January 1, 2023

The mission of Body and Soul Sovereignty, United (Bass U), a non-profit organization in Phoenix, Arizona, supports the inclusivity of Two-Spirit people – the embodiment of two genders residing within one person who are gender queer, gender fluid, and gender non-conforming tribal members.   Two-Spirit is a pan-view encompassing lesbian, gay, bisexual, transgender, queer or questioning and asexual + more (LGBTQIA+),  and are valued as the “Keepers of balance.”

When serving Two-Spirit people, it is essential that non-discrimination and anti-harassment policies include language specifically addressing sexual orientation and gender identity or expression.  By promoting an open, accepting environment with employees, service practices and clients, we can affirm the organization’s commitment to serve those in need without prejudice. 

Non-Discrimination Personnel Policy 

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Bass U is committed to creating an environment that supports an equal employment opportunity and values healthcare equity in those served by ensuring non-discrimination for all persons, regardless of race, color, religion, sex, age, perceived or actual sexual orientation, gender identity or gender expression, marital status, national origin, or disability.  

Sexual Orientation and Gender Identity Non-Discrimination Policy for Service Users 

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Recognizing that prejudice, discrimination and stereotyping are prevalent through society and dedicated to the creation of a safe, secure space for those seeking employment with Bass U or seeking services as clientele, it shall be the policy of Bass U to maintain and promote an organization that provides the highest quality work environment to all Two-Spirit employees and to support the clients they serve. Two-Spirit staff at Bass U, shall receive fair and equal treatment, without bias, and shall be treated in a professional manner. 

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Employees, volunteers, peers and other individuals involved in providing services to Two-Spirit clients shall not discriminate against nor harass any self-identified client in their care and shall immediately report any evidence of discrimination, physical or sexual harassment, and verbal harassment of any such identified persons to the Executive Director.  Staff members and clients who feel they have been subjected to discrimination or harassment should also report this occurrence to the Executive Director.  

Bass U will take all reasonable steps within its control to meet the diverse needs of all Two-Spirit staff seeking employment and provide an environment in which all individuals are treated with respect and dignity, regardless of sexual orientation, gender identity, or gender expression. 

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1.  Sexual Orientation: The culturally-defined set of meanings through which people describe their sexual attractions. Sexual orientation is not static and can shift over time. 

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2.  Gender Identity: An individual’s internal view of their gender. Their own innermost sense of themselves as a gendered being and/or as masculine, feminine, androgynous, etc. This will often influence name and pronoun preference.

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3.  Gender Expression: Aspects of behavior and outward presentation that may (intentionally or unintentionally) communicate gender to others in a given culture or society, including clothing, body language, hairstyles, voice, socialization, relationships, career choices, interests, and presence in gendered spaces (restrooms, places of worship, etc.).

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Transgender Identification and Support Policy 

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Employees 

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Bass U recognizes that Transgender employees may face additional challenges in the workplace.  Affirming our commitment to an inclusive environment and embracing diversity of our staff, Bass U seeks to ensure that employees who are currently transitioning or who have already undergone gender transitions are treated in an equal and respectful manner.  Transgender employees are encouraged to dress consistently with their gender identity and should be addressed with the pronouns relevant to the gender with which they identify.  Additionally, as Bass U respects all employees’ right to privacy, Transgender employees shall not be subject to unwanted questions regarding their status, medical history, or sexual orientation.  

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Service Users 

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As part of its commitment to provide services to those in need without discrimination or harassment, Bass U also promotes an environment that is accepting and encouraging to Transgender service users.  Service users identifying specifically as Transgender shall receive support and accommodation from Bass U in determining their needs.  Pronouns used and any clothing provided shall reflect the gender with which the client identifies, and confidentiality shall be respected in regards to disclosures concerning Transgender status, medical history or sexual orientation. 

Confidentiality and Non-Disclosure Policy 

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Bass U seeks to provide a supportive environment for Two-Spirit employees and service users by treating with respect those persons who are open about their sexual orientation or gender identity.  Bass U also recognizes that some people might not wish to share this information with fellow employees, service users, or others involved in the organization and is equally dedicated to respecting the confidentiality of those persons.  Employees, volunteers, peers and other individuals involved in the operation of Bass U will never disclose sensitive information about an individual’s sexual orientation or gender identity without that person’s expressed written consent. Those in violation of this policy will be addressed.  

Health education for Two-Spirit members is available from the Fenway Institute in Boston, Massachusetts.

https://www.lgbtqiahealtheducation.org/ - free online education is available for both healthcare providers and clients.

