Create an Inclusive Workplace Environment

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User Information
POLICY & PROCEDURES
STAFF KNOWLEDGE
ACCESSIBILITY & INCLUSION
ORGANIZATIONAL CULTURE
PROMOTION
CONTINUOUS IMPROVEMENT

Organization

Department

ANTI-DISCRIMINATION POLICIES AND PROCEDURES CAN BE DESCRIBED BY THE FOLLOWING STATEMENT:*

Policies & procedures clearly identify how to address instances of discrimination and safeguard people on the protected grounds of gender identity, gender expression, and sexual orientation. These policies and procedures are regularly reviewed with community input where possible.

Policies & procedures stating that human rights are protected, but they do not clearly mention gender identity, gender expression, or sexual orientation, and do not outline a clear way to address instances of homophobia or transphobia.

There are no formal anti-discrimination policies or procedures.

Not sure/don’t know

CONFIDENTIALITY POLICY CAN BE DESCRIBED BY THE FOLLOWING STATEMENT:*

Confidentiality policy clearly includes not disclosing a client’s, staff member’s, volunteer’s, or anyone's sexual orientation, family status, or gender identity without consent, including the use of unnecessarily gendered language.

The confidentiality policy exists, but does not specifically include sexual orientation, family status, or gender identity.

There is no confidentiality policy.

Not sure/don’t know

POLICIES OR PROCEDURES TO SUPPORT SOMEONE WHO IS TRANSITIONING IN THE WORKPLACE CAN BE DESCRIBED BY THE FOLLOWING STATEMENT:*

A policy and/or procedure is in place to support an employee who is transitioning during employment. Topics in this policy or procedure may include: names on official records and documentation, access to gendered spaces, dress code, health insurance benefits or time off work to support medical transition, communication plan with the team, and any other supports the employee may need.

There is no policy or procedure to support a team member transitioning on the job.

Not sure/don’t know

STAFF TRAINING ON 2SLGBTQ+ INCLUSION CAN BE DESCRIBED BY THE FOLLOWING STATEMENT:*

All or most staff and volunteers have participated in a training within the last two years. Refresher discussions occur at staff meetings, and new staff or volunteers are given an opportunity to attend a training.

Some staff and volunteers have attended training, or most recent training happened more than 3 years ago.

No staff or volunteers have attended training.

Not sure/don’t know

INTERVIEW QUESTIONS FOR NEW STAFF OR VOLUNTEERS INCLUDE REQUIRING A POSITIVE ATTITUDE IN WORKING WITH 2SLGBTQ+ COMMUNITIES:*

Yes

No, but questions about embracing values of diversity are asked.

Not sure/don’t know

JOB PERFORMANCE EVALUATIONS INCLUDE STAFF KNOWLEDGE AND EXPERIENCE IN WORKING WITH 2SLGBTQ+ COMMUNITY:*

Yes

No, but questions that evaluate diversity are asked.

Not sure/don’t know

EMPLOYMENT OPPORTUNITIES AND JOB POSITIONS CAN BE DESCRIBED BY THE FOLLOWING STATEMENT: *

Employee/Volunteer equity statements encourage 2SLGBTQ+ communities to apply for positions, and are prepared with recruitment processes which remove barriers to employment (I.e.: applicants may indicate a name other than that in legal documentation, optional recognition of gender identity and pronouns, accepting of credentials and referrals from other names previously known as, etc.).

Employee/Volunteer equity statement encourages 2SLGBTQ+ communities to apply for positions, but recruitment processes are not prepared and have not addressed barriers to employment.

No employee/volunteer equity statement and no active encouragement of 2SLGBTQ+ communities to apply for positions.

Not sure/don’t know

FORMS ASKING DEMOGRAPHIC QUESTIONS OF SEX, GENDER IDENTITY, AND SEXUAL ORIENTATION CAN BE DESCRIBED BY THE FOLLOWING STATEMENT:*

Forms provide a long or varied list of options, and/or provide a blank line in which to write their own answer.

Forms give a third option. For example: Sex: Male, Female, or “Other.”

Forms give two options. For example: Sex: Male, Female.

Not sure/don’t know

ACCESS TO WASHROOMS AND GENDERED SPACES CAN BE DESCRIBED BY THE FOLLOWING STATEMENT:*

People can use whichever gendered space best fits them and their identity. There is at least one washroom clearly available to everyone, regardless of sex or gender.

People can use whichever gendered space best fits them and their identity. There is no gender neutral washroom.

