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2S-LGBTQIA+ Organizational Inclusion Online Self-Assessment

Please read the following important information carefully and in its entirety.

 

This 2S‑LGBTQIA+ Organizational Inclusion Online Self-Assessment Tool offers  reflection questions centering on ten important themes in 2s-LGBTQIA+ inclusion:

 

1. Policies for Supporting Transitioning Employees

2. Staff Training on 2S-LGBTQIA+ Inclusion

3. Access to Washrooms and Gendered Spaces

4. Use of Gender-Neutral Language

5. Active Engagement with 2S-LGBTQIA+ Communities

6. Representation in Leadership and Decision-Making

7. Recruitment and Hiring Practices

8. Employee Benefits and Support Systems

9. Safe Spaces and Internal Support Networks

10. Accountability, Metrics, and Continuous Improvement

 

Once you have completed the assessment,  you will receive an email that will assist you in analyzing your results to gain deeper insight into your organization’s strengths and to identify where opportunities for greater inclusion exist to foster greater inclusion for members of your team and the communities you serve.

 

This organizational self-assessment tool for 2S-LGBTQIA+ inclusion not only pinpoints areas of strength and opportunities for improvement, it also provides a clear invitation to collaborate. If you're curious and ready to learn more about how you can better equip and empower your team to foster greater 2S-LGBTQIA+ inclusion, and how Safer Spaces can support you and your team along the journey, please connect with us at [email protected]. We're here to help foster an environment where everyone can feel valued, safe, supported, affirmed, respected, and included.

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Question 1 of 10

1. Policies for Supporting Transitioning Employees

Clear, inclusive policies for transitioning employees foster trust and safety for both staff and service users. Such policies—covering name changes, pronouns, facility access, and inclusive benefits—demonstrate that your organization prioritizes respect for individual identities. By actively supporting transitioning team members, you create an environment where everyone feels comfortable seeking or providing care, ultimately improving outcomes for clients and the broader community.

How does your organization support employees who are transitioning in the workplace?

A

A comprehensive, proactive policy is in place that covers all key areas—such as updating names and pronouns on records, ensuring access to both gendered and gender-neutral spaces, flexible dress codes, inclusive health benefits (including time off for medical transition), and clear communication strategies with colleagues.

B

A formal policy exists but could be expanded to address additional supports (e.g., clearer guidelines on documentation updates or workplace communication) to better serve transitioning employees.

C

There are informal guidelines or ad hoc practices that offer some support, but these are inconsistently applied and lack sufficient detail.

D

No formal or informal policy or procedure exists; support for transitioning employees is minimal or entirely absent.

E

Not sure/Don’t know.

Question 2 of 10

2. Staff Training on 2S‑LGBTQIA+ Inclusion

Comprehensive training on 2S‑LGBTQIA+ inclusion is essential. Equipping staff with the knowledge, language, and empathy needed to serve diverse groups ensures that clients and patients receive affirming, culturally competent care. Regular training sessions and refreshers also reduce stigma, strengthen teamwork, and help staff respond effectively to the unique challenges faced by 2S‑LGBTQIA+ individuals, ultimately enhancing service delivery and community trust.

How would you describe your organization’s training efforts regarding 2S‑LGBTQIA+ inclusion?

A

Nearly all staff and volunteers (at least 75%) participate in comprehensive, mandatory training on 2S‑LGBTQIA+ inclusion at regular intervals, with refresher sessions and orientation training for new hires.

B

Most staff are trained and regular refreshers occur, although some targeted groups (e.g., front-line employees) could benefit from additional training or more frequent updates.

C

Training is available but only reaches certain roles or was conducted more than three years ago, leaving many staff without recent exposure to inclusion practices.

D

No structured training programs exist for staff or volunteers on 2S‑LGBTQIA+ inclusion.

E

Not sure/Don’t know.

Question 3 of 10

3. Access to Washrooms and Gendered Spaces

Ensuring accessible and affirming washroom and facility options is a tangible way to demonstrate respect and safety for all. Gender‑neutral restrooms and clear policies around using gendered spaces can reduce barriers for clients who might otherwise avoid seeking support. By making facilities truly inclusive, you help alleviate stress and protect dignity—vital factors in fostering positive health and wellness outcomes.

