions about their private life that are not
  relevant to safeguarding concerns.
• Making assumptions and judgements about a
  colleague or pupil based on their sexual
  orientation.
• Using religious belief to justify anti-gay bullying and
  harassment.

Reporting LGBTQ+ Bullying
and Harassment - Staff
Ormiston Horizon Academy has a clear stance on
any form of discrimination. The academy is aware
that LGBTQ+ staff can still face specific barriers that
prevent them from accessing existing procedures,
such as: the fear that it will ‘ruin a career,’ or if the
individual is not being ‘out’ to their line manager.

At Ormiston Horizon Academy we offer a
confidential reporting process, with an independent
person or the individuals line manager. If you have
concerns that you do not wish to address with your
line manager you can discuss these with our HR and
Operations manager – Nicky James.

If you have concerns over any LGBT+ incidents you
have witnessed, please
contact the academy
LGBTQ+ lead – Louise Nield,     To view the
or the staff allyship team via  reporting
the A – 1 Staff Allyship
email address.                  procedure, please
                                    see the staff
                                    grievance
                                    handbook.

An example: Jokes and
Banter
Joan works in a restaurant and jokes are often
made about her being trans and about LGBTQ+
people. These are made in Joan's presence and
often in front of the company manager, who fails to
challenge it. The general view among staff is that
Joan shouldn't take these seriously as the jokes are
meant in jest and are all part of the work culture
where everyone is teased about something.

The Law
Some people may say this is just 'banter’ and not
meant to upset anyone, but if an employee feels
they are being targeted because of sexual
orientation, gender identity or their perceived sexual
orientation or gender identity and this makes them
feel intimidated, degraded, humiliated or offended,
then this behaviour can be defined as harassment
and would be unlawful under the Equality Act 2010.

Equality Act 2010
The Equality Act 2010 protects lesbian, gay, bi and trans people
from direct discrimination, indirect discrimination, harassment
and victimisation at work.

It applies to anyone who is perceived to be lesbian, gay, bi or
trans, or anyone who experiences discrimination because they
associate with LGBTQ+ people.

All employers have to adhere to the Equality Act, regardless of
the number of staff they employ or the amount of money they
make.

Staff are protected throughout the application and interview
process, as well as throughout the term of their employment,
including any probation or notice period.

The rules apply to all paid employees including:

•   Those with full-time contracts
•   Those with temporary contracts
•   Contract workers (unless they are genuinely self-employed)
•   Partners
•   Agency staff (in most cases)
•   Vocational trainees
•   Work experience students.

Ofsted Inspections
It is a requirement of Ofsted to inspect schools’ responses to
incidents of homophobic bullying.

It is our responsibility as adults working with young people to
ensure that all members of our community feel safe,
included, represented, and respected.

The Ofsted guidance is given below:

LGBTQ+ Expectations within
the classroom
All staff involved in the
teaching and or
supervision of students
will take responsibility for
addressing incidents
which fall within the
school’s definition of
bullying. This includes HBT
bullying and comments.
A record will be made of any incidents on Edulink using the
specific B1 and B5 behaviour codes – this allows us to track
incidents effectively. These behaviour logs are monitored by
the relevant HOY, RSL, and LGBTQ+ Lead to run pastoral
intervention sessions.

The safeguarding lead will monitor any incident that is seen
as a serious cause for concern. If HBT bullying is suspected or
reported, the incident will initially be dealt with by the
member of staff who noticed the incident or was notified to
it.

A staff script has been produced to facilitate a dialogue
with pupils exploring their use of the language, linking it to
our school values, and explaining why this viewpoint is not
appropriate.

Student’s Questioning
If a student askes a genuine question, it is important that
as a member of staff, you remain calm and do your best
to answer the question. It is vital that even if you are
unsure of an answer, you promote a positive attitude, as
your tone and expression could unknowingly create a
negative response.

However any form of inappropriate language will not
tolerated within the academy.

Staff script for addressing HBT
incidents
Step            Example

1. Question   “Why did you say that? What was your intention? Is there
what was said any other word that you could have used instead?”

