Inclusivity - Reading Materials - Chapter 08: 2SLGBTQIA+

Chapter 01: Women and Gender and Chapter 02: Gender-Based Harassment and Violence are prerequisites to the review and implementation of the content of this unit.

Algonquin College’s All-Inclusive Washroom Facilities: Algonquin College has enhanced its All-Inclusive Washroom Facilities to prioritize accessibility and inclusion. Signage is now based on specific facilities, eliminating gender identity from washroom signage. The college offers features such as adjusted height for improved accessibility, handrails, backrests, adult lift & changing tables, and a dedicated nursing/lactation room. The initiative aims to create safer spaces for the 2SLGBTQ+ community in Ottawa. Learn more

Pride at Work Canada: Founded in 2008, Pride at Work Canada is a non-profit organization dedicated to fostering inclusive spaces for the 2SLGBTQI+ community in Canadian businesses. Offering custom e-learning options, bilingual webinars, and resources, the organization assists over 250 employers in building more inclusive workplaces. The year-round support helps organizations improve internal strategies and policies, providing measurable outcomes for 2SLGBTQI+ employees. Learn more

Emera Inc.’s Prism Employee Resource Group (ERG): Emera Inc., recognized as one of Canada’s Best Diversity Employers, features an employee resource group called Prism. Comprising employees and allies of the 2SLGBTQI+ community, Prism leverages diversity, equity, and inclusion resources within the human resources department. This initiative encourages employees to share their stories and experiences and work together to uphold a culture of belonging. Learn more

TD Bank’s Commitment to 2SLGBTQI+ Inclusion: TD Bank has been an industry leader in supporting the 2SLGBTQI+ community since 2004, practicing “Pride 365.” The bank transparently lists benefits covering fertility, family planning, parental leave, transgender healthcare, and counselling services. This commitment aims to create safer and braver spaces for individuals in the 2SLGBTQI+ community. Learn more

Human Rights Campaign Foundation’s Corporate Equality Index: The Human Rights Campaign Foundation (HRC) introduced the Corporate Equality Index in 2002, benchmarking U.S. businesses on 2SLGBTQI+ equality in the workplace. HRC provides transparent criteria, resources, and consultations to support enterprises fostering inclusivity. The index covers areas such as health coverage, non-discrimination training, transgender-specific best practices, and corporate social responsibility. Learn more

• Develop a formal policy outlining all employees’ positions, expected behaviours, and repercussions.
• Ensure policies explicitly reflect sexual orientation, gender identity, and gender expression as prohibited grounds of discrimination.
• Respect and ensure employee privacy, allowing voluntary identification without disclosure unless necessary.
• Review and revise corporate communications, job postings, and policies to adhere to gender-neutral language.
• Collect data on self-identification, pronouns, and chosen names, providing text fields for clarification.
• Encourage employees to include pronouns in various settings, like email signatures, name tags, introductions and correct misgendering to create a safer space.
• Ensure employees can use restrooms aligning with their gender identity, ideally with single-stall “all-gender” facilities.
• Establish clear guidelines supporting transitioning employees, covering expectations, policies, and practices.
• Review dress codes, removing gendered clothing requirements, and addressing gendered language.
• Provide mandatory training for all staff on bystander intervention, respectful workplaces, and gender-based violence and harassment.
• Ensure top management fully commits to policies and procedures through comprehensive training.
• Evaluate benefits to ensure they do not discriminate based on gender identity or sexual orientation.

• Feature the organization’s commitment to queer inclusion in policies, procedures, and practices.
• Establish an ERG dedicated to the 2SLGBTQI+ community with an executive sponsor.
• Include gender-neutral language in family or personal leave policies and benefits.
• Select trans-inclusive healthcare plans and consider an inclusive approach to fertility benefits. Negotiate with your service provider to include prep and transitional affirming services in your insurance plans.
• Use job sites that are 2SLGBTQI+ friendly to recruit individuals of all gender identities successfully.
• Sponsor pride events to publicly communicate the organization’s commitment to queer inclusivity.
• Begin each meeting by mentioning pronouns, fostering inclusivity from the start.
• Establish clear procedures in the event of homophobia and transphobia, including reporting mechanisms and consequences.
• Specify Gender Transition Guidelines covering medical costs, official form changes, dress codes, and supervisor support.

• The 519 – Education and Training
• Culture Ally – LGBTQ Live Learning
• Rainbow Health Ontario – Education and Training
• Safer Spaces – Interactive Workshops
• Egale – Pronoun Usage Guide
• Qmunity – Queer Learning Circles
• Queer Events – Education Hub

• Pride at Work Canada – DEI Guide
• Stand in Pride
• Equaldex Canada – 2SLGBTQIA+ Legislation Comparison
• CCGSD – LGBTQ+ Education and Advocacy
• Rainbow Resource Centre Winnipeg
• PFLAG Canada – Support and Resources for LGBTQ+ Individuals and Families

March 31
Trans Day of Visibility

April 6
 International Asexuality Day

April 12
International Day of Pink

May 17
International Day Against Homophobia, Transphobia and Biphobia

June to September
Pride Season

October
LGBT History Month

October 19
International Pronouns Day

November 20
Transgender Day of Remembrance