Trans Care BC - PHSA Accessiblce Care Assessment Tool for Care Services i Beta version Creating Accessible Environments for Gender Diverse People Organizational Assessment Tool for Health Care & Support Services March 2020 Description This assessment tool is for organizations interested in developing a multi- pronged approach to offering accessible care for gender diverse individuals, including transgender, non-binary, and Two-Spirit people seeking gender- affirming care. This tool can be used on its own or in combination with the Service Provider Reflection Tool for Individual Service Providers & Support Staff which is designed for individuals seeking learning opportunities that explore their knowledge and attitudes towards gender diversity. Feedback welcomed We believe your feedback is one of the best ways to improve our educational resources. Therefore, we have released this beta version with the hope that you will consider using it, reviewing it, and letting us know your ideas for improving it. If you have any questions, comments, or suggested revisions, please email us at [email protected].
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Creating Accessible Environments for Gender Diverse Peopleincluding transgender, non-binary, and Two-Spirit people seeking gender-affirming care. This tool can be used on its own or
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Trans Care BC - PHSA Accessiblce Care Assessment Tool for Care Services i
Beta version
Creating Accessible Environments for Gender Diverse People
Organizational Assessment Tool for Health Care & Support Services
March 2020
DescriptionThis assessment tool is for organizations interested in developing a multi-pronged approach to offering accessible care for gender diverse individuals, including transgender, non-binary, and Two-Spirit people seeking gender-affirming care.
This tool can be used on its own or in combination with the Service Provider Reflection Tool for Individual Service Providers & Support Staff which is designed for individuals seeking learning opportunities that explore their knowledge and attitudes towards gender diversity.
Feedback welcomedWe believe your feedback is one of the best ways to improve our educational resources. Therefore, we have released this beta version with the hope that you will consider using it, reviewing it, and letting us know your ideas for improving it. If you have any questions, comments, or suggested revisions, please email us at [email protected].
Trans Care BC - PHSAOrganizational Assessment Toolii
Directions
Select relevant strategies in each
category.
Then, consider the following questions:
Where are we currently at? (level)
What would enable us to score
1+ level higher? (action Items)
Who could help us make these
changes? (supports)
When could we take these steps?
(target dates)
Terminology
Gender Diverse refers to individuals who do not identify as the sex they were assigned at birth. This includes, but is not limited to, transgender, non-binary, and Two-Spirit people seeking gender-affirming care.
Client refers to all clients, patients, residents, and service users accessing care unless otherwise specified.
Staff refers to anyone employed by your organization unless otherwise specified. This may also include contractors and volunteers.
People refers to anyone who may be present in your service, including staff, volunteers, contractors, clients, family members, advocates, and all others who access the service or space.
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# Strategy(select the relevant strategies) Re
leva
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None
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oor
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WHAT(action items)
WHO(supports)
WHEN(target dates)
1 Leadership team has taken gender diversitycompetency training in the past 3 years
YN
L0
E1
V2
E3
L4
2 Clinical staff have taken gender diversitycompetency training in the past 3 years
YN 0 1 2 3 4
3Support staff have taken gender diversitycompetency training in past 3 years, includingreception, pay roll, information technology, etc
YN 0 1 2 3 4
4 On-call staff and contractors have takengender diversity competency training
YN 0 1 2 3 4
5 Volunteers have taken gender diversitycompetency training
YN 0 1 2 3 4
6External educators are used for gender diversitycompetency trainings (ie. not relying on gender diversestaff to educate coworkers)
YN 0 1 2 3 4
7 Orientation packages for new staff and volunteersinclude your gender-affirming policies and procedures
YN 0 1 2 3 4
8Orientation for new staff and volunteers includesmandatory gender diversity cultural competencytraining
YN 0 1 2 3 4
9Existing staff and volunteers are trained ongender-affirming intake procedures, client placements,and addressing conflict
YN 0 1 2 3 4
10Clients frequently served or in long-term housinghave opportunities to learn about gender diversityand your organization's policies
YN 0 1 2 3 4
1) Select the strategies from each section that are relevant to your service. Then, consider the following questions:2) Where are we at currently? (level)3) What would enable us to score 1+ level higher? (action items)4) Who could help us make these changes? (supports)5) When could we take these steps? (target dates)
Education
Accessible Care Assessment Tool for Care Services
Directions:
This assessment tool is for services interested in developing a multi-pronged approach to offering accessible care for gender diverse individuals, including transgender, non-binary, and Two-Spirit people seeking gender-affirming care.
BETA Version (feedback welcomed)
2018-09-12 DRAFT: Self-assessment tool for care provision services 1
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Forms / Charts / EMRs (continued)# Strategy
(select the relevant strategies) Rele
vant
?
