Presentation by:
Andy Inkster, MA
Health Promoter
LGBTQ Parenting Network
Sherbourne Health Centre
Toronto
This is the public version of these slides.
Adapted from a presentation developed by
Rachel Epstein, PhD
Coordinator
LGBTQ Parenting Network
An interactive workshop exploring what it means to make services welcoming and accessible to LGBTQ people and their families. We’ll talk about the history and social context of LGBTQ parenting, and some of the commonly-held negative ideas about LGBTQ people raising children.
We’ll share findings from recent research on LGBTQ parenting, including people’s experiences with service providers, and reflect on personal and organizational beliefs and practices that help or hinder LGBTQ inclusivity.
Come join us for an enlightening and practical workshop. Bring your questions!
Guelph Sexuality Conference: LGBTQ Family Planning 101 for Service ProvidersAndy Inkster
This workshop is intended to provide an opportunity for service providers to develop and deepen their knowledge of the legal, social, and practical aspects of LGBTQ family planning, and become aware of information and resources available to prospective parents. Multiple pathways to parenthood for LGBTQ prospective parents including adoption, sperm, egg, and embryo donation, co-parenting, and surrogacy will be examined. The goal of the workshop is to help service providers gain knowledge to use to assist LGBTQ clients in visioning, accessing information and resources in anticipation that our clients are now considering parenthood or may consider parenthood in the future.
Originally presented: Guelph Sexuality Conference, June 19, 2014 Guelph, ON, Canada
Andy Inkster, MA is the Health Promoter for the LGBTQ Parenting Network, Sherbourne Health Centre. In his work, Andy creates resources and develops educational and community-building opportunities for LGBTQ parents and prospective parents. He is one of the co-facilitators of Queer & Trans Family Planning(s), a family planning course developed in partnership between The 519 Church Street Community Centre and the LGBTQ Parenting Network. A queer and trans parent himself, Andy has been involved in queer and trans family planning work since 2005 as a member of the Trans Fathers 2B working group.
Gay, Lesbian, and Transgender in the workplace: Speaking out about inclusion
Learning objective: Address workplace techniques to overcome those stereotypes
How do we honor individual beliefs and choice to protect business values and morale? Diversity and inclusion practices represent a corporation’s capacity to utilize an array of talents, cultures, and experiences. This allows organizations to gain access to creativity and problem solving far beyond what would be available in a monocultural environment. With this commitment, there is also a clear business value system that respects the rights of all to work in a safe environment
that values their contributions. 70 percent of surveyed LGBT community members report that they feel discriminated against and bullied at work. Over half have had to leave workplaces at least once in their careers because of related issues. Join us in this workshop for a candid discussion about unique challenges and explore strategies to create a LGBT friendly work environment.
At the end of this workshop:
a. Identify challenges and issue specific to the LGBT community (according to individual experiences and surveys)
b. Explore statistics and real world examples
c. Explore best practices in building friendly LGBT environments
Despite recent advances in LGBT legal rights, few workplaces are fully inclusive and welcoming for their LGBT employees. Jessica Halem was hired to lead Harvard Medical School in developing sustainable structures of inclusion to respond to the needs of students, faculty, trainees and staff. Learn how Halem’s engagement with stakeholders, departments and hospitals has created meaningful change at Harvard Medical School and can act as an example for other organizations.
In this session, participants will learn:
Who makes up the LGBT community?
What are everyday acts of inclusion that can be implemented right away?
How do you go beyond parties and t-shirts to ensure real change for years to come?
Guelph Sexuality Conference: LGBTQ Family Planning 101 for Service ProvidersAndy Inkster
This workshop is intended to provide an opportunity for service providers to develop and deepen their knowledge of the legal, social, and practical aspects of LGBTQ family planning, and become aware of information and resources available to prospective parents. Multiple pathways to parenthood for LGBTQ prospective parents including adoption, sperm, egg, and embryo donation, co-parenting, and surrogacy will be examined. The goal of the workshop is to help service providers gain knowledge to use to assist LGBTQ clients in visioning, accessing information and resources in anticipation that our clients are now considering parenthood or may consider parenthood in the future.
