Trainers

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Comment by Jenny-Anne Bishop on December 23, 2008 at 6:59pm

Hello, our groups in North Wales and Manchester regularly use Myself and my partner Elen to do diversity, trans-Awareness and workplace good practice training for a wide variety of public and private organisations, which include several police forces, a number of universities, local councils, Independant advisory groups, lesisure centres, the Samarirains, hosing associations, LBGT groups, etc and some traing organisations, including Real eQulaity Training..
Please feel free to ask me for help if you need it, or you require training in North Wales or NW England.

Comment by Samir Luther on October 2, 2008 at 12:00am

Do you guys want to invite anybody else to join this group? I'm not familiar with who else in this group actually does workplace training...

Comment by Samir Luther on October 2, 2008 at 12:00am

I moved the gender fluidity question to a discussion -- think it makes more sense there. Sorry about the overbroad question to begin with.... :)

Comment by Jillian T. Weiss on October 1, 2008 at 7:04pm

Hi Samir:

Your question is a little broad. Personally, I begin by discussing the legal models of identity: sexual orientation, gender identity and gender expression, and discussing the evolution of definitions for those concepts. I specifically review a few identities (post-operative transsexual, crossdresser, and non-transgender person with opposite sex traits). Then, I find it essential to have participants work in groups on case studies and role plays to make sure they really get the concepts. Does that answer your question?

Comment by Jamison Green on September 29, 2008 at 1:34am

There's (at the highest level) two models for gender fluidity / non-conformity: 1st is the "old" model that people expect with people over 30 or 40 years old, which is the "occasional cross-dresser", and 2nd is the "new" model which is ascribed to younger people who are resisting the "consistency of presentation" pattern that older people generally agreed to for survival. I usually take a philosophical approach to this and try to engage people in examining their prejudices and fears about gender expression, and why they might be more comfortable with younger people's transgression than they are with older people's. It's not a scientific approach, but a rhetorical one. So far, that's all that clients have needed, but I think a more pragmatic approach will be called for eventually. Thanks for bringing this up, Samir.

Comment by Samir Luther on September 28, 2008 at 10:22pm

i'm wondering in particular if people have successful models for talking about gender fluidity / non-conformity in the workplace. i've started to develop some talking points, but don't want to reinvent the wheel of course.