None
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oor
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Half
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WHAT(action items)
WHO(supports)
WHEN(target dates)
8 Honorifics are not used on forms(optimal strategy)
YN
L0
E1
V2
E3
L4
8AHonorifics are used on forms, but are always optional;the gender-neutral title 'Mx' is added as an option(alternative strategy)
YN 0 1 2 3 4
8BHonorifics are required; the gender-neutraltitle 'Mx' is added as an option(alternative strategy, less desirable)
YN 0 1 2 3 4
9 Gender-inclusive language is used on assessment formsYN
L0
E1
V2
E3
L4
10 Procedures are in place to update records to prioritizeName Used, Gender Identity and Pronouns
YN 0 1 2 3 4
11Procedures are in place to prioritize Name Used,Gender Identity and Pronouns on wristbands andother visible identifiers
YN 0 1 2 3 4
12If gender-affirming fields are limited or non-existent,a confidential alert system is used to notify staff ofclient’s Name Used and Pronouns
YN 0 1 2 3 4
13Staff are trained to respond affirmingly to requests toupdate records and visible identifiers, irrespective ofclient's previous level of access to gender-affirming care
YN 0 1 2 3 4
Honorifics (Dr, Mx, Ms, Mrs, Mr)
General Recommendations
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# Strategy(select the relevant strategies) Re
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None
/ P
oor
Som
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Fair
Half
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Mos
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xcel
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WHAT(action items)
WHO(supports)
WHEN(target dates)
1 Signs use function-based icons instead of gender-based icons
YN
L0
E1
V2
E3
L4
2 Signs designate all single-stalls as universal (for all genders)
YN 0 1 2 3 4
3 Signs designate all multi-stall gendered washrooms as trans-inclusive
YN 0 1 2 3 4
4 1+ multi-stall washroom has signs designatingthe washroom as universal
YN 0 1 2 3 4
5 There are signs in the building to help people to locate the universal/trans-inclusive washrooms
YN 0 1 2 3 4
6 Locks visibly indicate 'occupied' or 'vacant' onall single-stalls
YN
L0
E1
V2
E3
L4
7 Locks visibly indicate 'occupied' or 'vacant' onall doors in multi-stall washrooms
YN 0 1 2 3 4
8Stall doors in multi-stall washrooms have minimal gaps (privacy), except small gap on bottom forsound transfer and staff monitoring (safety)
YN 0 1 2 3 4
9 Stall walls in multi-stall washrooms have minimal gaps, including above and below (privacy)
YN 0 1 2 3 4
10Building has a minimum of one universal access, single-stall washroom that is easily accessible by all people
YN
L0
E1
V2
E3
L4
11 At least one universal or trans-inclusive washroom is in the sightline of a staff-frequented area
YN 0 1 2 3 4
12Open (doorless) entrances to universal multi-stallwashrooms that increase sightline / sound monitoringby staff, as well as wheelchair and stroller access
YN 0 1 2 3 4
Washrooms
Signage
Amenities
Floor Plan
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# Strategy(select the relevant strategies) Re
leva
nt?
None
/ P
oor
Som
e /
Fair
Half
/ G
ood
Mos
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Grea
tAl
l / E
xcel
lent
WHAT(action items)
WHO(supports)
WHEN(target dates)
1 Signs use function-based icons instead ofgender-based icons
YN
L0
E1
V2
E3
L4
2 Signs designate all single-stalls as universal(for all genders)
YN 0 1 2 3 4
3 Signs designate all multi-stall / open gendered change rooms as trans-inclusive
YN 0 1 2 3 4
4 1+ multi-stall change room has signs designating the change room as universal
YN 0 1 2 3 4
5 There are signs in the building to help people to locate the universal/trans-inclusive change rooms
YN 0 1 2 3 4
6 Locks visibly indicate 'occupied' or 'vacant' on all single-stalls
YN
L0
E1
V2
E3
L4
7 Locks visibly indicate 'occupied' or 'vacant' on all doors in multi-stall/open change rooms
YN 0 1 2 3 4
8Stall doors in multi-stall change rooms have minimal gaps (privacy), except small gap on bottom for sound transfer and staff monitoring (safety)
YN 0 1 2 3 4
9 Stall walls in multi-stall change rooms have minimal gaps, including above and below (privacy)
YN 0 1 2 3 4
10 Standalone, single stall change rooms are designated as universal access
YN
L0
E1
V2
E3
L4
11Building has a minimum of one universal access, single-stall change room that is easily accessible by all people
YN 0 1 2 3 4
12 All multi-user change room facilities have a minimum of one single-stall change area for privacy
YN 0 1 2 3 4
13Buildings requiring large public change rooms aredesigned to include a universal access, multi-stalledchange area
YN 0 1 2 3 4
14 At least one universal or trans-inclusive change room is in the sightline of a staff-frequented area
YN 0 1 2 3 4
15Open (doorless) entrances to universal multi-stallchange rooms that improve sightline / sound monitoringby staff, as well as wheelchair and stroller access
YN 0 1 2 3 4
Change Rooms
Signage
Amenities
Floor Plan
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# Strategy(select the relevant strategies) Re
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WHAT(action items)
WHO(target supports)
WHEN(target dates)
1 Room assignements are not gendered(optimal strategy)
YN
L0
E1
V2
E3
L4
1ARooms are gender-segregated and clients can choosebased on gender-identity, safety, privacy andconfidentiality needs (alternative strategy)
YN 0 1 2 3 4
