Section: Subject:

Service Delivery Inclusion of Trans Women

Policy: 2.3

Original: April, 2013 Revised/Approved: Purpose: In the spirit of our organizational mandate this policy strives to: Ensure that all self-identified women and their children (under age 18) fleeing intimate partner abuse have access to our services; Create a safe and positive environment for trans women; Contribute to a culture of inclusion for all service users; Actively dismantle the common barriers to service experienced by trans women; Respond to the needs of trans, genderqueer and two spirit people seeking to access our services by working with community partners to find shelter for those fleeing intimate partner abuse who do not identify as women.

POLICY STATEMENT YWCA Sudbury believes that all self-identified women have the right to access services, employment, governance structures and volunteer opportunities. YWCA Sudbury strives to remove barriers that keep trans women from actively participating in programs, and works to create an inclusive environment. The organization will ensure that all selfidentified women s rights are respected and protected and that they are treated with dignity and respect. This policy is applicable to all staff, board members, volunteers, service users, management and general public. YWCA Sudbury will make every effort to see that our structure, policies and systems reflect the total community and promote equitable access for all self-identified women. This policy is intended to act as a positive force for equity and the elimination of transphobic oppression. Board members and staff members will use sound professional judgment when interpreting this policy.

SCOPE OF POLICY This policy applies to all employers, contractors, volunteers, students, community members/participants, general public, board members, and visitors to our organization.

Access and Intake: YWCA Sudbury provides access to programs and services to all self-identified women who meet the eligibility criteria. All programs and services geared specifically toward women include identifying as a woman as a criteria for eligibility. As such, the organization will not make assumptions based on appearances, a voice over the phone, a persons legal name, etc. Intake is not based on a trans womans physical appearance or adherence to stereotypical feminine gender presentation, but on the individuals verbal expression of gender identity. Trans women will be addressed in the name they self-identify with, regardless of what name may appear on their identification. Trans women will be addressed by the pronoun they prefer (eg. she, zie, we, they, etc.). If staff members are unsure what pronoun to use, they will respectfully ask that person how they would prefer to be addressed. Staff may not ask for medical specifics of a trans womans physical body beyond what is asked of all service users. All staff, particularly front desk/reception staff, will make every effort to avoid addressing individuals as sir, maam, or miss on the phone. Confidentiality: Each persons privacy and right to confidentiality will be respected. The trans status or identity of service users, staff, board members or volunteers will not be recorded nor disclosed without the express permission of the individual involved. Revealing an individuals trans or surgical status is considered a breach of the individuals privacy and will lead to disciplinary action. Note: Anonymous stats may be gathered. Housing and Accommodation: All self-identified women will have access to the shelter. Trans women will not be turned away or referred to another facility unless the organization is at capacity or the individual does not meet the eligibility criteria. Education and awareness on trans issues will be provided to all women in the shelter in an effort to ameliorate transphobic behaviour, harassment and discrimination. If another resident does not wish to share a room with a trans woman, the organization will provide education and awareness on trans issues. If transphobic behaviour persists, the resident exhibiting transphobic behaviours will be asked to leave and to find a residential setting that can better meet their preferences.

Harassment and Discrimination:

Consistently using the wrong name or pronouns for a trans woman may be considered a form of harassment. Refusal to work with a service-user, co-worker, board member or volunteer because they are trans will result in disciplinary action. The organizations harassment policy and procedures will be followed in dealing with any complaints of harassment and/or discrimination.

Facilities Management: All self-identified women will be encouraged to use the facilities in which they feel most comfortable or most safe. The organization will not tolerate the exclusion of any selfidentified woman in bathrooms, change-rooms, and related facilities. All shared washrooms will be equipped with latching doors, curtains, or other reasonable accommodation to provide privacy in a shared setting. Single occupancy washrooms and a single occupancy shower are available for all selfidentified women who prefer single occupancy facilities. Trans women will be provided use of the staff washroom located in the entrance area of Genevra House to discreetly change clothing should they have to come and go from the shelter in different gender presentations. Human Resources Policies: All candidates for staff, board and volunteer positions will be evaluated fairly and awarded positions based on their skills, knowledge and experience. When checking references for potential employees, the organization will protect the dignity and privacy of trans job applicants by using whatever name and pronoun they are given. They will recognize that they might be given two names, the name in which they applied for the position and the name to use to check references. This information will be kept confidential. If a staff member identifies that they will be undergoing a transition process, their personnel records including and internal and external directories, email addresses and business cards, will be changed according to the wishes of the individual. Training and Education:

All staff and board members are required to take part in a trans inclusion training within six (6) months of their hire date/the date they were brought onto the board. Shelter residents will also be provided with regular training and awareness on trans issues.

Consequences for Non-Compliance The consequence of not following this policy can be harmful to the organization, staff, service users and volunteers in the following ways: Putting service users, board members, staff and volunteers in unsafe positions; Being in breach of human rights legislation; Being in breach of regulations regarding practice (ie. College of Social Workers).

Any breach of this policy or the components contained herein will be treated as misconduct. Misconduct will be reviewed and may result in disciplinary steps being taken up to and including dismissal from employment, or removal from office or volunteer role.

Policy 2.3 Section: Service Delivery Subject: Inclusion of Trans Women Implementation Plan Training Plan: Task Send out requests to other shelters and womens services asking about their policies and procedures. Search the literature for further information on the issues affecting trans women, best practices, and other agencies that could provide additional resources. Connect with The 519 Church St. Community Centre Establish Trans Inclusion Committee. Provide training for Trans Inclusion Committee members Secure funding for Trans Inclusion training Create Climate Survey to help inform the training needed by staff and board members Distribute Climate Survey to YWCA staff and board members Review responses to Climate Survey to inform the training to be provided Provide training to YWCA staff, board members and other frontline service providers in the community

Target Date 02-2012

Responsibility
Executive Director

02/2012

Executive Director

02/2012 02/2012 03/2013

Executive Director Executive Director Executive Director 519 Community Centre-Project Open Door Executive Director Executive Director Trans Inclusion Committee Executive Director Executive Director Trans Inclusion Committee Trans Inclusion Committee 519 Community Centre-Project Open Door TG Innerselves Members Executive Director Executive Director Executive Director Trans Inclusion Committee Executive Director

06/2012 9/2012 9/2012 10/2012 11/2012

Connect with 519 Community Centre to arrange additional training for staff and board members Attend local TG Innerselves Group to get input on policy and training Finalize Policy on Inclusion of Trans Women and provide training to staff, board members and service users Provide training to new staff, board members and service users

01/2013 02/2013 06/2013

Ongoing

Communication Plan: Task Send memo to all staff and board members informing them of YWCA Sudbury`s current practice for sheltering trans women, and that the policy and procedures are being reviewed and revised. Send invitation to staff, board members, community partners and trans women to become active members of a Trans Inclusion Committee to review our current policies and practices and help develop a new policy and procedures regarding service delivery for trans women Present finalized policy to staff, board members and service users at training Post final policy on Inclusion of Trans Women on website and in the Intake area of the Shelter Visibly display posters and signage to educate and raise awareness that our facility provides a safe and positive space for trans women

Target Date 01-2012

Responsibility
Executive Director

02/2012

Executive Director

06-2013 06-2013 06-2013

Executive Director Trans Inclusion Committee Executive Director Executive Director