Originally presented: Guelph Sexuality Conference, June 19, 2014 Guelph, ON, Canada
Andy Inkster, MA is the Health Promoter for the LGBTQ Parenting Network, Sherbourne Health Centre. In his work, Andy creates resources and develops educational and community-building opportunities for LGBTQ parents and prospective parents. He is one of the co-facilitators of Queer & Trans Family Planning(s), a family planning course developed in partnership between The 519 Church Street Community Centre and the LGBTQ Parenting Network. A queer and trans parent himself, Andy has been involved in queer and trans family planning work since 2005 as a member of the Trans Fathers 2B working group.
Gay, Lesbian, and Transgender in the workplace: Speaking out about inclusion
Learning objective: Address workplace techniques to overcome those stereotypes
How do we honor individual beliefs and choice to protect business values and morale? Diversity and inclusion practices represent a corporation’s capacity to utilize an array of talents, cultures, and experiences. This allows organizations to gain access to creativity and problem solving far beyond what would be available in a monocultural environment. With this commitment, there is also a clear business value system that respects the rights of all to work in a safe environment
that values their contributions. 70 percent of surveyed LGBT community members report that they feel discriminated against and bullied at work. Over half have had to leave workplaces at least once in their careers because of related issues. Join us in this workshop for a candid discussion about unique challenges and explore strategies to create a LGBT friendly work environment.
At the end of this workshop:
a. Identify challenges and issue specific to the LGBT community (according to individual experiences and surveys)
b. Explore statistics and real world examples
c. Explore best practices in building friendly LGBT environments
Despite recent advances in LGBT legal rights, few workplaces are fully inclusive and welcoming for their LGBT employees. Jessica Halem was hired to lead Harvard Medical School in developing sustainable structures of inclusion to respond to the needs of students, faculty, trainees and staff. Learn how Halem’s engagement with stakeholders, departments and hospitals has created meaningful change at Harvard Medical School and can act as an example for other organizations.
In this session, participants will learn:
Who makes up the LGBT community?
What are everyday acts of inclusion that can be implemented right away?
How do you go beyond parties and t-shirts to ensure real change for years to come?
Please find attached slides presented for the CIPD Guernsey Branch with Ellie Jones of @Liberate on Inclusion and Diversity at work - The LGBTQ Rainbow
Lesbian, gay, bisexual and transgender (LGBT) people are associated with certain stereotypes - conventional, formulaic generalizations, opinions, or images based on their sexual orientation or gender identity. Stereotypical perceptions may be acquired through interactions with parents, teachers, peers and the mass media, or, more generally, through a lack of firsthand familiarity, resulting in an increased reliance on generalizations
Here are some stone-cold facts that define the LGBT community. The community is composed of people who feel that their gender and sexuality are different from that of mainstream society. It is most important to realize that all people are extremely complex, and respecting diversity is of the utmost importance. The LGBT community has no clear boundaries and is being redefined every day. Terms are changing and definition are constantly evolving. The “secret” to working with this “uniquely perfect” population is to engage in preparatory empathy in order to avoid missing the whole person and their needs.
As museums adapt to an increasingly diverse society, they need methods for taking action against both individual and systemic biases. Rather than expect those who are targeted to effect change in isolation, the Ally Skills Workshop provides techniques for staff, management, and board members to join in shaping a more equitable and inclusive museum culture.
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This is the current PowerPoint presentation for my half day Transgender Awareness Training Workshops which a few people have asked for. I will be producing online version with expanded explanations soon. In the meantime please visit http://www.genderspeaker.com for more information
Please find attached slides presented for the CIPD Guernsey Branch with Ellie Jones of @Liberate on Inclusion and Diversity at work - The LGBTQ Rainbow
Lesbian, gay, bisexual and transgender (LGBT) people are associated with certain stereotypes - conventional, formulaic generalizations, opinions, or images based on their sexual orientation or gender identity. Stereotypical perceptions may be acquired through interactions with parents, teachers, peers and the mass media, or, more generally, through a lack of firsthand familiarity, resulting in an increased reliance on generalizations
Here are some stone-cold facts that define the LGBT community. The community is composed of people who feel that their gender and sexuality are different from that of mainstream society. It is most important to realize that all people are extremely complex, and respecting diversity is of the utmost importance. The LGBT community has no clear boundaries and is being redefined every day. Terms are changing and definition are constantly evolving. The “secret” to working with this “uniquely perfect” population is to engage in preparatory empathy in order to avoid missing the whole person and their needs.
