What the recent Equality Act guidance means for the RNLI

You may have seen recent discussion about the Equality and Human Rights Commission (EHRC) Code of Practice for Services, Public Functions and Associations, which became statutory on 5 August, and the Supreme Court ruling relating to the definition of sex under the Equality Act 2010.

We understand that this has been an important and, for some people, sensitive topic. We want to reassure everyone that our commitment to creating an inclusive environment where people are safe and treated with dignity, respect and fairness remains unchanged. We support and champion the inclusion of trans people.

What does this mean for the RNLI?

The EHRC Code of Practice provides guidance on how organisations that deliver services, public functions and associations should apply the Equality Act. It does not create new law, but it helps organisations understand their legal responsibilities.

The Supreme Court ruling clarified that, for the purposes of the Equality Act, the definition of sex is based on biological sex, and that obtaining a Gender Recognition Certificate (GRC) does not change a person's sex for Equality Act purposes. Trans people continue to be protected under the Equality Act through the protected characteristic of gender reassignment.

As an organisation, we are reviewing the new guidance and considering whether there are any implications for our publicly accessible spaces and services.

Currently, there are no changes to our arrangements for volunteers and staff. We will continue to support people in line with our existing policies.

What is not changing?

We remain committed to:

• Treating everyone with dignity and respect.

• Fostering an inclusive and safe environment for volunteers, staff and visitors.

• Supporting trans volunteers and staff.

• Taking allegations of bullying, harassment, discrimination or victimisation seriously.

• Listening to and considering the needs of all those who engage with the RNLI.

Our existing policies commit us to ensuring that trans volunteers and employees are supported and are not disadvantaged because of their gender identity or expression.

Day-to-day

There are no immediate changes to how volunteers and staff work together across the RNLI.

We acknowledge that people may have a range of views on this topic. Whatever those views may be, we expect everyone to continue treating each other with courtesy, dignity and respect, in line with our values and behaviours.

We are committed to making balanced decisions that consider inclusion, privacy, safety and wellbeing for everyone.

Support available

We recognise that some people may have questions or concerns. If you would like to talk about anything raised by this topic, support is available through:

• Your manager

• The Inclusion Team, at [email protected]

• Your Volunteering Adviser

• Harbour, our LGBT+ network. Find out more on the Inclusion page on the Volunteer Zone.

Thank you to everyone for continuing to contribute to a culture where everyone feels welcome, valued and respected.

Carolyn Greene - RNLI Chief People Officer