human rights

1,664 petitions

Update posted 19 hours ago

Petition to UK Parliament

REAL equal rights for fathers and not just something that is assumed! #babyfathermovement

Summary I am campaigning to change the serious parental bias we have within our law and family court system. Fathers are facing an epidemic of parental alienation and it needs to be stopped and addressed by the government.Unfortunately our children are the ones that suffer within these scenarios and we really need to start putting them first.  My plan is to lobby the MP’s in parliament to start addressing our concerns and to start pushing through the laws that will benefit all of our children. The starting point of this is to ensure that both parents are in their lives and that they are well balanced healthy children.This campaign is a very close subject for me and is the main reason why I am campaigning, I am currently dealing with such a situation.  When you are in a relationship no one ever envisages a break up and to be honest, it should never really enter your mind especially when everything is going well. On the other hand what would happen if you have a child then break up, what are the repercussions of such a decision?The picture above exemplifies the situation some fathers who go through a divorce or breakup have to face. Personally, I know what this can do to you both mentally and emotionally especially when the child who you love is suddenly taken away from you and feelings of helplessness and desperation overwhelm you.  No father should be stopped from seeing his child unless magistrates have issued him a court order as they believe the father is at risk of harming the child and it's in the child’s best interest to do so. Otherwise, no matter what the situation, it is important that both parents are in the lives of their child(ren) so they continue to feel loved as the child’s physical, emotional and educational needs are important.The law needs to be changed so that if there is a break up or divorce, mothers do not feel they have the right to disappear with the child and refuse any contact with the father.  Furthermore, some mothers, even though they have made the choice to disappear with the child and forfeit any support that a man can give them, will then contact the Child Maintenance Services (CMS) while still hiding the child from the father. The mother is clearly breaching the fathers parental and basic human rights and should be held accountable for their actions but, yet the CMS supports the mother and insist that fathers pay maintenance for the child.So many fathers have campaigned for this but sadly, don’t seem to be taken seriously and the courts still tend to be in favour of the mother keeping the child.This sort of behaviour is unacceptable, malicious and needs to be changed. Children are not toys or a weapons for personal ‘retribution’. They deserve both parents equally in their lives and need to receive support financially and emotionally from both parents.  All I want is a fairer, legal system that puts children first and helps prevent bitter family feuds.The attitude towards fathers is deplorable and something needs to be done.The two main things in law which I would like the to see changed are: To support fathers that have their children deliberately taken away and their whereabouts are unknown Undertake an independent investigation into the Child Maintenance Services when claims have been submitted. I would also like to recommend the following; Anyone deliberately withholding a child(ren) from the other parent must have their application thoroughly investigated and subsequently rejected Parents who claim child maintenance are to provide monthly receipts to prove that the money received from CMS is being spent on the child’s welfare A full independent investigation into Child Maintenance Services policies, practices and procedures must be carried out by an independent body A change is made in the law with regards to fathers rights over their children, whereby ex-partners cannot disappear with children or deny access (the main exception being if the father is a risk to the child) Clear outlined penalties for parents that disappear or deny access to be published and written in law Additional contact centres Free parental mediation Early intervention service to avoid parental alienation The claims from some mothers needs to be addressed as it is not always as straightforward as it appears. There seems to be a culture whereby support is given to mothers even when they make uncorroborated and unsubstantiated claims.  What is required is mothers to be honest, open and authentic so they can get the help and support and fathers can have contact with their child and be able to give them the love they need. Please support my campaign for a fairer legal system that brings families together as opposed to dividing them.

Mark Sheppard
894 supporters
Update posted 2 days ago

Petition to Jane Harris

Ask the National Autistic Society to veto Gatwick as they call autistic people “retards”

