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Tag: gender equity

  • UK’s health system grapples with battle between gender and sex

    UK’s health system grapples with battle between gender and sex

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    Names marked with an asterisk* have been changed to protect identities.

    London, United Kingdom – As debates over gender identities rage in the United Kingdom, several medical professionals have told Al Jazeera that they fear speaking on the issue, worried that by doing so they could face bullying, harassment, and threats of disciplinary action for alleged discrimination.

    They also warned that health services could be changed in a way that ultimately harms patients and the wider society, should sex-based medical terminology and practices be eroded while gender identities are favoured.

    The three experts Al Jazeera spoke to for this article requested anonymity for fear of reprisals, personally and to their careers.

    From a medical perspective, human beings come in two forms, male or female.

    But in recent years, gender identities have become more prominent, posing challenges for key sectors such as education and health.

    Gender is characterised as a person’s internal idea of the qualities of being male or female or otherwise. It is seen as an identity and is not qualified by biological markers.

    It is often fluid but always self-declared.

    And to make the matter more complicated, gender has often been used as a polite synonym for sex, especially in the United States.

    In February 2020, as a forensic psychiatrist, Edith* became increasingly concerned at the conflation of sex with gender after the Association for LGBTQ+ Doctors and Dentists (GLADD) announced that the UK’s General Medical Council (GMC), the regulatory body that educates and trains doctors, would remove sex markers – which GLADD called “gender” – as a protected characteristic from its online public register.

    This meant that doctors would be able to remove their sex from the register, which is a divisive issue.

    Some argue that patients, for instance sexual violence victims whose abusers were of the opposite sex, should have the right to know the biological sex of their doctors.

    Others say doctors should have the right to identify how they wish.

    In November 2022, the British Medical Association (BMA) published a report titled “LGBTQ+ equality in medicine”, saying: “Doctors come from a broad cross section of backgrounds, experiences, sexual orientations and gender identities.

    “Discrimination, whether from patients or from colleagues, has a detrimental impact on doctors’ lives. The BMA is clear that discrimination on the basis of sexual orientation and/or gender identity has no place in the medical profession.”

    But according to Edith, there is pressure to push an affirmative approach to all matters of gender identity over evidence-based methods.

    “It’s not a psychiatrist’s job to promote positive stories; you’re supposed to be neutral and objective,” said Edith.

    At an educational event, Edith submitted questions to a panel regarding trans women in mental-health institutions who change gender while awaiting criminal trials.

    “They found it [the question] ‘transphobic’, ‘discriminatory’ and ‘biased’. I’m a forensic psychiatrist, this is what you see. Just because you state a fact and you don’t like the fact, it doesn’t mean it doesn’t exist … People do game the system.”

    Earlier this year, the case of Isla Bryson, who now identifies as a trans woman, prompted concerns. The Scottish Prison Service initially placed Bryson, who was convicted of raping women in 2016 and 2019 while known as Adam Graham, in Scotland’s only all-female prison.

    But after criticism from politicians and women’s rights groups, Bryson was moved to a men’s prison.

    At the time of publishing, GLADD had not responded to Al Jazeera’s request for comment.

    When approached for a response, a BMA spokesperson pointed to an online statement of the organisation’s position and said it stood by signing the GLADD charter, which calls for so-called conversion therapy to be banned – another controversial subject.

    Some are concerned that such a move could see clinicians providing meaningful therapy prosecuted.

    ‘People don’t dare speak’

    Ashley*, who has years of experience in medical teaching in colleges and hospitals education, said a culture of fear is brewing.

    “People don’t dare speak,” Ashley said. “Even doctors don’t, because it’s just not worth it.”

    Ashley said a group of students and healthcare workers affiliated with GLADD routinely comb through tweets of clinicians who decline to use gender identity terms, such as “cis”, instead of sex-based medical terminology.

    Ashley shared screenshots of a presentation given by a GLADD-aligned diversity director in November last year, which stated hospitals should accommodate trans women in female wards.

