We read it for you: some findings from the report on gender identity that are relevant to the workplace

Every month, URelles delves into these complex documents to extract the essentials and deliver a digestible, jargon-free version. As we know, several organizations and individuals concerned have expressed their dissatisfaction with the committee’s composition and the release of this report, which is far from reaching a consensus. And for good reason! At URelles, we took the time to read it in its entirety and are sharing with you some excerpts and recommendations that concern the workplace.

Civil status changes on the rise

Since the introduction of the “X” designation in 2022, the number of people requesting a change in gender designation has risen sharply:

→ 659 applications in 2021

→ 1 242 in 2023

Administrative recognition of non-binary identities is progressing, and people are responding!

The power of witnesses

When someone intervenes, two out of three times, the bullying stops within 10 seconds.

Conversely, the silence and passivity of witnesses reinforce the sense of impunity.

When we laugh, encourage, or repeat the actions, we contribute to bullying and exacerbate the consequences for the victims.

Inclusive toilets

Simply converting non-mixed spaces without prior renovation should be avoided.

It is better to take the time to create the conditions necessary for the success of mixed-use spaces, rather than fueling tensions due to sloppy or poorly designed developments.

The ideal inclusive toilet:

→ have walls and doors that extend from floor to ceiling, and where only the sinks are shared.

→ have increased visibility in common areas.

6 recommendations from the report concerning workplaces

• Follow the recommendations of the Office québécois de la langue française regarding gender-neutral writing.
• Combating polarization in debates and the resulting phenomena of self-censorship.
• Prioritize training and raising awareness among individuals who regularly interact with citizens in various sectors of public administration.
• Equip witnesses of bullying with the tools they need to intervene appropriately and support victims in high-risk environments such as the workplace.
• Continue and intensify the implementation of alternative dispute resolution methods when manifestations of intolerance occur.
• Review the codes of ethics of professional associations to include respect for gender expression and identity in the context of professional relationships.

Criticisms to consider

In this article, we have deliberately focused on certain findings and recommendations from the committee of experts’ report that relate to the world of work. That said, it is important to note that this report has been widely criticized by many of those affected, community organizations, and human rights specialists. For many, it contributes to further marginalizing trans and non-binary people rather than protecting their rights.

If you would like to explore these reviews further, here are a few that caught our attention:

• The critical summary by Céleste Trianon
• The critical summary by the Quebec LGBT Council
• The text by Chris Bergeron

👉 If you don’t want to read the entire report (and we understand!), we invite you to not rely solely on our summary, but also to read these perspectives to form an informed opinion on the report as a whole and its implications.

Want to go further?

At URelles, we help organizations better understand, integrate, and support gender identity diversity.

Training, strategic support, assessment of your practices: we’re here to help! We’ve even created a card game that allows you to talk about sexual and gender diversity with your teams.

Write to us: info@urelles.com