Simon Community Scotland celebrates and values the diversity of its community; the people we support, our staff, our volunteers, the communities we work in and the partners we work with. We value every person's unique contribution in our community, whatever their gender identity or gender expression, and we're committed to treating everyone with dignity and respect. 

We have a zero-tolerance approach to discrimination, victimisation or harassment on the basis of a person’s gender identity. In addition, we have confidential and supportive methods of reporting experiences or witnessing bullying, harassment and discrimination for our staff and the people we support. 

Simon Community Scotland uses the terms “trans” or “transgender” as umbrella terms for those whose gender identity differs from what is typically associated with the sex they were registered at birth. We will respond to people using their preferred terminology and recognise a wide variety of trans identities, including non-binary people. We will always endeavour to ensure that: 

• No one will be denied access to our services and support because of their gender identity or gender expression, or because they propose to, are in the process of, or have already transitioned. 
• We will put policies and processes in place to ensure that requests to change name, title and gender on records will be handled promptly and the individual involved will be made aware of any implications of the changes. 
• We will work towards ensuring that our learning and development, policies, service models or projects do not rely on or reinforce stereotypical assumptions about trans people and that it contains material that represents trans people and trans lives.
• Our trans staff will not be excluded from employment or promotion or be redeployed against their wishes because of their gender identity or gender expression. Redeployment may be required for transitioning staff in exceptionally rare circumstances, and only where gender is relevant as a genuine occupational requirement in compliance with exceptions laid out in the Equality Act 2010. In these circumstances, Simon Community Scotland would work within the Redeployment Policy and support would be provided for the employee throughout the process. 
• Transphobic abuse, harassment, bullying or victimisation (including but not limited to name-calling, deadnaming, intentional misgendering, derogatory jokes, unacceptable or unwanted behaviour, and intrusive questions) are not acceptable. This includes behaviour towards someone who is perceived to be trans, whether or not they actually identify as trans, and behaviour towards someone who is associated with someone who is trans (e.g. partner, child, friend etc.). 
• Our staff, volunteers and partners will be encouraged to ‘call out’ language or terms that may be considered transphobic. We will do this within our values framework recognising that change in understanding is a process worth supporting. We will not threaten, abuse or exclude people who are learning to change. 
• Transphobic hate speech, in the form of written materials, graffiti, music, speeches, social media or any other media, will not be tolerated. Simon Community undertakes to remove any such hate speech whenever it appears on the premises or on Simon Community/ Streetwork social media accounts. 
• Simon Community will provide a supportive environment for our community of people who wish their trans status to be known and respect the individual's right to choose whether they want to be open about their gender identity, trans status or trans history, and with whom. To ‘out’ someone, whether staff or someone we support, without their permission is a form of harassment, and in some cases could constitute a criminal offence. Simon Community will respect the confidentiality of all-trans staff, volunteers, the people we support and our partners. We will not reveal information without the prior agreement of the individual. Disclosure of information relating to gender identity without the individual’s consent would only occur in exceptionally rare circumstances. For example, if we were required to disclose details to the Police because the individual’s or someone else’s life is at risk. In such instances, information relating to a person’s gender history or trans identity would still only be disclosed if relevant to the situation. 
• Simon Community will include gender identity matters in equality training provided for staff and volunteers. 
• Gender-neutral facilities will be factored into the design of any new building and work will be undertaken to develop gender-neutral facilities in our services where it is reasonable and affordable. 
• Simon Community will include gender identity as an equality monitoring question in internal staff and service user satisfaction surveys and will monitor complaints related to trans equality.
•  Simon Community recognises that trans people come from diverse backgrounds and will strive to ensure that they do not face discrimination on the grounds of their gender identity or expression, or in relation to the protected characteristic outlined in the Equality Act (2010), including age, sex,  gender reassignment, disability, race, religion or belief, sexual orientation, marriage or civil partnership, and pregnancy and maternity. In addition, assumptions will not be made about the gender of partners of trans staff or students. 
• Simon Community will ensure its environment, in terms of its pictures, images, publicity materials and literature, reflects the diversity of our community.