    “It’s in the interest of the population not to have queer theory, gender identity in the NHS [National Health Service],” said Ashley, “I worry about the elderly being put in mixed-sex wards. It’s safeguarding issues that aren’t being looked at and I do feel like it’s a failure of the government right now because they’re not protecting the population from this.”

    For his part, as the gender rows grind on, the UK’s Health Secretary, Steve Barclay, has asked leaders of NHS bodies to review memberships of LGBTQ+ charities and assess the necessity of having diversity officers.

    A spokesperson for the Department of Health and Social Care said in a statement sent to Al Jazeera: “Taxpayers rightly expect value for money from every penny spent in our NHS. That is why the Health and Social Care Secretary has asked the NHS and all of the department’s arms-length bodies to review whether their diversity and inclusion memberships are good value for money, and consider ways to improve.”

    In its first-ever census that included gender identity, the Office for National Statistics stated this year that 262,000, or 0.5 percent of the population aged 16 and over in the UK identify as having a different gender identity than their birth sex.

    According to British law, one does not need medical treatment to change from female to male on documents such as passports and driving licences.

    But to adapt birth, marriage and death certificates, a five-pound ($6) Gender Recognition Certificate is necessary, and that requires a medical diagnosis of gender dysphoria and at least two years of living in the “affirmed gender”.

    “There are there are clinicians who I’ve spoken to who’ve had men [patients] who identify as women and have had their records completely scrubbed of any information about their biological sex,” said Isadora Sanger, a retired psychiatrist who is still registered as a medical practitioner.

    “They [trans patients] present with complaints that could be related to hormone treatment, and doctors are not even able to discuss this openly with them – and so it’s a really strained interaction, not being able to say or inquire … It’s just muzzled doctors from being able to do their job responsibly.”

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  • Sallie Krawcheck: ‘Women are in worse financial shape today than they were in the depths of the pandemic’

    Sallie Krawcheck: ‘Women are in worse financial shape today than they were in the depths of the pandemic’

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    This summer I was at a gathering in the weeks after the Supreme Court decision striking down Roe v Wade. A senior executive from one of the country’s largest corporations was asked about his company’s reproductive rights benefits. As is befitting of his company’s size and stature, he sketched out, with some pride, its top-of-the-line health care benefits. He went on to describe how pleased–and relieved–his senior leadership team was when they confirmed that their health insurance already covered travel for medical procedures. This means that it covers travel from states that restrict reproductive rights to those that provide abortions.

    He was pleased because the travel provisions were in place, yes. He was also pleased because it meant his company did not have to take any action in those immediately post-Roe days. Instead of having to “make a statement,” they could keep their proverbial corporate head down and not risk “becoming part of the story.”

    Crisis averted. Sigh of relief.

    Except maybe not. Because sometimes remaining silent is not a bullet dodged, but rather a cost postponed.

    And the cost, in this case, can be many of the women who work for–or buy from, or invest in–your company.

    Women cannot afford to stay where they do not have support

    Ellevest recently introduced its proprietary Ellevest Women’s Financial Health Index. The index is the first-of-its-kind, quantitative measure of the financial health of women in the U.S. It includes inputs like the gender pay gap, the availability of paid family leave, inflation, and women’s representation in government and corporate leadership. Also included is a measure of reproductive rights, given that they have a fundamental financial impact on women and their families.

    This year, the index has been declining rapidly, in part due to restrictions on reproductive rights for women, as well as the increase in inflation and the tanking of consumer confidence, indicating that the financial health of women in the U.S. has also been heading south. In fact, by the index’s measure, women are in worse financial shape today than they were in the depths of the pandemic.

    We also shared the results of our second annual Ellevest Financial Wellness Survey. It is perhaps not surprising that this survey showed that more than half of women–and more than 60% of millennial and Gen Z women–said that the overturning of Roe v. Wade has had a significant impact on their mental health.

