An elite university has been told that it could violate the law after they have said that those who are born could use male toilets of women if they match 'their gender identity'.
The University of Edinburgh was confronted last night with fierce criticism from campaigners who claim that its new policy ignored the importance of some sexual rooms for women.
Under the mandatory policy, students and staff can use the toilet facilities that match their gender identity '.
But the institution has now been warned that it could violate the law – and comes in the midst of a series of interventions from the equal watchdog around a few sexual rooms.
Julie Bindel, the leading feminist campaigner, said: 'It is outrageous that every university would think that this is acceptable, especially after the recent intervention of the Equality and Human Rights Commission about the importance of individual sexual rooms.
“This is nothing more than intimidation and misogynia and after the number of cases that has been won or go through the courts, this university and others must remember that similar policy.”
As part of university documents, the paperwork of Trans Policy (students) tells those who go to Russell Group University: “All students can use the toilet facilities that match their gender identity where the right facilities are available, including gender neutral or individual spaces.”
But, they are told that the use of certain facilities 'such as changing rooms, showers, saunas or other space where individual cubals may not be available can be controlled by referral to local formal policy'.
The University of Edinburgh has been told that it could violate the law by advising in men born transgender people that they can use women's toilets
As part of the eight -page policy document, the university said that pronouns were 'integral' for self -identity and these 'can include, but are not limited to' he/him ',' she/her ',' she/she ',' he/she/she/she '..'
The policy, which was in force from 20 February, also said that 'university sports clubs and programs are open to all students, regardless of their gender identity'.
It stated: “National sporting administrative bodies can limit the participation of transgender people in certain national and international competitions, but they do not limit participation in our own sports clubs and programs.”
In the meantime, the documentation of the individual trans -policy (staff) has the same formulation for toilet use for its employees.
Employees who undergo transition 'can benefit from a temporary change' in work schemes, said the policy, and for eligible employees this can include 'working from home on different days, changing your start/finish times or taking more frequent pauses'.
It is because MSPs are warned that public authorities will probably have more legal disputes about access to some sexual rooms.
Campaign groups say that more legal fights such as the tribunal between nurse Sandie Peggie and NHS Fife on spaces of the same sex are launched, unless the Scottish government offers clear definitions and further instructions for organizations in the public sector.
There is a renewed focus on women's rights to gain access to spaces with one gender in the midst of the Peggie Employment Tribunal – which is currently on a break until the summer.
The nurse said that he changed to Trans Medic Dr. Beth Upton in the female dressing room in the Victoria hospital of NHS Fife breaks the law.
The EHRC published an extraordinary intervention in line last month when it reminded the Health Council of its legal obligations regarding single-sex facilities.
During his entry to MSPs, the LGB Alliance, who represents lesbian, homosexual and bisexual people: “The lack of clarity of the government about what is meant with sex has resulted in men, including a man who has been convicted of rape, housed in female similarities, who are still allowed.
'A number of things have also been brought to court because of the lack of clarity about the definitions of' sex 'and' wife 'in Scottish law, including for women Scotland Ltd against the Scottish ministers (about the definition of' women 'for an equal representation on public boards) and the constant case of Sandie Peggie V Nhs is made a hospital and a hospital in a hospital.
“This kind of lawsuits are likely to be set unless and until and until the definitions of” sex “and” woman “are clarified in Scottish law.”
MSP Tess White, spokesperson for equality with the Scottish Conservatives, said: 'It is simply unacceptable that female employees and students at the University of Edinburgh have no guaranteed single-sex facilities available to them.
“This is simply the latest example of the reckless self-ID policy of the SNP that is embedded in the institutions of Scotland, at the expense of the legal rights and safety of women.”
And Fiona Mcaanena, director of campaigns at Human Rights Charity Sexual Affairs, said that the University 'endangered itself by ignoring the 1992 regulations that make it completely clear that Single-Sex facilities should be provided in workplaces' and there was nothing in the equality act that 'that fact changes'.
She said: 'What is needed for organizations to take their legal responsibility seriously to offer safety and dignity to female employees and students in this case, by offering facilities of individual genera?
The university recommends that 'all students can use the toilet facilities that match their gender identity'
'For a good reason, women and men have separate toilets and changing rooms.
“The leadership of the University of Edinburgh must stop listening to activists and fulfill his legal obligations.”
A spokesperson for the University of Edinburgh said: 'We take our responsibilities seriously to our employees and students and keep our policy in assessing that they are in accordance with our wide range of obligations.
“We are committed to offering suitable facilities for all staff and students on our estate.”
The EHRC guidelines on Single-SEX spaces, published in 2022, stated that Transmensen could be legitimate from single-SOX services to 'justified and proportionate' reasons that can include privacy, decency, to protect trauma or to ensure health and safety.
A spokesperson for the Scottish government said: “The Scottish government expects all relevant organizations to meet the requirements of the Equality Act 2010.
'We have been clear in our support for the individual and individual gender of specialization in the law, so that people can be excluded when this is a proportional means of achieving a legitimate goal.
“As employers, organizations may have to take into account the impact of other legislation, such as the requirements of the Health and Safety Act in workplaces.”
