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The Royal Antediluvian Order of Buffaloes

Home GLC Gender Reassignment Policy.

Grand Lodge of Cyprus Gender Reassignment Policy

  1. SCOPE

This policy sets out the RAOB GLC approach to the issues raised for Buffaloism by gender



it is intended to help guide Lodges in their decision making. It does not impose binding

rules and although it gives some general guidance on discrimination law it does not

constitute legal advice.


This Policy does not attempt to address all the issues relating to gender which may arise as

gender reassignment and gender transition become more prevalent in a changing society

and when they do they will need to be addressed in accordance with the Buffalo principles

of lawfulness, kindness and tolerance.



It is important that any situation involving gender reassignment of a member of the RAOB

GLC is treated with the utmost compassion and sensitivity and that the individual is

supported throughout the process.


If a Brother of RAOB GLC wishes to change gender and become a woman we expect that

the Brother would receive the full support of their fellow Brethren.


The privacy of the individual should be respected and there will normally be no requirement

to inform the applicable Minor or Grand Secretary about this change, everyone undergoing gender reassignment is entitled to the right of Privacy.



Should a person who has undergone gender reassignment and has become a man apply

to become a member of the RAOB GLC then his application must be processed in the

same way as for any other male candidate.


Any qualified candidate for admission may be proposed for membership of a Minor Lodge

in accordance with the provisions in the Rules contained in the Rule Book & Manual of

Instructions / Ceremony Lectures. No candidate should be subjected to questions about

their gender which could make them feel uncomfortable.



A member of the RAOB GLC who after initiation ceases to be a man does not

necessarily cease to be a Buffalo.  We expect that members of the RAOB GLC will act

with compassion and sensitivity towards their fellow Members.


We hope that no member of the RAOB GLC would engage in unwanted conduct relating to

another Buffalo’s actual or perceived gender reassignment or gender transition. Such

conduct would not only be un-Buffalo like but is also unlawful under the Equalities Act 2010

and the Human Rights Act 1998, (UK), if it has the purpose or effect of violating the dignity of, or

creating an intimidating, hostile, degrading, humiliating or offensive environment for, the




A member of the RAOB GLC who becomes a woman is not required to resign from

the Section.


If a person resigns from the RAOB GLC then they and their dependants may no longer be

eligible for some of the benefits provided by the Section charities now or in the future.



A Lodge may vote to exclude any member for sufficient cause. The following grounds

would constitute unlawful discrimination and so could never constitute sufficient cause:


  1. The fact that a member has legally become a woman;
  2. A mistaken belief that a member has legally become a woman;
  3. The fact that a member is in the process of transition from male to female; or
  4. A mistaken belief that a member is in the process of transitioning from male to female.

Similarly, a Lodge must not attempt to persuade a member to resign from the Lodge or

discriminate against a member based on any of these grounds.

A Lodge must not at any time require a member to prove that they are legally a man.



The law and what is considered as best practice in this area are developing rapidly. This

policy may be amended from time to time and so please ensure that you are referring to the

latest version. You also need to bear in mind that GLC is based in Cyprus and whilst opinions differ and application of Rights subject to Cyprus Law the principles remain very similar.


This Policy is based on UK Law, Lodges operating in another Country, mustalso abide by the Laws of that Country.