2. Explain why “So gay actually means when a man has a loving
it was wrong   relationship with another man … do those trainers really love
               other trainers? Do you see how what was said doesn’t really
               make sense?”
3. Link to our “Our first school value is respect. Do you think that what you
school values said shows respect to others? One in Five people are LGBT
               … You have just potentially offended and upset 1/5 of my
               class. Is that acceptable?”
4. Link to      “How would you feel if those words were used about you?
personal        What can we do differently next time to get this right?”
context

LGBT+ Behaviour
Our behaviour system includes behaviour codes created
specifically for logging HBT incidents, allowing Ormiston
Horizon Academy to monitor the use of HBT language
across the school.

Comments may also need to be logged on CPOMs
depending on the incident.

Behaviour codes
B Grade         Example

B1 – indirect   “That’s so gay” – regarding work or being challenged by
use of HBT      staff. This language is not targeted at a specific person,
language        it is usually used to specify that something is bad or
                uncool. Leaving this language unchallenged can lead
                to the view that being LGBT is negative, or something to
                be ashamed of.
                Use the staff script to discuss this issue with the pupil in
                question.

              Sanction may increase after continued incidents /
              severity of the incident and pastoral support would be
              put in place.
B5 – targeted These comments will be much more deliberate, they
HBT language need to be treated in the same way we would any
              other prejudice.

Examples of Discriminatory
Language
Discriminatory Language

The following words are words you may hear students use
around school. The list is not exhaustive, but can be used as
a guide for the kinds of language that we are seeking to
stamp out. Some are words you probably already
challenge; it is our aim that all discriminatory language is
challenged consistently across the school.

Homophobia/Gender:           Racism/Religion:
Homo                         N word
No homo                      P word
Superstraight (neo-nazi      Things pertaining to ‘curry’ or
origins)                     other stereotypes of a
That’s gay/ You’re gay       specific culture
Faggot                       (e.g. curry breath)
Dyke                         Freshie
Puff                         Impersonating others to insult
Battyman/boy                 Jew
Anti-man
Bumboy                       Disability:
Lezzer                       Spaz/spazza/spac
Tranny                       Retard/retarded
‘Don’t be a girl’            Cripple
Pussy
C-word                       This is not an exhaustive list.
Asking about a person’s
genetalia

Student Wellbeing
If you are concerned about an LGBTQ+ student
then please speak to one of the following members
of staff depending on the concern:

DSL – Deb Bolton
Safeguarding team
HOY
RSL
Allsorts Allyship team
LGBTQ+ Lead – Louise Nield

Use your professional judgement – if you feel the
nature of the concern needs to be reported via
CPOMS (e.g. suspected self-harm) then it is your
professional duty to do so.

Our LGBTQ+ support group within school is known as
Rainbow Club. Many students attend as allies and
we promote the idea that everyone deserves equal
rights regardless of their sexual or gender identity.

Mental health and well-being support can be found
by speaking to our MHFA qualified teachers, HOY,
RSL, or LGBTQ+ Lead.

Support available
          Stomp UK Inclusivity Portal
          Online recourse offering free LGBT+ and
          Mental Health training materials
          www.stompukportal.com

          Allsorts Allyship Youth Project
          https://www.allsortsyouth.org.uk/

          LGBT Foundation
          Offers a free support helpline and
          counselling service
          lgbt.foundation/talkingtherapies

          Stonewall
          As a Stonewall Championship School we
          work closely with the Stonewall Team.
          They provide a wealth of resources for
          curriculum areas and understanding.

Glossary of Terms

Ally - a (typically) straight and/or cis person who supports members of the LGBT
community.

Asexual (or ace) - someone who does not experience sexual attraction

Bisexual or Bi – refers to a person who has an emotional and/or sexual orientation
towards more than one gender.

Biphobia - the fear or dislike of someone who identifies as bi.

Cisgender or Cis – someone whose gender identity is the same as the sex they were
assigned at birth. Non-trans is also used by some people.

Coming out – when a person first tells someone/others about their identity as lesbian,
gay, bi or trans.

Deadnaming - is calling someone by their birth name after they have changed their
name. This term is often associated with trans people who have changed their name as
part of their transition.

Gay – refers to a man who has an emotional, romantic and/or sexual orientation towards
men. Also a generic term for lesbian and gay sexuality - some women define themselves
as gay rather than lesbian.