How does your organization manage access to washrooms and other gendered spaces?

A

Employees can use the facility that best aligns with their identity; clearly designated gender-neutral washrooms are available alongside gendered spaces, ensuring full accessibility and inclusion.

B

Employees generally have the freedom to choose the space that fits their identity, though the organization is working on establishing clearly marked gender-neutral facilities.

C

All washrooms are strictly gendered, and while employees may sometimes choose a space that fits them, there is little proactive support or encouragement to do so.

D

Access is rigidly enforced based on traditional gender assignments, and there are no provisions or flexibility for gender-neutral or identity-affirming options.

E

Not sure/Don’t Know.

Question 4 of 10

4. Use of Gender‑Neutral Language

Using gender‑neutral language in client forms, intake processes, and everyday conversations ensures that everyone is acknowledged without assumptions. This inclusive communication style builds rapport, increases trust, and creates a welcoming atmosphere where clients are more likely to engage fully with the services provided.

To what extent does your organization employ gender‑neutral language in communications and documentation?

A

Gender‑neutral language is consistently used in all written and verbal communications, including policies, forms, and everyday interactions, ensuring inclusivity and reducing assumptions about gender.

B

Formal documentation (e.g., intake forms, official communications) uses gender‑neutral language, though informal conversations sometimes revert to gendered language; additional emphasis on consistent usage would strengthen practices.

C

Gender‑neutral language is occasionally observed in some documents or communications, but the default remains gendered language in most interactions.

D

Gender‑neutral language is rarely or never used; the organization’s communications are predominantly gendered, which may inadvertently exclude non-cisgender individuals.

E

Not sure/Don’t Know.

Question 5 of 10

5. Active Engagement with 2S‑LGBTQIA+ Communities

Meaningful connections with 2S‑LGBTQIA+ networks, advocacy groups, and community initiatives enhance the cultural competence of social service and health organizations. By collaborating on events, campaigns, and best practice sharing, you can better understand and address the specific needs of 2S‑LGBTQIA+ individuals. Such partnerships not only increase the reach and impact of your programs but also signal a genuine commitment to equitable, inclusive care.

How is your organization involved with external 2S‑LGBTQIA+ networks, advocacy groups, or communities of practice?

A

The organization is actively engaged—regularly collaborating with, sponsoring, or participating in local or national 2S‑LGBTQIA+ networks and community initiatives.

B

There is ongoing involvement with some external groups or events, though expanding these partnerships could further enhance inclusion efforts.

C

The organization has engaged in 2S‑LGBTQIA+ events or partnerships in the past, but current involvement is limited and sporadic.

D

There is no current engagement with external 2S‑LGBTQIA+ networks, advocacy groups, or community initiatives.

E

Not sure/Don’t Know.

Question 6 of 10

6. Representation in Leadership and Decision‑Making

Having 2S‑LGBTQIA+ individuals in leadership roles is crucial to delivering responsive, client‑centered care. When leadership teams mirror the diversity of the populations they serve, policies and decisions are more attuned to real‑world needs. This representation also builds trust within the community, encouraging more people to seek services and promoting a sense of belonging among staff.

How well are 2S‑LGBTQIA+ perspectives represented in your organization’s leadership or decision‑making roles?

A

2S‑LGBTQIA+ individuals are well‑represented at all levels of leadership and are integral to decision‑making processes.

B

There is representation in key non‑executive roles and some involvement in decision‑making, though increasing leadership diversity would further strengthen inclusion.

C

Representation exists primarily in lower or support roles, with minimal presence in higher‑level or strategic decision‑making positions.

D

There is little to no representation of 2S‑LGBTQIA+ individuals in leadership or decision‑making roles within the organization.

E

Not sure/Don’t Know.

