TDSB Guidelines for the Accommodation of Transgender and ...

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TDSB Guidelines for the Accommodation of Transgender and Gender Non-Conforming Students and Staff Gender Segregation in Other Areas. As a general rule, in any other circumstances where students are separated by gender in school activities (e.g., class discussions, field trips), students shall be permitted to participate in accordance with their gender identity. Activities that may involve the need for housing accommodations in order to address student privacy concerns will be addressed on a caseby-case basis. In such circumstances, staff shall make every reasonable effort to provide an accommodation that is acceptable to the student. If transgender or gender non-conforming students object to standard gender-separated housing accommodations or shared accommodations for reasons of privacy or safety, private accommodations should be made available at no additional cost to the student. 10
TDSB Guidelines for the Accommodation of Transgender and Gender Non-Conforming Students and Staff 5. GUIDELINES FOR EMPLOYEES If you are a transgender or gender non-conforming individual, you have the right to be who you are openly. This includes expressing your gender identity without fear of unwanted consequences. You have the right to be treated with dignity and respect. Gender Expression. All employees have the right to dress consistently with their gender expression. For transitioning employees, the decision as to when and how to begin the real-life experience remains the individual’s choice. Washroom Access. Employees have the right to use a washroom that corresponds to their gender identity, regardless of their sex assigned at birth. Requiring employees to ‘prove’ their gender (by requiring a doctor’s letter, identity documents, etc.) is not acceptable. The employee’s self-identification is the sole measure of their gender. Where possible, schools will also provide an easily accessible all-gender single stall washroom for use by any employee who desires increased privacy, regardless of the underlying reason. However, use of an allgender single stall washroom should always be a matter of choice for an employee. No individual should be compelled to use one due to continuing harassment in a gender appropriate facility. If possible, the provision of more than one all-gender washroom is encouraged. Notification of Transition. An individual employee beginning the transition process should contact their immediate supervisor and the Human Rights Office, and be prepared to speak about their intentions, needs, and concerns. Individual employees should make these contacts well before a planned transition date. If the initial contact is made with Human Rights Office, it is important at some point that the individual’s immediate supervisor join their support team. Transitioning individuals should be prepared to help inform and educate their manager and others in order to clarify their needs for accommodation. Internal and external resources to assist transitioning individuals in this educational effort are listed at the end of this document. 11
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TDSB Guidelines for the Accommodation of Transgender and ...

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