Gender dysphoria – used to describe when a person experiences discomfort or distress
because there is a mismatch between their sex assigned at birth and their gender
identity. This is also the clinical diagnosis for someone who doesn’t feel comfortable with
the gender they were assigned at birth.

Gender identity - a person’s internal sense of their own gender, whether male, female or
something else (see non-binary below).

Gender reassignment – another way of describing a person’s transition. To undergo
gender reassignment usually means to undergo some sort of medical intervention, but it
can also mean changing names, pronouns, dressing differently and living in their self-
identified gender. Gender reassignment is a characteristic that is protected by the
Equality Act 2010.

Gender Recognition Certificate (GRC) – this enables trans people to be legally recognised
in their self-identified gender and to be issued with a new birth certificate. Not all trans
people will apply for a GRC and you have to be over 18 to apply. You do not need a GRC
to change your gender at work or to legally change your gender on other documents such
as your passport.

Gender stereotypes - the ways that we expect people to behave in society according to
their gender, or what is commonly accepted as ‘normal’ for someone of that gender.

Gender variant –someone who does not conform to the gender roles and behaviours
assigned to them at birth. This is often used in relation to children or young people.

Heterosexual / Straight - refers to a person who has an emotional, romantic and/or
sexual orientation towards people of the opposite gender.

Homosexual – this might be considered a more medical term used to describe someone
who has an emotional romantic and/or sexual orientation towards someone of the same
gender. The term ‘gay’ is now more generally used.

Homophobia - the fear or dislike of someone who identifies as lesbian or gay.

Intersex – a term used to describe a person who may have the biological attributes of
both sexes or whose biological attributes do not fit with societal assumptions about what
constitutes male or female. Intersex people can identify as male, female or non-binary.

Lesbian – refers to a woman who has an emotional, romantic and/or sexual orientation
towards women.

LGBT – the acronym for lesbian, gay, bi and trans.

Non-binary – an umbrella term for a person who does not identify as male or female.

Outed – when a lesbian, gay, bi or trans person’s sexual orientation or gender identity is
disclosed to someone else without their consent.

Pansexual - refers to a person who is not limited in sexual choice with regard to biological
sex, gender or gender identity.

Queer – in the past a derogatory term for LGBT individuals. The term has now been reclaimed by
LGBT young people in particular who don’t identify with traditional categories around gender
identity and sexual orientation but is still viewed to be derogatory by some.

Questioning – the process of exploring your own sexual orientation and/or gender identity.

Sex –assigned to a person on the basis of primary sex characteristics (genitalia) and reproductive
functions. Sometimes the terms ‘sex’ and ‘gender’ are interchanged to mean ‘male’ or ‘female’.

Sexual orientation – a person’s emotional, romantic and/or sexual attraction to another person.

Super straight – a trend that began in February of 2021 by anti LGBTQ+ supporters. The TikTok
trend intended to present Super straight as a new sexual identity for those who will only date a
cis member of the opposite gender. The term is discriminatory and has neo-Nazi roots – the flag
created even uses SS Nazi symbolism.

Trans – an umbrella term to describe people whose gender is not the same as, or does not sit
comfortably with, the sex they were assigned at birth. Trans people may describe themselves
using one or more of a wide variety of terms, including (but not limited to) transgender, cross
dresser, non-binary, genderqueer (GQ).

Transgender man – a term used to describe someone who is assigned female at birth but
identifies and lives as a man. This may be shortened to trans man, or FTM, an abbreviation for
female-to-male.

Transgender woman – a term used to describe someone who is assigned male at birth but
identifies and lives as a woman. This may be shortened to trans woman, or MTF, an abbreviation
for male-to-female.

​Transitioning – the steps a trans person may take to live in the gender with which they identify.
 Each person’s transition will involve different things. For some this involves medical intervention,
 such as hormone therapy and surgeries, but not all trans people want or are able to have this.
 Transitioning also might involve things such as telling friends and family, dressing differently and
 changing official documents.

Transphobia - the fear or dislike of someone who identifies as trans.

Transsexual – this was used in the past as a more medical term (similarly to homosexual) to refer
to someone who transitioned to live in the ‘opposite’ gender to the one assigned at birth. This
term is still used by some although many people prefer the term trans or transgender.