As museums adapt to an increasingly diverse society, they need methods for taking action against both individual and systemic biases. Rather than expect those who are targeted to effect change in isolation, the Ally Skills Workshop provides techniques for staff, management, and board members to join in shaping a more equitable and inclusive museum culture.
Transgender Awareness Training WorkshopRikki Arundel
This is the current PowerPoint presentation for my half day Transgender Awareness Training Workshops which a few people have asked for. I will be producing online version with expanded explanations soon. In the meantime please visit http://www.genderspeaker.com for more information
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Professor Orazio Schillaci, Minister of Health, Italy
Dr Hans Groth, Chairman of the Board, World Demographic & Ageing Forum
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Objective: Provide comprehensive and compassionate care to infants, children, and adolescents in various healthcare settings (hospitals, clinics, etc.).
This includes tasks like:
Monitoring vital signs and physical condition.
Administering medications and treatments.
Performing procedures as directed by doctors.
Assisting with daily living activities (bathing, feeding).
Providing emotional support and pain management.
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Administering vaccinations.
Providing education on nutrition, hygiene, and development.
Offering breastfeeding and childbirth support.
Counseling families on safety and injury prevention.
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Identifying and addressing potential risks to child welfare.
Educating families about their child's condition and treatment options.
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Attending workshops and conferences on pediatric nursing.
Participating in clinical trials related to child health.
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Medical Technology Tackles New Health Care Demand - Research Report - March 2...
What does it mean to be an LGBTQ Positive professional? Birth & Beyond Conference - October 3 2014 - London ON
1. Birth & Beyond Conference • October 3 2014 • London, ON
Andy Inkster, MA
Health Promoter
LGBTQ Parenting Network
Sherbourne Health Centre
Toronto
333 Sherbourne Street, Toronto, Ontario M5A 2S5 • (416) 324-4100 ext. 5276 • ainkster@sherbourne.on.ca
1
What does it mean to be an LGBTQ
Positive Professional?
2. Workshop Description
An interactive workshop exploring what it means to make services
welcoming and accessible to LGBTQ people and their
families. We’ll talk about the history and social context of LGBTQ
parenting, and some of the commonly-held negative ideas about
LGBTQ people raising children.
We’ll share findings from recent research on LGBTQ parenting,
including people’s experiences with service providers, and reflect on
personal and organizational beliefs and practices that help or hinder
LGBTQ inclusivity.
Come join us for an enlightening and practical workshop. Bring your
questions!
2
3. Agenda
Labels & words
What does it mean to be an LGBTQ positive
professional?
Strategies at the individual and institutional level
Homework
3
4. In focus groups, people said:
We want information and support in order to
create families.
We want connection for ourselves and our
children with other LGBT families, opportunities
to hang out, socialize and to talk with others
about important issues.
We are worried about our kids’ experiences in
schools.
How do we find queer positive professionals?
5. What does it mean to be an
LGBTQ positive professional?
6. The Nuclear Family
Heterosexual married monogamous couple
Children genetically related to the parents
Man earns the money
Woman – caretaker
All of these roles are natural
7. LGBTQ families challenge the
conventional nuclear family:
People often parent children they are not
biologically related to
Sometimes more than two parents
Challenge the gendered division of labour
May be more likely to form single parent by
choice households
8. How do you welcome
diversity in families?
Reflection #1
12. Labels are tricky
Sexuality and gender are flexible
Identity and behaviour don’t always match
What are all these new words?
Ask:
• How would you describe your
sexuality and gender?
• Who is in your family?
13. Homophobia
Fear of gay people.
Hatred toward gay people.
Physical & verbal violence
Legal & social persecution
Stereotypes
14. Biphobia
Fear of bi people.
