A resource for managers and administrators to support transgender, Two-Spirit, and non-binary (T2SNB) employees at work, wherever they are in their journey and whether or not they have shared with you.
Ensuring a T2SNB employee has a seamless experience at UBC begins with respecting their chosen first name and pronouns, and maintaining their privacy around their identity. This toolkit contains terms and concepts for greater understanding of T2SNB individuals. Learn more about applicable human rights legislation and recent case law clarifying managers’ roles in washroom access and pronouns.
The toolkit also provides information on how to indirectly support T2SNB employees who choose not to come out or before they do so. It also covers specific steps managers need to take to support someone while they come out at work (e.g., communications and educational plans). For some, there is a continuous need for support with ongoing challenges, even after coming out. This toolkit summarizes key expectations for workplace culture and interpersonal interactions.
Toolkit for managers
If you are looking to support a T2SNB employee in the workplace, view the Supporting T2SNB Employees toolkit (PDF).
If you would like to provide feedback on the contents of this toolkit, we welcome your thoughts, ideas, and concerns via a brief, anonymous survey.
Disclosure plan
You can download a disclosure plan template (Word) that is designed to help managers and supervisors support a T2SNB employee in coming out at work.
The toolkit above provides answers to frequently asked questions common among managers and supervisors supporting T2SNB employees, such as:
- What are the unique and often invisible challenges that T2SNB employees face at UBC?
- Are there different needs among T2SNB employees at various stages of their journey?
- What are the specific steps to take when supporting T2SNB employees when coming out at work for the first time?
- How does human rights legislation and case law apply to me as a manager of a T2SNB employee?
- Do I have to remember all the different terms and concepts?
- How much time does it typically take to support someone to come out at work?
A manager's responsibilities to T2SNB employees include:
- Keep private T2SNB person’s legal name and T2SNB status
- Encourage respectful work environment and lead by example
- Be aware and respectful of cultural needs of Two-Spirit employees
- Educate yourself on gender diversity
- Support education of your team/department
- Ensure T2SNB employee has resources and support they need, including accommodations
- Prevent discrimination as part of hiring, training, compensating, promoting, and terminating processes
- Prevent bullying and harassment related to gender identity and/or expression
- Provide access to appropriate washrooms, change rooms, dress code, and uniforms
- Avoid unnecessary personal questions
- Efforts should be made to accommodate if a T2SNB employee needs all-gender facilities (even if there are only men’s and women’s facilities)
- Do not require T2SNB employees to use only all-gender facilities
- If disclosing, support the employee through a well-defined and documented process of disclosing their gender to colleagues and within the system
Information for employees
This page provides resources specifically for managers and supervisors supporting their T2SNB employees. Related resources for faculty and staff are available on the Getting support as a T2SNB employee page.