Conservatives for Women
Yes - Stonewall's ideological incoherence and its demands for corporate compliance continue to get worse.
Written by Caroline ffiske, 03 November 2022
Via a Freedom of Information Act request we have obtained Stonewall's 'Workplace Equality Index' for 2023. This captures in one place, the ideology Stonewall promotes, and the compliance it requires, from many of the largest employers in this country: corporates, charities, universities, and public bodies. It is the best benchmark to judge how Stonewall has responded to the widepread public scrutiny it has received of late.
For the Workplace Equality Index, Stonewall requires participants to submit documents and provide evidence across 32 pages of detailed criteria. It then judges and ranks them and provides them with feedback on their 'compliance'.
So what does the Stonewall 'WEI 2023' show? Is Stonewall still pushing ideological concepts into our major workplaces which have no basis in science, reason, or public acceptance? Yes. Is it still promoting ideology which threatens women's rights? Yes. Is it continuing to over-ride our established language, and pressure workplaces into accepting new words, new usages, new practices, and new concepts which have zero basis in public acceptance or democratic legitimacy? Yes. And much more.
Is it wrong that in promoting its ideology, Stonewall should have such widespread access to the HR departments and boardrooms of most of the major workplaces in this country? We think so.
Let's look at examples of what Stonewall promotes and pressurises our workplaces to accept.
First up. A requirement to recognise, in corporate policies, the neologism of 'gender identity' - a concept that has no basis in science, no clear or agreed definition, and no validation via the Equality Act.
Stonewall wants an explicit commitment from corporations, universities, charities, and public sector bodies that they will allow men to use the women's toilets, if the women's toilets align with their 'lived gender'.
Stonewall wants our workplaces to allow men to cross-dress at work.
Stonewall asks employers to use gender-neutral language, including in their maternity policies. This isn't possible without over-riding existing language usage, promoting ideology, undermining science, and erasing women and our language and experience.
Stonewall at least pushes for the provision of gender-neutral facilities. But it would be nice to see alongside this, an expectation that once these are in place, the women's facilities can go back to being single sex:
Stonewall wants major corporations to allow 'non-binary' employees to have their identities recognised.
In fact, Stonewall suggests that employers allow employees to have multiple passcards which present different identities on different days. Presumably colleagues will need to carefully scrutinise each other's passcards before saying good-morning.
Stonewall even wants employees to be able to have more than one email account so that they can work as different identities on different days. If you accidently send an email to Harry on the day that he is Sally will that constitute a non-crime-hate-incident? And when emails are auto-forwarded between the two accounts, won't it be triggering for Harry to read 'good morning Sally' on the day that he is Harry? How will Harry manage email chains involving both Harry and Sally? Should the use of names in workplaces be banned to overcome these problems?
Effectively Stonewall is suggesting that people should be able to go to work as 'completely different people' on different days - and for everyone and all systems to be able to seamlessly manage that. (Should Harry and Sally job-share?)
Note that Stonewall also suggests that gender markers could be removed from work-place systems altogether. This means removing the identification of biological sex from workplace systems. We're all un-sexed now. How did we get to here?
Stonewall wants us all to spend a lot of time in training - including training in how to overcome the Harry/Sally problems identified above. Literally, how? Please share.
Last year Stonewall asked corporations to mark IDAHOT day. This year that may constitute a non-crime-hate-incident. Stonewall would now like corporations to mark IDAHOBLIT. (Pronounced Idahoblit). This is the recently-invented but long-established International Day Against Homophobia, Biphobia, Lesbophobia and Transphobia. References to IDAHOT indicate a lack of commitment to keeping up (obeying).
Intersectionality takes on ever new dimensions. If you don't know the meaning of Ace or Aro Spectrum report yourself to HR.
There is no escape. Working from home will not provide respite:
Non-bi employees need support to become bi-allies. That includes you, lesbians and gays! Information booklets, programmes, and training are needed. (Budgets, time, resources....)
99.9% of the population are referred to by the offensive neologism 'cis' - and we all must train to be come trans-allies.
There really can be no escape - either by working from home or setting up on your own. Stonewall would like major corporations to also engage with their suppliers on their adherence to its ideology. Stonewall even suggests that otherwise competent suppliers - hard-pressed small businesses? - not be awarded contracts if they do not comply with Stonewall law.
The supplier can't be left alone once they've got the contract:
Perhaps what is most depressing is that the above is but a snapshot. The full document is available upon request.
The ideology that Stonewall promotes, the compliance that Stonewall requires, is incoherent and unanchored from science, reason, public awareness, public acceptance - and any remaining shred of proportionality. Stonewall undermines science. It ignores reason. It steamrollers women's rights. It over-rides established languages. It literally invents stuff... Aro, ace, IDOHOBLIT. Then passes it off as long-established and [insert]-phobic, if ignored. Incoherent while also bullying.
It's a national embarressment that most of our major corporations, charities, universities, and public bodies continue to go along with all this. Use taxpayer or shareholder funds to pay for it. When people are struggling. The full list of Stonewall Diversity Champions can be found here. Diversity Champions? What a misnomer.
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