It was with interest that I have recently read the Guidance on advancing trans inclusion for museums, galleries, archives and heritage organisations published by the University of Leicester in September.
The guidance has been developed from a British context, which naturally means that the underlying legal framework, so important in considering practice, does not apply elsewhere [1]. The questions established in the Ethical Framework for Advancing Trans Inclusion, and the ensuing proposed principles, however, will be useful in other national contexts also. I also feel that in the absence of similar frameworks for work with other groups facing discrimination, this framework can provide a helpful approach, too.
The Ethical Framework
The Ethical Framework is built around four questions:
- How can we develop trans-inclusive displays, events and public programming?
- How can we generate a trans-inclusive organisational culture?
- How can we provide a warm welcome to (and ensure the safety of) trans visitors?
- How can we work with trans communities to advance trans inclusion?
The Principles
It is really worthwhile to contemplate each of the principles suggested by the framework in relation to each question cited above. Here, I will only give a brief summary.
How can we develop trans-inclusive displays, events and public programming?
The two principles placed on top of the page (coincidence? Intentional?) centre on giving a voice to trans people themselves by empowering them to present their own stories (p. 17). These principles are at the heart of all co-creative practice in a Third Space shaped by all, so I feel validated in that approach. The principles also share a theme of avoiding ‘reductive and stereotypical depictions’ (ibid) in favour of making visible the lived experience of people, both in their experiences of exclusion but perhaps more importantly, the ‘joyful stories that are affirming’ (ibid). Beyond the emphasis on collecting and researching trans history, I personally find particularly valuable that the principles highlight the very real consequences of whatever approach is taken on trans people’s lives. Museum representations do not happen in a bubble. They have an impact on people, both positive and negative.
How can we generate a trans-inclusive organisational culture?
Speaking from my own organisational perspective, the need for establishing clear ‘ground rules for respectful working and caring relationships’ (p. 18) struck a chord. We’ve done the diversity training but we have yet to formulate what exactly our values are in relation to diverse people, including trans people, and how we intend to apply them. I am sadly not joking when I stress that we are by far not the only organisation in our field (and beyond) not to have such a strategy and framework in place yet. We have introduced gender-inclusive language already, which is another principle under this heading. However, we are far from introducing the single-user bathrooms that the principles recommend – not by choice, but because of the fact that the building is not ours.
How can we provide a warm welcome to (and ensure the safety of) trans visitors?
The principles responding to this question reiterate mostly the need to clearly communicate the organisation’s support for trans people both to staff and to visitors. A part of that is the suggestion to provide pronoun badges, and to introduce a question after desired pronouns at the start of activities or meetings with new people. I like both of these; however, I expect in some German contexts, asking people for their desired pronouns will require a bit of explanation [2].
How can we work with trans communities to advance trans inclusion?
Again, several of the principles here in essence highlight the importance of engaging with trans-led groups and sharing power with them; in other words, to co-create policies and displays together with trans groups, and to make this known to the outside world. To me, the principles emphasising the need to defend the organisation’s values with regard to trans inclusion, and more specifically, to defend trans people in the event of ‘negative public or media criticism’ (p. 20) are particularly noteworthy. I suppose this also links back to the reason why the guidance was produced at this particular time (see note 1).
The scenarios
The process of producing the guidance began with a survey in which 130 cultural organisations detailed the questions and concerns they had and to which the guidance sought to respond (p. 9). For this reason, in addition to the Ethical Framework and its principles, the guidance also discusses some of the scenarios that were raised. I like this section very much, for on one hand, it applies the Ethical Framework to real-life situations we all may encounter, and on the other, it shows what those situations may be – enabling us to anticipate and plan ahead.
My Conclusion
I am really thankful that the University of Leicester produced this guidance. It states that ‘creating a trans-inclusive organisation […] does not conflict with equality duties to prevent discrimination against (or foster inclusiveness for) any other protected characteristic group’ (p. 13). I would go one step further, as I wrote above, and note that this Ethical Framework can be really useful in working with other groups faced with discrimination and exclusion as well. I will certainly refer to it when my organisation formulates its values around inclusive practice in general.
Notes
[1] In fact, it appears that the guidance was produced specifically because of ‘recent case law’ (p. 6) which clarified that ‘”gender critical beliefs” […] – alongside other beliefs – are now protected’ (ibid). This clarification apparently ‘has generated some uncertainties and challenges’ (ibid) for which the guidance seeks to provide support (ibid and p.10).
[2] Germany has only just caught up to questions around racism. There are the few and far in-between who will include their desired pronouns in email signatures or Zoom tags, but by and large, conversations about trans experiences and what this may require of all of us have not yet arrived in the mainstream as they have in the UK.
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