Best Practices to Prepare for Onboarding Two-Spirit Staff 

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This section includes a guide to the following subjects. Note that the order of these sections is not intended to dictate an order for how the agency should implement improved practices when serving Two-Spirit staff. 

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1. Assessing the agency;  

2. Two-Spirit cultural competency training;  

3. Collaboration with Two-Spirit and ally organizations;  

4. Working with staff, board members, peers and volunteers;  

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4.  Gender transition: The process through which a person modifies his or her physical characteristics and/or gender expression to be consistent with his or her gender identity. Gender transition may, but does not necessarily, include hormone therapy, sex reassignment surgeries and/or other medical or surgical components.  The process may also include telling one’s family, friends and/or co-workers, and changing one’s name and/or gender on legal documents.  As each person’s transition is unique to that individual’s needs, there is no defined set of steps which add up to a “complete” transition.

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1. Making your organization a welcoming environment;  

2. Direct services practices, including advocacy, shelter, group services and education;  

3. Outreach and media; and  

4. Resources. 

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1. Assess the Agency 

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The first step for implementing a model policy is determining where to start.  A thorough organizational assessment should be done to determine what is going well and where the organization can grow to better serve Two-Spirit employees and clients.  A good assessment that will serve your agency well includes ascertaining whether the following building blocks are in place: 

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• Support is already established for organizational growth toward improving services.  This can include people outside of the organization such as key stakeholders, funders, and other allies, and it can include people within the agency, such as coworkers or colleagues.  Ideally, both the board and the staff should have a commitment to welcoming Two-Spirit staff. 

• Involvement of all parties in the process.  One way to ensure this is to have an advisory committee formed of Tribal leadership, board members, staff, peers, volunteers and those with lived experiences. 

• Technical assistance and advice from Two-Spirit, Native organizations to support the process. 

2. Two-Spirit Cultural Competency Training 

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The question is not “Do we need more training?” but “How much more training, and in what areas do we need it?”  Even the most culturally sensitive organizations incorporate ongoing training around certain topics in order to maintain their competence. 

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• Trainings should include an introduction to Two-Spirit communities.  Extra time should be devoted to understanding the needs of specifically, Transgender communities and individuals, since so many people struggle to understand how they are different from those of LGBQIA+ persons, and because both Arizona and national data show that Transgender individuals are especially impacted by discrimination and violence of all kinds. 

• Training must also be conducted on the specific issues of Two-Spirit employer and employment incivility and the ways that this ties into other forms of horizontal and lateral violence experienced in the community by Two-Spirit persons. 

• Because of the powerful links between history, oppression and violence, anti-oppression training should be an integral part of the agency’s regular staff development curricula.  It is important to provide staff, peers and volunteers the vocabulary, conceptual structure, and tools to address situations that arise around issues of oppression within the organization, whether the oppression is related to gender identity and/or sexual orientation, racial identity, class identity, religious identity or another identity. 

• Training in Two-Spirit health and educational topics should be covered in onboarding staff, peer, and volunteer  training.  This ensures that (a) new personnel begin with a basic understanding of these areas and (b) sends the message that your organization is inclusive and understanding of the needs of Two-Spirit people.

3. Collaborate with Two-Spirit and Ally Organizations 

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Becoming Two-Spirit inclusive is a rewarding process that requires input from well informed sources.  Collaborating early in the process with an organization that has expertise in Two-Spirit health issues and challenges like Fenway Institute is strongly recommended. It positions staff well to understand the plight of the employees and clients when seeking healthcare.  Building partnerships with Two-Spirit and ally organizations can offer important benefits: 

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• Ongoing technical assistance, as noted above, can provide valuable support and address challenges and pitfalls. 

• Strong connections to Two-Spirit community organizations can be a source of support for leadership to determine how to best serve the needs of Two-Spirit staff and clients. 

• Maintaining awareness of current issues relevant to Two-Spirit communities, such as legislation that may impact their health and ability to access health education; in addition, provide insight to the social and legal framework that staff and clients must navigate. 

• Good relationships with Two-Spirit and ally organizations are a way to create accountability to those communities.  These connections can provide the opportunity to find out where the Two-Spirit expert providers are.  These providers might be able to offer suggestions regarding changes the organization could make to improve accessibility for service users. 

4. Working with Staff, Board Members, and Volunteers 

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Two-Spirit staff in nonprofit and other organizations must feel safe to be out in that environment. The perception of feeling unsafe because of discrimination and harassment may be triggering which in turn, can potentially affect the experience of the clients who seek services from the organization. 

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• The employee handbook and organizational policies should contain anti-discrimination policies that include gender identity, gender expression, and sexual orientation, and marital status, along with other protected classes.  Further, they should be paired with carefully outlined procedures for reporting discrimination and harassment. 

