Trans Discrimination Case B&M
Donation protected
Amy Walker was employed by retail company B&M until she feels she was unfairly dismissed six months ago. Following 18 months of discrimination from both within the store and from the company head office Amy believes that she was fired for being transgender.
During her time with B&M Amy saw management publicly mock transgender customers and LGBT+ members of staff.
She was publicly outed by another member of staff who found out about her trans status via her unsecured records. This person was not only never punished, but promoted to management level whilst Amy was told that she was being unreasonable for wanting them held accountable for what they had done.
B&M Human Resources told the store management that unless she had genital surgery she would have to use male facilities even if she presented as female, something that is against British law and open discrimination.
The company was more concerned about how customers would react to a trans person working in their store than her physical and emotional wellbeing.
After telling her new manager that she would be presenting as female at work in the near future she was suspended less than a week later, and later fired. The manager that suspended her interfered in the dismissal procedure, having influenced the decision made by the meeting's chair.
Amy attempted to appeal the decision but was met with continual delays and refusal to make meetings by B&M. When they did finally chose to meet with her, after legal action was threatened, they were aggressive and dismissal towards her. They refused to listen to her prepared case, ignored the fact that evidence she had asked for had been tampered with and removed and attempted to force her into ending the appeal.
B&M have refused to attend ACAS mediation or come to any further meetings with Amy, leaving court action as the only option open to her.
Due to her firing, lack of employment opportunities (especially for trans women) and loss of earnings Amy lost her home due to not being able to pay rent. She was forced to leave her home town and move to another county in an attempt to find work, separating her from the support of friends and family.
She has had to move from temp job to temp job to try and make enough money to survive, but has not guarantee of employment.
The emotion and mental distress this has caused Amy has resulted in her having to receive medication and counselling, she has lost days of work due to the distress B&M have repeatedly put her through.
Amy not only want to use this case to help get herself back on her feet, but to hold B&M accountable for their actions and make sure that correct policies and procedures are put into place.
The company currently has no training or correct advice for managers with transgender employees and those trans people are suffering because of that. Amy wants to make sure that B&M address that so that no other transgender people under their employment have to experience the life shattering experience she has had to endure.
The money raised will be used towards paying court costs, lawyer fees and any other legal costs required to bring this case to court.
During her time with B&M Amy saw management publicly mock transgender customers and LGBT+ members of staff.
She was publicly outed by another member of staff who found out about her trans status via her unsecured records. This person was not only never punished, but promoted to management level whilst Amy was told that she was being unreasonable for wanting them held accountable for what they had done.
B&M Human Resources told the store management that unless she had genital surgery she would have to use male facilities even if she presented as female, something that is against British law and open discrimination.
The company was more concerned about how customers would react to a trans person working in their store than her physical and emotional wellbeing.
After telling her new manager that she would be presenting as female at work in the near future she was suspended less than a week later, and later fired. The manager that suspended her interfered in the dismissal procedure, having influenced the decision made by the meeting's chair.
Amy attempted to appeal the decision but was met with continual delays and refusal to make meetings by B&M. When they did finally chose to meet with her, after legal action was threatened, they were aggressive and dismissal towards her. They refused to listen to her prepared case, ignored the fact that evidence she had asked for had been tampered with and removed and attempted to force her into ending the appeal.
B&M have refused to attend ACAS mediation or come to any further meetings with Amy, leaving court action as the only option open to her.
Due to her firing, lack of employment opportunities (especially for trans women) and loss of earnings Amy lost her home due to not being able to pay rent. She was forced to leave her home town and move to another county in an attempt to find work, separating her from the support of friends and family.
She has had to move from temp job to temp job to try and make enough money to survive, but has not guarantee of employment.
The emotion and mental distress this has caused Amy has resulted in her having to receive medication and counselling, she has lost days of work due to the distress B&M have repeatedly put her through.
Amy not only want to use this case to help get herself back on her feet, but to hold B&M accountable for their actions and make sure that correct policies and procedures are put into place.
The company currently has no training or correct advice for managers with transgender employees and those trans people are suffering because of that. Amy wants to make sure that B&M address that so that no other transgender people under their employment have to experience the life shattering experience she has had to endure.
The money raised will be used towards paying court costs, lawyer fees and any other legal costs required to bring this case to court.
Organizer
Amy Walker
Organizer