All washrooms are gendered; people are not actively encouraged to use whichever space is best for them.

There are no washrooms or gendered spaces/not applicable.

Not sure/don’t know

THE USE OF GENDER NEUTRAL LANGUAGE CAN BE DESCRIBED BY THE FOLLOWING STATEMENT:*

The organization largely uses gender neutral language (such as spouse, parent, child, use of singular they/them/their pronouns, etc.) in both verbal and in written communication. Avoids assumptions about sex, gender identity, or sexual orientation.

Documentation such as intake forms use gender-neutral language, but staff/volunteers often use gendered language based on assumptions of appearance, voice, or name. The organization does not use neutral language as a default.

The organization largely does not use gender-neutral language.

Not sure/don’t know

THERE ARE PEOPLE WHO PUBLICALLY IDENTIFY IN THE 2SLGBTQ+ COMMUNITIES, AS EITHER EMPLOYEES, VOLUNTEERS, OR SERVICE USERS/CUSTOMERS:*

Yes, there are multiple people who publicly identify in 2SLGBTQ+ communities as either employees, volunteers, or service users/customers.

There are people who are a part of 2SLGBTQ+ communities connected to the organization, but none or few publicly identify as such.

No, there are either no, or no publicly identified, people who are a part of 2SLGBTQ+ communities connected to the organization.

Not sure/don’t know

2SLGBTQ+ COMMUNITIES HAVE FOUND THE ORGANIZATION TO BE:*

A space where people do not hide their gender identity or sexual orientation. People have freely stated that they feel comfortable, safe, and supported.

A space where some people are not comfortable sharing their gender identity or sexual orientation, and/or have expressed concerns about not feeling safe or supported.

Not aware of having any 2SLGBTQ+ communities access the organization.

Not sure/don’t know

PROMOTION OF PROGRAMS AND SERVICES AS SPECIFICALLY 2SLGBTQ+ INCLUSIVE CAN BE DESCRIBED BY THE FOLLOWING STATEMENT:*

All programs and services are promoted consistently as being inclusive and welcoming, including the possibility of some programs/services being created or adapted for 2SLGBTQ+ communities.

Some programs and services are promoted as being inclusive or welcoming.

No programs or services are promoted as inclusive and welcoming.

Not applicable, no direct programs or services.

Not sure/don’t know

IDENTIFICATION OF THE WORKPLACE OR SERVICE AS A SAFER SPACE FOR 2SLGBTQ+ COMMUNITIES CAN BE DESCRIBED BY THE FOLLOWING STATEMENT:*

Recognized as a safer space in ways such as: posters or stickers in the organization, queer or trans symbols on website and promotional materials, verbal acknowledgement, or other ways that are consistent and clear.

Some visible markers, but they are infrequent or not visible from the main/client-centered area, and often individually staff led.

There are no markers in any format.

Not sure/don’t know

ACCESS TO 2SLGBTQ+ RESOURCES FOR STAFF OR SERVICE USERS CAN BE DESCRIBED BY THE FOLLOWING STATEMENT:*

Regularly maintained list of resources, including an electronic directory and ability to refer to local programs and services where possible.

Resources could be accessed, but are not prepared if someone needed support today.

Knowledge of resources do not exist, and do not know where to access them.

Not sure/don’t know

IDENTIFYING NEEDS OF 2SLGBTQ+ COMMUNITIES AND REMOVAL OF SERVICE BARRIERS CAN BE DESCRIBED BY THE FOLLOWING STATEMENT:*

Systems in place identify community needs and actively remove service barriers, incorporating feedback and input directly from community where possible.

Systems in place identify community needs and removal of service barriers, but there is not a specific lens of, or input from, 2SLGBTQ+ communities.

No system in place to identify needs or removal of service barriers.

Not sure/don’t know.

ACTIVE PARTICIPATION IN 2SLGBTQ+ NETWORKS, COMMUNITIES OF PRACTICE, COLLABORATIONS WITH INDUSTRY EXPERTS, OR HAVING AN INTERNAL DIVERSITY COMMITTEE CAN BE DESCRIBED BY THE FOLLOWING STATEMENT:*

The organization has an internal diversity committee, and is involved in a local network, communities of practice, or collaborating with industry experts.

The organization has an internal diversity committee, but is not involved in any local networks, communities of practice, or collaborating with industry experts.

The organization does not have an internal diversity committee, and is not involved in any local networks, communities of practice, or collaborating with industry experts.

Not sure/don’t know.

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