Hatred toward bi people.
Physical & verbal violence
Legal & social persecution
Stereotypes
15. Transphobia
Fear of trans people.
Hatred toward trans people.
Physical & verbal violence
Legal & social persecution
Stereotypes
20. Homophobia
“She (birth mother) had a post partum hemorrhage after
he was born. That was terrible. I had to drive her down
to the hospital, and then I couldn’t park the car so I let
her off and went running all over the place trying to find a
parking space. I arrived and told them who I was and
everything. They were laughing and nudging each
other and they wouldn’t let me go in. I had to sit out
there for an hour and I didn’t know whether she was O.K.
or bleeding to death.”
(Lorraine, 1995)
21. Heterosexism
We’re in the hospital, and they give us the wrist bands…
and the wrist band says ‘mother,’ and the other one
says ‘father,’right on the wristband.
…couldn’t you just give us two‘mother’ones, is that
going to confuse everybody too much?”
Ross, Steele & Epstein 2006
22. What impact does heterosexism
have on your practice?
Reflection #2
Two babies!
Two moms.
and a Dad.
23. Who’s in a family?
The twins were born by c-section.
The hospital policy is
only one support person
can be in the OR.
The parents all wish to attend the birth of
their babies.
How can you facilitate this with the
hospital staff?
Impact
24. What impact does cissexism have
on your practice?
Reflection #3
Kelly is 18 weeks
and just starting to
show.
Sarah is very excited
that her husband is
pregnant.
25. Do you work with trans people?
27% of trans people in
Ontario are parents
25
Do you work with parents?
26. Childbirth Preparation
At your prenatal class, you separate the
moms and the dads into two groups for
some exercises.
What challenges might each of these
families experience?
Two moms
Two dads and gestational carrier
(surrogate)
Single parent with four friends
Trans man and his wife
Impact
27. Individual Strategies
Educate yourself
Rainbow Health Ontario
Mount Sinai (Toronto) –
Be an Ally! Campaign
Ally yourself with LGBTQ people
Challenge homophobic, biphobic, and transphobic
jokes
Find heterosexism, monosexism, and cissexism
and correct it
28. Drop a hint…
LGBTQ clients may look for cues
that services are LGBTQ
positive.
These might include positive
space imagery or posters and
brochures depicting LGBTQ
families.
Individual service providers can
provide cues that they are open
to LGBTQ families through
choice of gender-neutral
language, and attention to the
ways that questions are posed.
29. Language
“It was, ‘you and your husband, you and your
husband.’ Well, there are single people here;
there are people who aren’t married.
She’d keep correcting herself after the fact –
‘I mean partner, whatever.’
No, it’s not whatever.”
Ross, Steele & Epstein 2006
30. Talking with Clients
Ask open-ended questions
Use the same words as the client to
describe self, sexual partners,
relationships and identity
Use gender-neutral language such as
“partner(s)” or “significant other(s)”
If you make a mistake,
apologize and move on
31. Advocating with other
professionals
Send information ahead with your referral
Follow up with clients – how was that ultrasound clinic?
Chart:
What will does the
care team need to know?
32. Whose comfort?
“Every time I'm in a health
situation, they'll always ask, would
you like your husband to come in,
and I'll just say no, my “friend” is
here…I'm hesitant to create a
situation where I think there's going
to be discomfort because
it makes me uncomfortable
when they get uncomfortable”
MOMs participant
33. Organizational Change
Review your organization’s strengths and
challenges
Are there staff, colleagues or community groups
who can support you?
Can you form a committee?
Should LGBTQ equity be integrated into broader
equity initiatives or approached separately?
34. Management
Critically examine programs and services
Are your programs meeting the needs of
LGBTQ people?
Ensure that staff are trained and evaluated
Promote increased inclusion of LGBTQ people
at all levels of the organization
Celebrate LGBTQ clients, staff and volunteers
35. Organizations can:
Name sexual orientation and gender identity explicitly in
agency anti-discrimination and equity statements
Act to prevent and react to homophobic, biphobic, and
transphobic incidents.
