Draft Regulations
1. Do you think that public authorities and appointing persons should be required to report on the carrying out of their functions under the Act at intervals of no more than 2 years, with the first reports being published not later than the end of April 2021?
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Progress updates are important
2. Do you think that Scottish Ministers should report to the Scottish Parliament on the operation of the Act at intervals of not more than 2 years, with the first report being laid before Parliament not later than the end of December 2021?
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See previous answer
3. Do you think that appointing persons should include within their reports a statement containing the following 3 elements:
| Stating whether the gender representation objective has been met Yes Radio button: Checked Yes | Stating whether the gender representation objective has been met No Radio button: Not checked No | Stating whether the gender representation objective has been met Don't know Radio button: Not checked Don't know |
| Providing information on any training received by or on behalf of an appointing person on the operation of sections 3 and 4 of the Act. Yes Radio button: Checked Yes | Providing information on any training received by or on behalf of an appointing person on the operation of sections 3 and 4 of the Act. No Radio button: Not checked No | Providing information on any training received by or on behalf of an appointing person on the operation of sections 3 and 4 of the Act. Don't know Radio button: Not checked Don't know |
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Female positions are being given to trans women. We should know where we are being represented by female born people
4. Do you think that appointing persons and public authorities should report on the activity they have undertaken to encourage applications from women?
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To keep visibility of female positions being filled by male living as women people. Women can and do require maternity leave etc, trans women do not, it is prudent that we can see if trans women are being favoured due to the knowledge that maternity leave will never be necessary nor will pregnancy adjustments
5. Do you think that appointing persons and public authorities should, if the gender representation objective has not been met, report on the details of any other steps taken with a view to achieving the gender representation objective by 31 December 2022?
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Visibility and fairness works both ways.
6. Do you think that appointing persons and other public authorities should be able to publish their reports on carrying out their functions under the Act within another document if they wish to do so?
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See previous answer
7. Do you think that Scottish Ministers, in preparing their report to Parliament, must use information published by public authorities and appointing persons in their reports on carrying out their functions under sections 3-6 of the Act?
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8. The draft regulations do not specify the content of Scottish Ministers’ reports to Parliament other than that they contain an overview of the operation of the Act. Do you have suggestions on the content of these reports? If so, please tell us.
The draft regulations do not specify the content of Scottish Ministers’ reports to Parliament other than that they contain an overview of the operation of the Act. Do you have suggestions on the content of these reports? If so, please tell us.
Any and all clashes with the equality act. Safeguarding.
9. What, if any, comments do you have on the relationship between the proposals for reporting on the Act and reporting under the 2012 Regulations in relation to the public sector equality duty specific duties.
The draft regulations do not specify the content of Scottish Ministers’ reports to Parliament other than that they contain an overview of the operation of the Act. Do you have views suggestions on the content of these reports? If so, please tell us.
So much of the current situation has been based on feelings. Every single factual problem and solution, question and answer has to be noted and visible from now on.
10. Please tell us any other comments you have on the draft regulations.
What, if any, comments do you have on the relationship between the proposals for reporting on the Gender Representation on Public Boards (Scotland) Act 2018 and reporting under the public sector equality duty specific duties.
Gender is a social construct and DOES NOT take into account the physical, medical and work related needs of human females. Sex is and should remain separate from gender. A woman’s life is fundamentally different ( due to socialisation, risk, healthcare needs ) to a feeling inside a male born and socialised persons head.
Draft Guidance
11. Do you have any comments on the terminology section of the guidance? If so, please let us know.
Do you have any comments on the terminology section of the guidance? If so, please let us know.
Gender is fundamentally different from biological sex. Stop conflating the two. We are not women because we feel like women we are women because of our biological sex at birth. Trans women should be honoured and the title trans women should be celebrated as a distinct sex of their own.
12. Do you have any comments on the guidance on meeting the duties under sections 3 and 4 of the Act? If so, please let us know.
Do you have any comments on the guidance on meeting the duties under sections 3 and 4 of the Act? If so, please let us know.
Please make sure that women from all walks of life are represented this time instead of just trans activists and men’s rights activists.
13. Do you have any comments on the guidance on section 4(4) of the Act which considers when a ‘characteristic or situation particular to a candidate who is not a woman may be used to select that candidate? If so, please let us know.
Do you have any cDo you have any comments on the guidance on section 4(4) of the Act which considers when a ‘characteristic or situation particular to a candidate who is not a woman may be used to select that candidate? If so, please let us know.omments on the guidance on section 4(4) of the Act? If so, please let us know.
Not qualified to comment
14. Do you have any comments on the guidance on meeting the duties under section 5 of the Act? If so, please let us know.
Do you have any comments on the guidance on meeting the duties under section 5 of the Act? If so, please let us know.
Advertising this is happening and making women aware of this so they can apply would be a very welcome change. This hasn’t happened so far.
15. Do you have any comments on the guidance on meeting the duties under section 6 of the Act? If so, please let us know.
Do you have any comments on the guidance on meeting the duties under section 6 of the Act? If so, please let us know.
Again, gender is a feeling. This is not measurable in any way.
16. Do you have any comments on the guidance on meeting the reporting requirements? If so, please let us know.
Do you have any comments on the guidance on meeting the reporting requirements? If so, please let us know.
See previous answer
17. Do you have any comments on the guidance on how the Act applies when the gender representation objective has been achieved? If so, please let us know.
Do you have any comments on the guidance on how the Act applies when the gender representation objective has been achieved? If so, please let us know.
Gender is a social construct and for some a feeling. This is not able to be practically applied in any way as feeling and perception of any individual can and does change.
18. Do you have any comments on the guidance on good practice examples of steps to encourage women to apply to become non-executive members and examples of other steps that could be taken? If so, please let us know.
Do you have any comments on the guidance on good practice examples of steps to encourage women to apply to become non-executive members and examples of other steps that could be taken? If so, please let us know.
Make the proceedings as visible as possible long before they go ahead instead of sneaking it through. Advertise upcoming plans well in advance.
Impact Assessment
20. If there is any information that you would like to highlight that you think would be helpful for the Equality Impact Assessment, the Business and Regulatory Impact Assessment, or the Data Protection Impact Assessment then please let us know.
If there is any information that you would like to highlight that you think would be helpful for the Equality Impact Assessment, the Business and Regulatory Impact Assessment, or the Data Protection Impact Assessment then please let us know.
Male born and female born people are fundamentally different. Females are more vulnerable to injury and long term massive life changing events ( unwanted pregnancy, rape, permanent injury ) from males than the reverse. The Equality Act recognises this. Removal of privacy, safety and the right to gather as a protected group is illegal and wrong. The removal of any protections from a protected group is regressive and sets a precedent for removal of rights from the groups you claim to champion. Removal of sex based protections is a violation of the religious protections of many groups too. This is unworkable.
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