This document provides a checklist of ways to advance the rights of Two-Spirit, lesbian, gay, bisexual, trans, queer and intersex (2SLGBTQI+) workers through your collective agreement.
Your collective agreement should:
- Include gender identity, gender expression, family status and sexual orientation as prohibited grounds of discrimination and harassment.
- Have strong anti-harassment and violence prevention language that addresses homophobia, biphobia, transphobia, heterosexism and other forms of oppression. 2SLGBTQI+ workers who are Indigenous, Black, racialized, women and/or persons with disabilities are marginalized in multiple and intersecting ways.
- Treat same-gender, opposite-gender, and gender diverse relationships the same. 2SLGBTQI+ workers and their families should have entitlements equal to other workers when it comes to benefits, pensions, leaves (family, bereavement, marriage, parental, adoption), tuition subsidies, relocation expenses, travel passes, legal services and other policies, programs and clauses related to partners and dependents. Qualifying rules like proof of relationship and length of cohabitation must not discriminate.
- Cover medication, treatments and medical leave for in vitro fertilization, insemination, hormone therapy and other reproductive health needs.
- Cover gender-affirming surgical care, medication, counseling and related services and products such as hormone therapy, electrolysis, breast or penile prosthesis, wigs, gaffer underwear, chest binders, voice classes, medical-related travel expenses and other costs.
- Provide leaves of absence (paid, flexible and without loss of service or seniority) and strong return to work and accommodation for workers accessing gender affirming care. Offer transition and support plans.
- Provide gender-inclusive change rooms and washrooms. Use renovations and other opportunities to continually expand options and make spaces safer.
- Use gender-neutral and trans-inclusive language and pronouns.
- Ensure appropriate names and pronouns are used in the workplace and workplace-related content such as nametags, schedules and office doors.
- Ensure that dress codes, uniforms and other clothing rules do not have a negative impact on 2SLGBTQI+ workers.
- Protect the privacy and confidentiality of 2SLGBTQI+ workers, prohibiting anyone from sharing information about a worker’s identity or orientation, without the individual’s express permission.
- Provide training on gender and sexual diversity as part of comprehensive anti-oppression training for governing bodies and staff.
For more information, see:
Workers in Transition: A Practical Guide about Gender Transition for Union Representatives and Trans Union Members
Bargaining beyond the binary: A negotiating guide for trans inclusion and gender diversity