Question 7 of 10

7. Recruitment and Hiring Practices

Actively recruiting and hiring 2S‑LGBTQIA+ professionals can greatly benefit your organization by broadening perspectives, enhancing cultural competence, and improving service quality. Targeted outreach and inclusive job postings help attract diverse candidates who can relate to clients’ lived experiences. This diversity in the workforce ultimately translates into more empathetic, personalized care and a stronger organizational culture.

How actively does your organization recruit and hire a diverse workforce, including 2S‑LGBTQIA+ candidates?

A

The organization employs proactive, targeted recruitment strategies—such as partnerships with diverse organizations and outreach programs—to attract and hire 2S‑LGBTQIA+ candidates.

B

The recruitment process is designed to be unbiased and inclusive, with some targeted outreach efforts that could be further refined to boost diversity.

C

Some informal practices exist to diversify the candidate pool, but there is no formal, systematic approach to recruiting 2S‑LGBTQIA+ candidates.

D

Recruitment practices do not actively address or prioritize increasing 2S‑LGBTQIA+ representation, resulting in a largely homogenous candidate pool.

E

Not sure/Don’t Know.

Question 8 of 10

8. Employee Benefits and Support Systems

Offering benefits that meet the unique needs of 2S‑LGBTQIA+ employees—such as inclusive healthcare options, flexible leave policies, and family‑focused supports—demonstrates a deep organizational commitment to well‑being. A supportive work environment helps retain skilled staff and boosts morale, which in turn improves the quality of care provided to clients and patients.

How inclusive are your organization’s employee benefits and support systems regarding 2S‑LGBTQIA+ needs?

A

Benefits and support systems are explicitly designed to address the diverse needs of 2S‑LGBTQIA+ employees—including inclusive health care, family support, leave policies, and more.

B

Many benefits are inclusive, though there may be targeted improvements to ensure that all aspects of 2S‑LGBTQIA+ employee needs are comprehensively covered.

C

Benefits are generally designed to be gender‑neutral, but they do not specifically address the unique needs of 2S‑LGBTQIA+ employees.

D

Current benefits and support systems are not inclusive and fail to adequately support 2S‑LGBTQIA+ employees.

E

Not sure/Don’t Know.

Question 9 of 10

9. Safe Spaces and Internal Support Networks

Creating designated safe spaces and formal resource groups for 2S‑LGBTQIA+ staff can significantly improve morale and collaboration. These teams provide emotional support, share best practices, and advocate for inclusive policies. When team members feel supported and understood, they are better equipped to extend the same level of empathy and care to clients—ultimately leading to stronger, more inclusive service delivery.

Does your organization provide safe spaces or employee resource groups specifically for 2S‑LGBTQIA+ individuals?

A

There are formal, well‑established safe spaces or active employee resource groups that offer robust support and community for 2S‑LGBTQIA+ staff.

B

Informal networks or structured support groups exist, but further development and official recognition would enhance their impact.

C

Support for 2S‑LGBTQIA+ individuals is sporadic, with limited structured opportunities for community or safe space creation.

D

There is little to no support in the form of safe spaces or resource groups for 2S‑LGBTQIA+ employees within the organization.

E

Not sure/Don’t Know.

Question 10 of 10

10. Accountability, Metrics, and Continuous Improvement

Measuring the impact of 2S‑LGBTQIA+ inclusion initiatives is vital for ongoing improvement and effective resource allocation. Tracking metrics—such as client satisfaction, employee engagement, and representation at all levels—highlights what’s working and where growth is needed. By regularly reviewing data and updating strategies, organizations demonstrate a sustained commitment to equitable, high‑quality care that meets the evolving needs of the communities they serve.

How does your organization measure and improve its 2S‑LGBTQIA+ inclusion practices?

A

A systematic approach is in place—complete with clear metrics, regular internal and/or public reporting, and an annual review process that actively incorporates stakeholder feedback to drive improvements.

B

Some progress tracking occurs and periodic reviews are held, though expanding these efforts could further refine and strengthen overall inclusion.

C

Efforts to measure progress exist, but they are inconsistent and not fully integrated into organizational planning.

D

There is no formal system in place to measure or review 2S‑LGBTQIA+ inclusion efforts, resulting in significant accountability gaps.

E

Not sure/Don’t Know.

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