Mookaite Jasper – Belong. Be. Love

Last Updated: May 2025

This policy is intended to be a living document which reflects my ongoing learning journey in working towards more equality for transgender, non-binary, and gender diverse people.

I personally identify as trans / non-binary (and queer), and use they / them pronouns. I am also a white, non-disabled, middle class person born in the UK, which means I also benefit from various privileges.

My own lived experiences are just those of one person, through my own filters. The content of this blog cannot provide a full picture of the wonderfully varied experiences of the trans and non-binary community, and all the challenges that different people face due to transphobia. This policy document, therefore, aims to set out my own commitments to the community to which I belong.

The definitions / legal information at the end of this policy is inspired by a template which you can download for free on the Unison website.

Here are my current commitments (last updated May 2025):

1. I work towards ending discrimination and harassment of trans and non-binary people. I take swift action in the event of hate speech appearing in spaces I monitor, such as social media.
2. I ensure that events being held, such as in-person Queer Yoga classes, consider the specific needs of trans and non-binary people to make these spaces safe, inclusive, and healing. For example, I choose venues with gender neutral toilets and changing facilities.
3. I celebrate trans and non-binary people by sharing the work of trans and non-binary authors, yoga teachers, activists, artists, etc. I particularly aim to uplift voices who represent parts of our community facing multiple layers of oppression, such as the voices of global majority and disabled trans and non-binary people.
4. I raise awareness of trans and non-binary people’s lives, and the impact of transphobia, by using my writing and teaching as a platform to educate other queer people, as well as people outside the community. 
5. I take responsibility for my education to better understand how transphobia intersects with forms of oppressions such as ableism, ageism, classism, and others. I acknowledge my privileges as a white, non-disabled, middle class non-binary person born in the UK, as well as the safety afforded me in sometimes being mistaken as a cis-gender person, living in a transphobic world.
6. I speak out against transphobia and campaign for more inclusion of trans and non-binary people within the yoga industry. I dedicate my work as a yoga writer and teacher to more acceptance and understanding of trans and non-binary people, to create a world where trans and non-binary people (including trans children) feel safer and can heal from the damage caused by living in a transphobic world.
7. I recognise that language is constant evolving, and I work to stay up-to-date with the preferred current terminology used within the trans and non-binary community. I avoid making assumptions about the language other trans and non-binary people might prefer. I acknowledge that by identifying as a non-binary person, I might be more likely to make assumptions about the language other people prefer. I reflect back the language to people that they use to describe themselves. I acknowledge that my personal understanding of being trans / non-binary might be different to someone else’s understanding of what these words mean.
8. After making a mistake, I own it by listening, apologising, rectifying the mistake, de-centring my own feelings, and continuing my education. I listen and respond with gratitude to feedback, complaints, criticism.

Comments, suggestions, recommendations or questions? I’d love to hear from you.

Email: info@mookaitejasper.com

Definitions (from the Unison Trans Equality Policy):

‘Trans’ or ‘transgender’ describes people whose gender identity differs from their sex assigned at birth. They are umbrella terms covering people who:

• are intending to undergo, are undergoing, or have undergone gender reassignment at any stage;
• identify as having a gender different from that which they were assigned at birth and are planning or have had medical interventions such as hormones or surgery;
• identify as having a gender different from that which they were assigned at birth, but who are not planning any medical intervention; and/or,
• are non-binary – that is, they are not solely male or female.  They may define themselves as both, neither or something entirely different.  They may or not have medical interventions to align their body with their non-binary gender identity.

These are not mutually exclusive alternatives.

‘Transitioning’ is the process undertaken by a trans person in order to bring their gender presentation into alignment with their gender identity. This often involves dressing differently, using a different name and pronoun (eg she, he or they) and changing official documentation. It may involve various types of medical or surgical treatment, although this is not the case for all trans people.

Important Legislation in the UK (from the Unison Trans Equality Policy):

Gender Recognition Act 2004

The UK Gender Recognition Act (GRA) enables people aged over eighteen to gain full legal recognition for the gender in which they live. Applications are considered by the Gender Recognition Panel. Once a person receives a Gender Recognition Certificate (GRC), they are legally of that gender for every purpose and have all the rights and responsibilities associated with that gender. Although the current GRA is UK-wide, it’s important to note that the GRA is a devolved matter and that devolved governments have committed to reforming the process of gender recognition.

[…]

The Gender Recognition Act gives anyone applying for or holding a Gender Recognition Certificate particular privacy rights. It is a criminal offence to pass on information acquired ‘in the course of official duties’ about someone’s gender recognition, without the consent of the individual affected.  ‘Official duties’ include employment, trade union representation or supply of business or professional services.

Equality Act 2010

The Equality Act 2010 (England, Scotland and Wales) protects against discrimination because of gender reassignment in employment and service delivery. It bans direct and indirect discrimination and victimisation. There is similar protection in Northern Ireland under the Sex Discrimination (Gender Reassignment) Regulations (NI) 1999.

The Act makes clear that it is not necessary for people to have any medical diagnosis or treatment to gain this protection; it is a personal process of moving away from the gender assigned at birth to the correct gender.

People discriminated against because they are wrongly perceived to be trans, or who are discriminated against because of their association with trans people or issues, are also protected.

Download a full template Trans Equality Policy from the Unison website, to help protect trans and non-binary people in your own organisation.