If you’re on the autistic spectrum you might believe that because Gatwick Airport are endorsed by the National Autistic Society ( [1], they care about you and how you experience the airport when you arrive [2]. In reality, this couldn’t be further from the truth. “Retard ribbons”. “Unhealthy interest”. “Ridiculous”. “No further support needed”. These are the words from various members of Gatwick management. Executive managers already know the ugly truth, but they’re not bothered. This disgusting, unacceptable attitude needs to change, but I need your help to do that. I am calling for the National Autistic Society, and any other disability charities that have endorsed the airport, to revoke their accreditations. The Airports’ autism awareness training is poor to non-existent and I want the National Autistic Society to insist that Gatwick Airport undergo NAS training to train every single one of their managers on autism awareness, and to continue using them to train new managers as they have shown that they cannot be trusted to do this training themselves. Gatwick earned an after-tax profit of £97.4 million for the tax year of 2016/2017 [3], so they have no excuse to not fund this training. Gatwick can earn their endorsements back only once they have a minimum of 50% of their front-line managers, 50% of their business managers, and 50% of their executive managers pass the training sessions. Gatwick must also commit that they will have 100% of their current managers pass the sessions by January 2020 and maintain 95% training across their entire management structure (this will allow some flexibility to account for time to have new managers trained), or have their accreditation removed again. I am on the autistic spectrum and I used to work at Gatwick Airport as an Airport Security Officer – one of those people you get to see just before you get to the departure lounge. I was, by their own metrics, a top performer. But, throughout my six years of employment, I witnessed bullying and disability discrimination and one such incident made me sick to my stomach. On 12 October 2017, my Lane Performance Manager, a front-line manager (which means that he regularly interacts with people with disabilities) went around to everyone on my team to let us all know that we would be covering the Family and Assistance lane while that crew went on their lunch break. He approached me and with a look of disgust, he said that “now we’ll have to keep an eye out for those f****** retard ribbons”. Fortunately, (I believe) no members of the public heard this. He was referring to the hidden disability lanyards – the sunflower lanyards that a passenger can choose to wear so they can indicate to staff that they have a hidden disability, such as autism, dementia or OCD. I raised a bullying complaint against him which I escalated to the CEO, but the complaint was dismissed without him even being questioned. To add insult to injury they have produced an “autism friendly visual guide” [4] which looks like it was written for a five-year-old travelling through the airport alone. This guide is not targeting families, it is on the disability information page aimed at adults. To have produced this guide they must believe everyone with autism has limited reading and understanding capabilities, demonstrating how little awareness they have about autism. This attitude is not limited to one manager. Meet the manager who takes credit for Gatwick’s hidden disability lanyards: Gatwick’s VIP Facilitation & Police Liaison Manager. When the Department of Transport announced that the Blue Badge scheme was extended to include people with hidden disabilities, he publicly declared on twitter that the decision was “ridiculous”, clearly ignoring the fact that some autistic people could greatly benefit from being included in the scheme. Autistic employees at Gatwick Airport are routinely discriminated against. Another Lane Performance Manager and a Security Business Manager were engaged in a discussion regarding the job performance of an individual on the autistic spectrum and decided that the number of faults and potential health and safety concerns the employee reported on the machinery (which was an expected part of their role) was an “unhealthy interest in the equipment”, rather than the behaviour being indicative of a highly focused interest, which is a common trait for an individual on the autistic spectrum. Training on autistic behaviour could have helped them arrive at a different conclusion, and possibly instigate some sort of support system. The Head of Engineering claims expertise on autism because his son has Asperger syndrome (as if all autistic people have identical symptoms) and the Development Director (a member of executive management) made judgements on the level of support and the reasonable adjustments an autistic employee required without consulting a specialist. The Development Director does understand the importance of specialist advice, as she recognises that autism is a complex condition and requires specialist assessments to determine what adjustments an individual would need. But both senior managers ignored a request for additional support and without any specialist advice used legally required provisions for any employee to justify denying the provision of reasonable adjustments. Enough is enough. Gatwick Airport allows an attitude from their management that people with autistic traits are unhealthy and that people with hidden disabilities are “retards”. They think that their personal judgements can replace specialist assessments and determine what support to provide to autistic individuals. They think that an extra provision given by the government to an individual with a hidden disability is ridiculous. Either they’re ignorant, or they don’t care, but no matter which one it is, something has to change. Gatwick Airport Limited employs approximately 3000 people and saw 45.6 million passengers through the airport in 2017 [5]. The ignorance and attitude from their business managers and executive managers has the potential to impact so many people and even the CEO turns a blind eye to this. This disdain for people with hidden disabilities like autism runs through management at Gatwick, from the front-line management to the Executive Management Team. The National Autistic Society needs to ask the CEO to publicly explain why he has allowed this behaviour and discrimination to run rampant through Gatwick Airport, and why, when he has been made aware of it, nothing has been done. The people who conduct themselves in this way (whatever level of management they may be) need to be brought to account by the CEO, for the sake of the millions of people that travel through or work at Gatwick Airport. I need your help. Gatwick Airport have ignored my voice, but they won’t be able to ignore the National Autistic Society. Will you help me ask for their support? Want to make a bigger impact? Boycott! It’s not easy I know, seeing that Gatwick flies to more destinations than any other UK airport. If a boycott sounds right, but it’s not practical to avoid Gatwick, then maybe avoid spending any money at the lounges. Take your own food with you, sandwiches for example. Bring an empty bottle and fill it up with water when you get through security (helps the planet too). Points:-Front line manager used the phrase “retard ribbons” in regard to the hidden disability lanyards.- Business managers identify typical traits of autism as “unhealthy”.-Executive managers make an assessment that reasonable adjustments are not required without consulting a specialist to determine what kind of adjustments are needed.-Gatwick’s “autism friendly visual guide”, suggests that all people on the autistic spectrum have a low mental capacity yet the guide doesn’t include how any issues travelling through the airport would specifically affect people with autism, such as noise or sensory overload -Gatwick manager engaged in public discussions about how “ridiculous” it would be to consider granting blue badges for hidden disabilities, specifically autism.-Business managers claim to understand what adjustments are needed because they personally know some individuals on the autism spectrum, implying that we all think and behave the same way. Sources:1.

Jon Pospisil
47 supporters