B.J. Caldwell,

We dream of a time and place where everyone is free to live healthy, vital lives.

Support Services Educatio n Program Positive Preventio n Harm Reductio n/ Outreach Program Women’s Community Developme nt Voluntee r Program African / Caribbea n Strategy Worker Supportive Housing Hep C Outreach

Introductions / Guidelines Review Definitions Why is it important? LGBTQ Through the Lifespan, Compounding Oppression Workplace Assessment Creating a safe space – Environment – Forms/Intake – Policies/Personnel – Resources Local Resources, Online Resources, Closing, Eval,

Please use the chat box to ask questions and to answer questions we ask you (Ask questions anytime!) If you are having audio issues, let us know. We do have a teleconference audio option for emergencies Safe Space Respect yourself and each other

Poll Questions

Language Attitudes

What is a safe space?

Working definition, Work in progress A Safe Space is the environmental product of a conscious set of decisions and actions taken by individuals to promote equality, fairness, non-violence, and affirmation of the unconditional value of all peoples where LGBTQ persons are free to grow, thrive, and express their individual identities

Reasons to have an LGBTQ culturally competent workplace: – Improve recruitment and retention of employees and volunteers, clients – Better employees – Increased Productivity – Positive Impact on LGBT Employees, Clients, Volunteers – It’s just the fair thing to do….and of course there is the law…

OCASI Mother OCASI Student ******

Newborn through Senior Differing needs Compounding Effects of Marginalization/Oppression through lifespan – Syndemics

Gay Identity Development First Awareness of Same Sex Sexual Attraction-Wonder if I’m Gay-First Same Gender Sexual Activity-Decide I’m Gay- Disclosure of Being Gay to Others Gay Identity Development First Awareness of Same Sex Sexual Attraction-Wonder if I’m Gay-First Same Gender Sexual Activity-Decide I’m Gay- Disclosure of Being Gay to Others Development of Internalized Homophobia Devalue Other Gay Males Hide Self /Monitor Behaviors Withdrawal from Active Social Life Assume Marginalized Group Identity Overachieve Disassociate (e.g. During Sex Play) Development of Internalized Homophobia Devalue Other Gay Males Hide Self /Monitor Behaviors Withdrawal from Active Social Life Assume Marginalized Group Identity Overachieve Disassociate (e.g. During Sex Play) Protogay Social Skills Ambivalent Attachment to Mainstream Social Cliques Possible Delayed Identity Attachment to Any Social Clique Possible Attachment to Non- Mainstream Social Cliques Possible Development of Ability to Thrive in Adversity Possible Development of Vulnerability to Psychosocial Health Probl ems Protogay Social Skills Ambivalent Attachment to Mainstream Social Cliques Possible Delayed Identity Attachment to Any Social Clique Possible Attachment to Non- Mainstream Social Cliques Possible Development of Ability to Thrive in Adversity Possible Development of Vulnerability to Psychosocial Health Probl ems Access to Minority Weaknesses Continued Sexual Shaming/Silence Stress of Being Openly Gay in a Heterosexual Context Social Disconnect Increased Target for Abuse High Background Prevalence Rates of Substance Abuse, Violence, MH Problems, STDs, and HIV Access to Minority Strengths Increased Opportunity for: Social Bonding Sense of Community Romantic Partners Healthy Sense of Being Male Healthy Sense of Being Gay Economic Development of a Psycho-Social Health Problem Substance Abuse Depression Violence Victimization HIV Sexual Risk Behavior SYNDEMIC HIV VULNERABILITY Masculine Socialization Stress: Shaming and Other Punishment of Gay Males for Failing to Achieve Masculine Ideals Cultural Homophobia: Cultural Norms and Institutional Policies that Discriminate Against Gay Men (e.g. Marriage, Adoption, Tax Laws, Military Service, “Glass Ceiling” in Professional Settings)

Race/Ethnicity Religion GenderClass Geography (Rural v Urban)

Refer to document: Workplace Assessment Tool Governance Administration Staff Recruitment/Retention/Training Dealing with incidents of homo/bi/trans phobia and heterosexism Communication Community Relations and Health Promotion Service Delivery – Confidentiality, Intake, Assessment Physical Environment Organizational Culture

Refer to document (Safe Space Scenarios)

Environment Forms/Intake Policies / Personnel Resources Training / Education for Staff, Volunteers

Physical Space – Location, signage, confidentiality Accessibility – Easy to access by bus/walking, wheelchair Gender-neutral bathrooms Art, Posters, Media (books, mags,films), Pamphlets, and other literature

First Impression Confidentiality Demographic Info – Do I belong here? – Is it safe here? – Am I represented? Asking the Right Questions 2 (ARQ2) – Share the document,

How diverse would you consider your staff/agency? Diversity and Employment Equity Advertising and Recruitment Hiring (Interviewing, Orientation, Training, Assessment) Bereavement Leave Statement on Diversity

One of the most important parts of being a Safe Space organization/ally is knowing accurate and appropriate referrals Having pamphlets on a variety of LGBT related services, issues, community groups, web- resources Always, if possible, check in on all referrals you make

Safe Spaces are always a work in progress Include training for all current employees, volunteers, staff (and core training for new hires) Find easy ways to engage the staff; small lunch time discussions, guest speakers, Evaluate

Challenges for Trans Individuals As with other GLBTTQ individuals, outing is a huge issue for trans individuals because they want to come out themselves, in their own time and in their own way. In smaller communities, word travels fast, and if an individual is not ready to be known in the community as a trans individual, it can create serious issues of personal safety and comfortability. Invisibility is also an issue for trans individuals because someone may choose not to define themselves, or define themselves by joining the GLBTTQ community.

Support within the GLBTTQ community varies, but backlash over being seen as a straight person in the GLBTTQ community can be difficult; some trans people do not identify as homosexual because that is a separate issue from being trans. Transitioning (e.g. sex reassignment surgery and hormone therapy) is usually only for the privileged because of the enormous costs / barriers associated with it.

Suggestions for your safe spaces initiative Be respectful of a trans person’s choices around visibility. If you meet someone in public, do not assume that they want to be associated with your Safe Spaces initiative. Ensure that your initiative is TRULY trans-welcoming. Be aware of the differences between trans and intersex people and gay, lesbian or bisexual people, and ensure that you have separate time to meet with trans people, as they may not wish to be a part of a GLB group.

Seek out local doctors and counsellors who are sensitive to trans health issues for both basic health care and trans-specific issues (e.g. hormone therapy and sex reassignment surgery). If there are no local services available, be certain of other places a trans individual can go to get the assistance they need.

What does it mean when you display a positive sticker/button/poster? What are some good places to put them, and some not so good places? Refer to Activity document

Critical Mass Champions Board/Admin involvement Awareness is the first step – “Familiarity is the gateway drug to empathy” Patience, Persistence, and Positivity Tip sheets

(local resources) (pamphlets, stickers)