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DSHS discrepancy between policy and announcement

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DSHS discrepancy between policy and announcement

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Examples of policies and things agencies can share with staff to make sure all people feel welcome.

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For example, use the data from the existing RAIN Trainings to see what it is that we need to focus on next

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Most trainings are still using a western european lens. Try using a multicultural lens

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Full agency encouraged to have pronouns in email signature.

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Full agency encouraged to have pronouns in email signature.

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Demonstrating the Platinum Rule - treating people the way THEY wish to be treated

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Demonstrating the Platinum Rule - treating people the way THEY wish to be treated

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How to become the expert on the person YOU are speaking, in a genuinely curious, non-judgmental or invasive way (because not all "identity labels" fo lack of a better term mean the same things to everyone who uses them)

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Building gap between policy and practice: how can we make agencies aware of our guidance?

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Building gap between policy and practice: how can we make agencies aware of our guidance?

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Pronoun pins supplied by the agency

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We heard DES had the Transitioning in the Workplace' training as mandatory training. That would be a great practice for other agencies.

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More Groups like REDI in all agencies

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Keep bringing up LGBTQ+ issues in front of coworkers to prioritize how important they are.

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Create systems that allow people users to show up and interact from where they are.

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Create systems that allow people users to show up and interact from where they are.

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Talked about the old safe places program and how it brought people comfort to see those stickers

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change focus to ensure that represented individuals are able to be heard. placing cis white straight men in the leadership role of DEI group is not helping the represented individuals. 

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change focus to ensure that represented individuals are able to be heard. placing cis white straight men in the leadership role of DEI group is not helping the represented individuals. 

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Keep training on pronoun use.

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Building in non-productive time into position descriptions to allow people to engage in the local community organizations as a community member AND a state employee.

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Building in non-productive time into position descriptions to allow people to engage in the local community organizations as a community member AND a state employee.

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LGBTQIA+ BRG for ESA/CSD

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Infusing community and connection into our work vs infusing our work into the community and connection that already exists.

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Infusing community and connection into our work vs infusing our work into the community and connection that already exists.

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Proposal to make RAIN trainings mandatory for agencies

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Proposal to make RAIN trainings mandatory for agencies

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Transgender Fluency training is mandatory for all DES employees. 

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Transgender Fluency training is mandatory for all DES employees. 

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Build on work already being done instead of making the same mistakes over and over again

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Build on work already being done instead of making the same mistakes over and over again

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Onboarding containing mandatory training LGBTQ things. 

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Onboarding containing mandatory training LGBTQ things. 

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Pronoun usage, content from the transitioning in the workplace toolkit, data on how trans people feel in their treatment by government agencies, poverty data for LGBTQ+ folks, and the LGBTQ+ experience in general.

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My roundabout approach for queer community building at work was by starting a Community of Practice. It drew in the girls, gays, and theys, then we started our own informal meeting space. Hear about people's experience in the workplace. Finding commonalities. Leadership has heard about this space and wants to hear about outcomes. How can community be an outcome?

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Battle between communities of practice and ERGs. 

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Battle between communities of practice and ERGs. 

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Some agencies share that communities of practice need to have outcomes and can't be identity-based. Enterprise wide, clarify how we are defining communities of practices versus ERGs, and the value for both of these. We can delineate what these terms mean.

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Make the connection between BRG participation and broader systemic change. 

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Make the connection between BRG participation and broader systemic change. 

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Also belonging

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See data about how often folks who are engaged in BRGs are promoted, how often they remain in their positions. 

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See data about how often folks who are engaged in BRGs are promoted, how often they remain in their positions. 

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Tell the story to see why we should prioritize time for employees to participate in communities of practice and BRGs.

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Add BRG participation to HRMS so we can gather data to see if there are impacts on employee retention. 

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Add BRG participation to HRMS so we can gather data to see if there are impacts on employee retention. 

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Mandatory training regarding LGBTQ+ experiences, pronouns and how to serve LGBTQ+ customers, including Onboarding.

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Issue: lack of cultural humility of HR when it comes to complaints filed around discrimination and harassment that result from not understanding each other's identities. 

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Issue: lack of cultural humility of HR when it comes to complaints filed around discrimination and harassment that result from not understanding each other's identities. 

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Template anti-harassment policy and training to back that up. 

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Template anti-harassment policy and training to back that up. 

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Resources on where to find LGBTQ+ related data

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The Poverty Workgroup, I haven't seen them report out on LGBTQ+ poverty improvements. And there is only one piece of data in their report related to LGBTQ+ poverty.

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Ask our LGBTQ customers how they could be better supported and take action.