How do you know that you’re the gender that you are?

Is it the shape of your body? Your physical traits? Or maybe it’s tied to what society expects from you in terms of what you wear or how you act? At first glance, many of us assume these things define gender.   

For aspiring allies to the trans community, there are often those persistent, sticky thoughts that can get in the way of showing up fully. These are the thoughts that don’t seem to let go, even when we know we want to be supportive. Sometimes, it’s frustration with others’ inaction: “cis people should be doing more to support trans people.” Other times, it’s a nervous hesitation, feeling like “trans people need to tell us how to act and what to say.” And then there’s the big one that so many people struggle with: “What if I make a mistake and hurt someone?”

One of the significant challenges for organizations committed to improving inclusivity is navigating the period between when necessary changes are being planned and when they are implemented. Whether you are sorting out the need for all-gender washrooms or updating information systems to differentiate between legal and chosen names, these changes take time (sometimes years), making this stage difficult to manage.

So, what can frontline staff do when concerns are raised by a transgender client about their needs not being met, but the organization has yet to implement these necessary structural changes? These three simple steps can really help!

In today's rapidly evolving society, inclusivity and diversity are vital for fostering an environment that supports all individuals. This includes recognizing and addressing the unique healthcare needs of transgender and non-binary employees. While extended health care benefits play a crucial role in ensuring employee wellbeing, they may not always be inclusive or fully cater to the specific needs of transgender and non-binary individuals. In this blog post, we will explore ways to make extended health care benefits more inclusive, providing practical steps employers can take to support their transgender and non-binary workforce.

In recent years, there has been an increasing recognition of the diversity of gender identities, and a growing need to create more inclusive environments in various aspects of society, including organizations. Forms are one such aspect that may seem insignificant, but they can have a substantial impact on the experiences of trans and non-binary people. In this blog post, we will discuss five ways that organizations can create more inclusive forms, with specific considerations for the collection and use of titles, first names, and pronouns.

We are frequently asked how to convert men's and women's to all-gender, multi-stall washrooms. This is not simply a matter of changing signage. This undertaking requires careful plan and thoughtful communications to be successful. Check out our newly-published blog to learn more and download our washroom inventory template. 

In spite of the pandemic’s challenges, we’ve made significant progress this year supporting our clients with transgender learning and practice initiatives.