1. Organizational Best Practices for LGBTQIA+ newcomers
Odessa Sherbaniuk and Sizwe Inkingi
Funded by:

2. The Humboldt Regional Newcomer Centre
Formed in 2010 to serve as one of 11 immigration “hubs” across the province of Saskatchewan.  
Strives to be a welcoming and inclusive organization that values: Working together;
Respect in everything we do; and
Supporting people to be independent.
Serves surrounding rural communities within 150 km radius.

3. What is OCASI? The Ontario Council of Agencies Serving Immigrants
Was formed in 1978 to act as a collective voice for immigrant- serving agencies and to coordinate response to shared needs and concerns.  
Advocates for the immigrant- and refugee- serving sector
Represents over 230 member agencies across Ontario.

4. Positive Spaces Initiative
The Positive Spaces Initiative
Positive Spaces Initiative
A collaborative project grounded in community
Founded in 2008 to respond to identified gaps in service provision in the settlement sector.
A multi-faceted approach to capacity building
In-person and online training opportunities
Regional networks – contextual solutions
Community presence – events and collaboration

5. https://youtu.be/WfsypgPeMpw
No Longer Alone

6. The Myth of Canada Before Arrival After Arrival
Canada is a ‘safe haven’ to escape persecution
LGBTQIA+ newcomers can be themselves in an open and welcoming environment
Ideas of a ‘safe place’ contrast with the lived reality of LGBTQIA+ newcomers.
Assumptions about Canada being an ‘open-minded’ society are challenged

7. Being an LGBTQIA+ Newcomer in Canada
Canada aims to bring over new arrivals to the country from
Approximately 10% of all new arrivals to Canada identify as LGBTQIA+ (IRCC, 2018).
Immigration structures and policies are still discriminatory
IRB Refugee Hearings
Over 3000 legacy cases remaining (many LBTQIA+ from Carribean and West Africa)
Other policies outdated and not reflective of current global climate (i.e. Safe Third Country Act, Designated Country of Origin)

8. Being an LGBTQIA+ Newcomer in Canada
Ontario is leader in supporting LGBTQIA+ newcomers in settlement
The political and social climate is shifting in a way that negatively impacts settlement experiences
Appropriate data collection of LGBTQIA+ newcomers still remains a barrier within the settlement sector which as a result affects program evaluations
Settlement organizations in Ontario are not explicitly welcoming of LGBTQIA+ service-users
The HRNC is researching services available in the rural Saskatchewan context

9. What we’re hearing on the ground
Homelessness and housing
Increasing rates of homelessness for newcomer lgbtq+ youth (16-30)
Health care
Access to trans health care an ongoing issue
Employment
Seen as the biggest determinant for success in Canada
Service delivery
No explicit presence of LBTQIA+ newcomers in service provision
Resources not readily available
Sector over capacity

10. In order to create a positive space, the organizational culture must shift

11. Organizational Culture
What makes up ‘Culture’
Questions to consider
Based on values, assumptions, and norms
Forms the basis for decision- making
Informs what one does or does not do
What are the values that drive your organization?
How do these values play out in your agency?
How do you yourself reinforce these values?

12. Exploring Resistance to Change
Kinds of resistance you might encounter in your own workplaces.
Behaviours
Actions
Arguments
What does discrimination look like?
Direct (i.e Refusing to provide service)
Indirect
Redirecting LGBTQIA+ people to other providers, even when services are available at your agency
Agency policies that have a negative impact on LGBTQIA+ people
Lots of resources for confronting individual biases, acquiring resources – stats like these prove the necessity of doing this work. But change needs to happen at an organizational level.

13. Is your agency a positive space
What is a positive space’
Indicators
Accessibility
Signage
Confidentiality
Language
NOT A PHYSICAL SPACE
Body language
Attitude
You
Slide to be edited

14. How do shift organizational culture?
Policy & Procedure
Training and collaborative learning
Resources and programming
Signage and Infrastructure
Ongoing Evaluation and Improvement

15. Policy and Procedure Implement an ARAO policy
Explicitly include SOGIE as protected grounds
Align with the OHRC requirements
Implement procedures for addressing homo/bi/transphobia
Feedback/complaints procedure
Confidentiality and anonymity
OHRC Guidelines on Developing Human Rights Policies and Procedures
United Way Toolkit for Community Service Organizations: An Integrated Anti-Oppression Framework for Reviewing and Developing Policy

16. Training and Collaborative Learning
Is consistent information communicated to staff?
At orientation
In social spaces
In meetings
Positive Spaces/comparable training is available
Opportunities to deepen training knowledge are made available

17. Resources and Programming
Are LGBTQIA+ resources included in your organizations resource shelf/packages/ handouts, etc. ?
Are referrals appropriate?
Is there programming/services available for LGBTQIA+ people?
Opportunities for collaboration with other organizations?

18. Signage and infrastructure
Affirming Signage
Represents the diversity of LGBTQIA+ community
‘You are welcome here’
Culturally relevant
Informative signage
Empowers people to acquire information without feeling obligated to be out
Washrooms
Accessible and clearly marked gender neutral bathrooms

19. Ongoing evaluation and improvement
– Positive Spaces Assessment Tool
Collect meaningful data
Learn from the community
Understand where you are in your own journeys to creating and maintaining positive spaces.

20. Thank you! Odessa Sherbaniuk The Humboldt Regional Newcomer Centre
Sizwe Inkingi
Positive Spaces Initiative
Bilingual Coordinator