In light of a headline-making decision centred around the ongoing debate on gender-critical beliefs, People Management speaks to HR and legal experts about organisations’ roles in such situations
Last week, barrister Allison Bailey won an employment tribunal discrimination case after claiming she lost work and was victimised by her employer and colleagues for tweeting and upholding gender-critical beliefs.
1/The Employment Tribunal found that Garden Court Chambers discriminated against me because of my gender critical belief when it published a statement that I was under investigation & in upholding Stonewall’s complaint against me. #AllisonBaileyWins
— Allison Bailey (@BluskyeAllison) July 27, 2022
The case made headlines not least because it centred around still-contested views on gender self-identification, as well as Bailey’s founding role in the LGB Alliance (which opposes the view that transgender women are women in the eyes of the law), and involved Stonewall and its Diversity Champions scheme (used by many employers to promote LGBTQ+ inclusion at work).
With the ruling only re-accenting fault lines in an ongoing so-called ‘culture war’ around gender, identity and freedom of speech – indeed, Bailey’s employer, Garden Court Chambers, said it may appeal the ruling while the criminal defence lawyer lost the part of her case against Stonewall – many employers will be taking note, particularly as they try to understand more about their role in setting expectations...
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