番茄社区

Every person involved in recruitment and hiring processes has a responsibility to conduct unbiased searches, not to discriminate, and to treat all applicants with respect.  UVic’s equity statement, which is included in all our job postings, “actively encourage[s] applications from … persons of marginalized sexual orientations, gender identities, and gender expressions.”

Visit manage your profile for instructions on how to update your personal information throughout all UVic information systems. This includes updating your name/preferred name, legal name, gender identity and gender expression. 

If you have questions or need help with these changes, contact the Computer Help Desk.

If you change your name, remember to update it on your ONECard as well! Visit the ONECard office for more information.

• A resource for building an inclusive work environment that supports transgender employees. Includes some information on transitioning on the job.
• Staff in Equity and Human Rights have been trained to support people of all genders and are happy to consult with you about any aspects of your experience at work that relate to your gender identity or expression. If you have had any troubling situations arise, or would like to plan for some learning opportunities or for a transition, we can consult with you about how you might approach your manager or academic unit head, what support you can expect, and where to find it.
• offers on creating trans-affirming workplaces. Suggestions include practicing  and engaging in training.
• UVic Human Resources has on gender diversity which says that, “UVic has a commitment to fair treatment for all employees, and does not permit discrimination on the basis of gender identity or expression. We provide support for managing a transition in the workplace, and for any discrimination or harassment you might encounter….” 

If you are trans, Two-Spirit or non-binary, you are entitled, like all employees, to seek the support of these health services.

The Employee and Family Assistance Program (EFAP) provides immediate and confidential support to help resolve work, health, and life challenges to improve your life. They offer counselling through a variety of formats: online; over the phone; and in person. The fastest options to schedule are phone and video-counselling; in-person session may be slower than other options due to potentially limited availability. If you want to ensure you get a counsellor experienced in working with trans, Two-Spirit or non-binary people, you can explain your needs and preferences during intake. Intake can be done by phone or online; they are working towards a trans-inclusive intake process.

Types of counsellors:

• Generalist phone counsellors. Most of their phone counsellors are generalists without specialized knowledge about the trans, or Two-Spirit or non-binary experience. They can assist with potential periphery issues related to sexuality, sexual issues and relationships.
• More specialized phone counsellors. There are some phone counsellors with experience in the community and some with training on trans, Two-Spirit and non-binary inclusion.
• In-person counsellors. There are currently two local in-person counsellors in the affiliate network with experience working with trans, Two-Spirit and non-binary and training—one in Sooke and one in Victoria.

UVic’s Work Life Consultants in Human Resources have participated in gender diversity training. They are available to discuss medical leaves and the return to work program.

•  
•  番茄社区 Educational Employees Union. Staff are usually the first point of contact in CUPE 4163.
• : PEA recently revised their membership application and database to include non-binary options for gender identification.
• Trans, Two-Spirit and non-binary persons can expect a positive reception from the Faculty Association (FA). They have expertise in supporting trans, Two-Spirit and non-binary persons, including among membership services staff. They are currently looking to build gender diversity training into regular operations so that all directors and staff receive annual ongoing training.

• Understand our legal and ethical responsibilities to respect, include and accommodate trans, Two-Spirit and non-binary employees.
• Create an inclusive culture: integrate sharing and asking about pronouns; create social discussions and activities that allow for diverse ways of participating; bring in education about gender diversity; and communicate clearly about the values and commitments to equity, diversity and inclusion.
• Respond clearly and firmly to any discriminatory or harassing incidents or comments in your unit, whether they are described as a joke, an accident, or something else. Even small incidents can create a stressful or hostile working environment.
• If approached by a trans, Two-Spirit or non-binary employee, consult with them to understand what their experience has been and what they are looking for. This information will help you come up with a plan together.
• Develop a plan together to address whatever concerns or upcoming changes may be coming. Make sure that the employee has the primary role in designing the plan, and that you address their hopes and fears.
• Follow up over time with any employees who you have connected with to see how things are going and if more support or work are needed.
• Reach out to learn more: study these resources yourself, and connect with Equity and Human Rights for support.

. BC Public Service guide.

. Canadian Auto Workers union guide.

. Canadian Labour Congress guide.

. Public Service Alliance of Canada.