On 15th July 2025, the University of Reading published the following, in response to the student protests, open letters from a number of organisations in Reading, and letters from staff and departments regarding their change in university campus toilet policy, restricting the usage of toilets for transgender, gender non-conforming, and intersex individuals.
Screenshots of text below:
University Executive Board response
Open letters regarding the Supreme Court Ruling and support of trans, non-binary and gender non-conforming staff and students.
On 11 June, we shared a communication with our University community explaining that the Supreme Court ruling on the definition of sex in the Equality Act 2010 requires us to change how some facilities are used. This decision was taken based on our need to ensure that the University was not in breach of the law and following clear and carefully considered legal advice that these changes needed to be made without delay.
This has caused confusion and distress for some staff and students, given that the legal implications of the ruling have been interpreted in different ways. However, the legal advice we have received is unequivocal.
We recognise the personal impact that this has had on trans, non-binary and gender non-conforming staff and students. Delivering a message of this nature is never easy, and while we tried to be respectful and clear, we know that the tone of our statement was perceived by some as lacking empathy and compassion. We hear and acknowledge that.
As a charity, and because of our duty to protect freedom of speech, we must remain institutionally neutral on contested matters. However, neutrality does not mean indifference. We have long supported our trans, non-binary and gender non-conforming community and we continue to do so. We recognise the increased risk of marginalisation faced by this group and are committed to strengthening the support we offer, while acting within the boundaries of the law.
Concerns have been raised about the adequacy of toilet provision across our campuses. Our internal audit of facilities showed that unisex toilets, which are open to all, make up 15% of provision on the Whiteknights campus, 33% at London Road and 17% at Greenlands. While a small number of buildings currently lack unisex facilities, we are addressing this over the summer through a building-by-building review. Longer-term, all major buildings projects will be designed to meet user needs, particularly where these have changed as a result of this ruling. As we move forward, we will consider feedback and make adjustments where feasible.
Where concerns are raised about the use of facilities, they will be managed sensitively through our existing procedures, on a case-by-case basis.
We continue to conduct a live and ongoing Equality Impact Assessment (EIA) on these changes, having regard to Public Sector Equality Duty, and we have received requests to publish this. The EIA is a continuous process that evolves as we gather feedback and make decisions, so publishing it at a single point might provide a partial and misleading snapshot, but we understand the desire for transparency and will publish it in due course.
The Supreme Court Ruling led us to withdraw our previous trans inclusion guidance, because it contained elements that were not compatible with the judgment. However, we are committed to redeveloping the guidance in consultation with trans, non-binary and gender non-conforming staff and students, as well as other relevant groups. We are currently working to identify ways of doing this respectfully and sensitively. We are also engaged in sector-wide efforts to navigate the implications of the ruling. Our Deputy Vice-Chancellor is supporting the revision of Advance HE's trans inclusion guidance through her role as Chair of the Advance HE EDI Committee, and we have also contributed to the Universities UK response to the EHRC consultation.
We acknowledge the call for more visible, accessible support for staff dealing with students in distress relating to this matter. While general guidance does exist, we are reviewing and consolidating it so that it is clearly visible and easy to use. In parallel, we are initiating conversations with staff about longer-term needs for training and support; this work will be led by the EDI unit in HR. We are grateful to the staff networks and colleagues who have played an important role in listening to their members and bringing forward concerns and suggestions over recent weeks.
This has been a challenging time for some in our community. However, our values as an inclusive institution remain core to who we are. We will continue to support our trans, non-binary, and gender non-conforming colleagues and students, and to protect space for respectful dialogue, even where views diverge. Our goal is to ensure that every member of our University belongs and feels respected, heard, and safe.
The University Executive Board
(Screenshots taken 16/07/2025 10:40 BST)