    But make no mistake: They are also making the connection to their pocketbooks. Millennial women rank the restriction of reproductive rights as one of their top five financial worries. For Gen Z women, it featured in second place behind inflation–interestingly, though perhaps not surprisingly, a tie with climate change. And lest you write this off as youthful “wokeness,” climate change was a top-five financial worry for women across all age demographics.

    There are three main takeaways for corporate executives:

    Silence can cost you women employees

    Women report that they want to work at companies whose values align with theirs: Some 44% of women say they would look to leave an employer whose views on reproductive rights do not align with their own. That also goes for 56% of millennial women, 53% of Latinas, and 45% of Black women.

    So how are women reacting to this rapidly shifting landscape? Well, they’re sending their resumes out. That’s right: A full 55% are looking for a new job. And 38% report that they are saving money so they can leave their job.

    This could hurt.

    Silence can also cost you women customers

    But the economic cost of your company’s silence may not stop there. It can hit the revenue line: 59% of women–and two-thirds of younger women–say it’s important for them to invest and spend with companies that stand for reproductive rights. In other words, they may in fact want you to “become part of the story.”

    That could hurt even more.

    Companies are focusing on men’s top financial priority

    A final insight for corporate leaders, from the survey: The Ellevest survey revealed that men’s top financial priority is growing their retirement savings. Fair enough. And here your corporate benefit plans–with their heavy emphasis on 401(k)s–tend to be on target.

    Women’s top financial priority? “Supporting my family.” And understandably so, given that our society expects women to shoulder a disproportionate share of the family care responsibilities. This feels particularly acute, coming out of a pandemic in which women were the social safety net, and given ongoing economic uncertainty.

    Corporate benefits plans are supposed to help… well, not so much. Only 5% of the country’s lowest paid workers, most of whom are women of color, had access to paid parental leave in 2020. And even among the nation’s top 10% of earners, it’s only 36%. Not to mention flexible work policies, child, and family care support, and so on. It’s another version of silence on an issue that matters to every woman–in this case, her primary financial priority.

    So, corporate executives: Just as your women employees and customers may misinterpret your silence, don’t let her current silence lull you.

    Sallie Krawcheck is the CEO and co-founder of Ellevest, the wealthtech company built by women, for women. Previously, she led Merrill Lynch, Smith Barney, and Citi Private as CEO and was CFO of Citi.

    The opinions expressed in Fortune.com commentary pieces are solely the views of their authors and do not necessarily reflect the opinions and beliefs of Fortune.

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    Sallie Krawcheck

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  • Engineer and Provocateur Katherine Cooper Announces the Release of Power Glass: Personal Essays

    Engineer and Provocateur Katherine Cooper Announces the Release of Power Glass: Personal Essays

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    Women make up only 28% of the workforce in science, technology, engineering and math (STEM), and men vastly outnumber women majoring in most STEM fields in college. It’s time to turn the page.

    Katherine Cooper’s Power Glass boldly explores power and its mirror side, fragility, in a flashy, sometimes disturbing fusion of experiences, philosophical musings, facts, and change theory. As Cooper, an engineer in the nuclear industry, has witnessed firsthand, the power of people throughout time is one long chronicle of glass ceilings to patiently chip away at or hysterically shatter.

    Through 15 essays of sex, service, society, and self that are brazenly confronting yet exquisitely intimate, Katherine turns up the power of expression to raise up and shine a light on our common good.

    Are you powerful? How do you define, measure, and exercise power? Have you used your power for good or for ill intent? Are you hungry for more power? Whether we see money, titles, physical strength, intelligence, beauty, or the zip code we live in as our symbol of power, we may want to revisit our relationship to power and how it is impressed upon our life and others.

    Purchase now at Amazon, Barnes & Noble, or Target

    About Katherine “Karle” Cooper
    Katherine “Karle” Cooper has spent 14 years in the nuclear industry and holds a Professional Engineering license in the state of Maryland. She is an advocate for change in the nuclear industry to make it a better place to work for other women who are passionate about nuclear as a source of clean energy for the future.

    Source: Katherine Cooper, Author

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