1BRooms are gender-segregated and assigned basedon gender-identity, safety, privacy and confidentialityneeds (alternative strategy, less desirable)
YN 0 1 2 3 4
2When heightened privacy needs are required toprotect safety and confidentiality, gender diverseclients are offered the choice of a private room
YN 0 1 2 3 4
# Strategy(select the relevant strategies) Re
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None
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WHAT(action items)
WHO(supports)
WHEN(target dates)
1Dress code is applied universally and consistentlywith all staff / clients, regardless of their genderidentity and gender expression (optimal strategy)
YN
L0
E1
V2
E3
L4
1ADress code is gendered; all staff / clients have theright to dress in a manner consistent with their gender identity and gender expression (alternative strategy)
YN 0 1 2 3 4
2Dress code notes that non-binary staff / clients havethe right to dress in a manner consistent with theirgender identity and gender expression
YN 0 1 2 3 4
# Strategy(select the relevant strategies) Re
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None
/ P
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WHAT(action items)
WHO(supports)
WHEN(target dates)
1Anonymous feedback options welcomed and madevisible and easily accessible at service site and onwebsite
YN
L0
E1
V2
E3
L4
2 Advisory groups includes gender diverse individualsYN 0 1 2 3 4
3Community advisory groups include gender diverse individuals who represent other marginalizedcommunities, offering an intersectional lens
YN 0 1 2 3 4
Room Assignments
Dress Codes
Feedback Opportunities
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# Strategy(select the relevant strategies) Re
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None
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WHAT(action items)
WHO(supports)
WHEN(target dates)
1 Anti-discrimination policy explicitly coversgender identity and gender expression
YN
L0
E1
V2
E3
L4
2 Anti-discrimination policy is visible to allstaff, volunteers, and clients
YN 1 2 3 4 5
3Steps and procedures are clearly defined to addresswhen anti-discrimination policy is violated, including disciplinary actions when required
YN 0 1 2 3 4
4 Steps and procedures are easily accessible for reviewby all people who access the space
YN 0 1 2 3 4
5 Steps for reporting a violation are easily accessible toall people who access the space
YN 0 1 2 3 4
6 Staff and volunteers must review and sign-off on theanti-discrimination policy and procedures
YN 1 2 3 4 5
7 Policy, position statement, and/or client’s bill of rights addressing equitable access for gender diverse clients
YN
L0
E1
V2
E3
L4
8 Policy and procedures outlining staff work practicessupporting gender diverse clients
YN 0 1 2 3 4
9 Policy and procedures addressing equitable access to employment for gender diverse staff
YN 0 1 2 3 4
10 Policy and procedures outlining staff work practicessupporting gender diverse coworkers
YN 0 1 2 3 4
Gender-affirming policies: general
Anti-discrimination policy
Policy
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AcknowledgementsThe strategies in this resource are based on the work of countless international community members and care providers, who over the past decades have championed gender-affirming care. The assessment tool was inspired by resources from multiple organizations including the 519 Centre, Rainbow Health Ontario, the National LGBT Health Education Center, FORGE, and many more. Lastly, it was developed in collaboration with Ambit Gender Diversity Consulting, along with community members and care providers within British Columbia.
Trans Care BC - PHSA Organizational Assessment Tool xiii13
Remember, feedback is welcomed!We believe your feedback is one of the best ways to improve our educational resources. If you have any questions, comments, or suggested revisions to this assessment tool, please email us at [email protected].
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# Strategy(select the relevant strategies) Re
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WHAT(action items)
WHO(supports)
WHEN(target dates)
11Policy and procedures to support staff to maintaintrans-inclusion within gendered services,programming, and activities
YN
L0
E1
V2
E3
L4
12Policy and procedures to support staff to maintaintrans-inclusion within gendered physical spaces(service areas)
YN 0 1 2 3 4
13Policy and procedures to support staff to maintaintrans-inclusion within gendered washrooms andchange rooms
YN 0 1 2 3 4
14Guidelines for staff intervening and de-escalatinggender-based discrimination (while maintaining confidentiality)
YN 0 1 2 3 4
15Procedures to follow up with staff that makediscriminatory comments or actions againstgender diverse people
YN 0 1 2 3 4
16 Policy addressing confidentiality of clients'gender identity, gender history, and gender expression
YN
L0
E1
V2
E3
L4
17 Policy addressing confidentiality of staff member'sgender identity, gender history, and gender expression
YN 0 1 2 3 4
18We involve gender diverse people in collaborative decision-making when addressing issues that effect their service access or employment
YN
L0
E1
V2
E3
L4
19We have procedures in place to revisit our mission,mandates, values, policies, and procedures on anongoing basis
YN 0 1 2 3 4
Gender-affirming policies: specific
Confidentiality
General recommendations
Policy (continued)
2018-12-17 DRAFT: Self-assessment tool for care provision services 11