Which statement best describes your team? There are few to no 2SLGBTQ+ staff who are open about their identity at my work OR 2SLGBTQ+ people on my team are exclusively represented at the entry level, temp, or volunteer levels with few opportunities for greater job security or advancement. 2SLGBTQ+ persons are represented at some levels of my workplace. Most are at the entry level, temp, or volunteer levels with few opportunities for greater job security or advancement. 2SLGBTQ+ persons are represented at all levels of my team. Their contributions are valued, and they are compensated for their work at a rate that is equal to that of their direct colleagues.

Which statement best describes your team's hiring practice? We are open to hiring 2SLGBTQ+ people but have not done specific work to seek out candidates from these communities. We have evaluated or are currently evaluating our hiring process, as well as our recruitment outreach, language, and practices for 2SLGBTQ+ inclusion. We have hired a specific recruiter or have dedicated personnel with capacity to create equitable hiring processes and to build connections within the 2SLGBTQ+ community to seek out job candidates.

Which statement best describes your organization's leave policies? My organization’s leave policies and benefits align with federal/provincial antidiscrimination policies regarding sexual orientation, gender identity, and gender expression. My team is examining whether leave policies and benefits offered serve to support all their employees and their married/domestic partners both in terms of language and life circumstances. My organization’s leave policies and benefits include trans-specific healthcare needs (such as paid leave for transitioning) and parental leave for employees and their married/domestic partners. The language of these policies is not gendered.

Which statement best describes your team? There is no specific group or work being done through HR or other channels within my team to promote equity, diversity, and inclusion for 2SLGBTQ+ clients and staff. My team has a committee or has a specific focus on equity, diversity, and inclusion; however, the group is composed mostly by people who experience marginalization and/or discrimination and for whom leadership is not a part of their job description or pay grade. My workplace has a public commitment to equity, diversity, and inclusion (EDI) work that is led by leadership and engages all staff and volunteers. The EDI ethos is meaningfully integrated into our operations and opportunities are created for staff who are marginalized to safely share their feedback or voice complaints without fear of retaliation.

Which statement best describes your team? My team is just starting to acknowledge that there could be issues of transphobia, biphobia, homophobia among staff and/or clients within our workplace. When incidents of discrimination and/or prejudice occur, they are often left unaddressed. There is an understanding that transphobia, biphobia, and homophobia are not acceptable in the workspace. When issues of misgendering, transphobia etc. arise, there is a clear and accepted call out/call in culture within my team, however, not everyone feels equipped or safe enough to step in. There is zero tolerance for transphobia, biphobia, homophobia at my workplace. When misgendering, transphobia, biphobia, homophobia, etc. happens, it is corrected quickly and in an appropriate manner. All members of my team have the necessary skills and knowledge to field these conversations and there are mechanisms for accountability such as coaching and training available to all staff.