Include LGBTQ knowledge in advertising, qualifications
and interviews when recruiting staff and volunteers
Recognize public events (Pride, International Day against
Homophobia, Trans Day of Remembrance)
36. Organizational Change:
Set targets, review progress, modify strategies,
address problems
Look for allies and supports from LGBTQ
communities to help keep the momentum
Develop and deepen relationships with LGBTQ
people and communities
Look for connections between
different issues and types
of oppression
37. Signs
There’s a sign at the ultrasound office:
Fathers to be:
if this is a pregnancy ultrasound
fathers must wait in the waiting room
You know, it’s exclusionary,
it’s not necessary,
it’s just a question of somebody
thinking to put the language the right way,
it doesn’t have to exclude different kinds of families.
MOMs participant
38. Communications
Language can be excluding, neutral or
inclusive
This group is for new moms and dads…
This group is for new parents….
This group is for new parents from all kinds of
families…
Photos, and graphics in brochures, on
website, and at choice of art, posters
and community information
39. Forms
…when it says “father” and “mother”, and we have to
cross it out and write “mother”
I hate that. It should be like parent or guardian one and
parent or guardian two. It’s really oppressive, every time
having to cross it out … even at my school which was very
progressive, a very awesome school, but even they had
forms that said “mother” and “father.” It’s just annoying
… it’s like straight until proven otherwise.
(child of lesbian moms)
40. Clinic space?
Client records? Posters?
Health promotion materials?
Forms?
Language?
How is your care
gendered?
Information? Washrooms?
Homework # 1
41. ALLY yourself with
LGBTQ people
• Videos
• Resources
• Tools
• E-learning modules
Developed for health care providers
http://www.mountsinai.on.ca/about_
us/human-rights/ally
Homework # 2
42. Meet our Resources
Brochures, booklets, & info sheets from
LGBTQ Parenting Network:
LGBT Adoption in Ontario (booklet)
Assisted Human Reproduction Guidebook
Brochures:
Parenting options for GBQ Men
Choosing a sperm donor: Known or Unknown?
Insemination procedures
Co-parenting
42
Homework # 3
43. Free resource – produced
by BestStart and LGBTQ
Parenting Network
Relevant to all
professionals who work
with parents, prospective
parents, and children.
44. Report: Transforming Family
Trans Parents and their Struggles, Strategies, and
Strengths
44 Page report describing the
experiences of trans parents
Recommendations for:
Social services
Health
Legal
Educational institutions.
44
45. Info Sheets
LGBTQ Parenting Recognition
Birth Registration in Ontario
Second Parent Adoption
in Ontario
Declarations of Parentage
in Ontario
45
Coming soon!
46. 46
Queer & Trans Family Planning
A weekend course for people of diverse family
structures and identities, including gender queer, trans,
bisexual, poly, pan or omni-sexual, dyke, butch, femme,
boi, lesbian, gay, queer, or other, and their partners.
Outside Toronto? Join us for the weekend!
Fall 2014 Session
Friday, November 28 - Sunday, November 30
at Sherbourne Health Centre, Toronto
$125+ HST per person, sliding scale available
Register online: lgbtqpn.ca/planning
Joint programs of :
Queer Parenting Programs at The 519 Church Street Community Centre
LGBTQ Parenting Network at Sherbourne Health Centre
47. Fertility Support
(in)Fertility support is generally
cisnormative and heterocentric
Still Trying:
LGBTQ fertility
peer support group
Once a month at
Sherbourne Health Centre
Toronto
47
48. Further Training
48
Rachel Epstein
Coordinator
LGBTQ Parenting Network
Sherbourne Health Centre
333 Sherbourne Street
Toronto, ON
M5A 2S5
(416) 324-4100 ext. 5219
repstein@sherbourne.on.ca
49. Andy Inkster
Health Promoter
LGBTQ Parenting Network
Sherbourne Health Centre
333 Sherbourne Street
Toronto, ON
M5A 2S5
www.LGBTQParentingNetwork.ca
49
(416) 324-4100 ext. 5276
ainkster@sherbourne.on.ca
/LGBTQPN
@LGBTQPN