• Standard procedures for hiring should include advertising positions in Two-Spirit and other LGBTQIA+ publications, message boards, and listservs.  Job listings should always clearly state that Two-Spirit/LGBTQIA+ persons are encouraged to apply.  During interviews, prospective employees should be made aware that the organization works with Two-Spirit persons.  Assess whether applicants are comfortable with these sections of the agency’s mission, vision and policies before making hiring decisions. 

• Agencies should protect Two-Spirit survivors of violence they work with as well as client survivors through a policy of screening all volunteers, employees, peers and board members during their interview and application process. In addition to this, it is important to have a procedure in place to describe how the organization will respond if a staff member is being abusive or if allegations of abuse are brought against the agency. 

• Along the same lines, policies addressing how staff should be protected if they report abuse outside the workplace. This can include strategies for offering support, planning around safety, and allowing for time off if needed.  The policy should also state that employees who are violence survivors should not be coerced to leave their relationships in order to retain their jobs. 

• To be fully inclusive of all Two-Spirit employees, organizations should have (1) written procedures for accommodating Transgender health-related concerns and needs, including gender transition and (2) domestic partner-inclusive employee benefits with health insurance and family leave policies. 

• Policy and procedure manuals should be easily accessible to all staff, volunteers and peers and leadership should be ready to respond to questions regarding policies and procedures. 

5. Making the Organization a Welcoming Environment 

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• Create and maintain a comprehensive list of local resources for Two-Spirit staff and clients.  Include shelters, medical programs, support groups, legal assistance, hotlines, and any other resources that are Two-Spirit/LGBTQIA+ specific.  Since not all resources are fully trans-inclusive, be sure to include some trans-specific resources. Be sure to keep the list updated and listen to their feedback about which programs work well and which do not. 

• Implement a screening process for all those accessing services to determine whether they are a survivor or abuser.  It is an opportunity to build a good relationship with the coworker and/or client, and help to keep them safe.  Furthermore, any form of discrimination, violence or biased interaction contributes to the breakdown of communication and can affect health literacy in Two-Spirit peoples.

• Agency anti-discrimination and anti-harassment policies must be explicit and be made available to both Two-Spirit employees and clients.  Staff should receive this information in their handbook and clients should receive it during their intake into the Torchbearer program;  ensure that they are receiving the information both orally and in written form.  Guidance should also be given on how to and where to file a grievance. 

• In order to be effective, program staff must act quickly and fairly to implement policies around discrimination and harassment when an incident occurs. 

• Forms must be modified to be inclusive of all genders, as the simple choice of male or female does not work for many people.  There are a number of options around how to modify forms to be inclusive of transgender and gender non-conforming people.  One such option is to have two questions:   

      Question One: “Sex assigned at birth:”                Female  Male  

      Question Two: “Current gender identity:”          Woman    Man       Transgender,  MTF      

      Transgender,  FTM,       Other_______________           Prefer not to disclose 

• If the organization requires photo identification, then consider having a space for the individual’s preferred name along with their legal name.  This helps Trans people feel more welcomed and for others who go by a nickname rather than their legal name. 

• Bathrooms must be safe and accessible for Transgender and gender non-conforming people.  There are many ways to accomplish this.  One example is to provide single-stall bathrooms.  If the organization is in a building that has single-stall bathrooms, but not on the floor where the individual works, a sign could be posted next to the gendered bathrooms that indicates where single-stall bathrooms are located in the building.  

• Make Two-Spirit handouts and resources available to the staff and clients.  Keep these magazines, newspapers, and service-related brochures in the waiting area.  If there is a library within the building, ensure that books and movies with Two-Spirit topics and/or characters are included in the collection. 

• Display Two-Spirit inclusive posters and images in the office.  There are many organizations that will send posters for free or who have posters available online for free download. 

6. Direct Service Practices:  

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Advocacy 

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Being an effective advocate for Two-Spirit staff and clients requires competency in working with these communities.  The following are ways in which healthcare and social service advocates can interact with Two-Spirit clients respectfully. 

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• Use gender-inclusive language on all levels of the interaction, including on the phone, in person, in the forms, and when talking about the health and social challenges that they face on a daily basis.  This shows respect, empathy and compassion for them.  Conversely, using the wrong term to describe the sexuality or gender of a Two-Spirit coworker or client or when discussing their partner, can make that person feel unsafe, invisible, and unwelcomed.  Another way to be respectful is to mirror the language that people use for themselves. 

• Consider whether identifying their gender is really needed.  If they are not filling out a form, it may not come up.  It may be more functional to simply ask what pronoun the person prefers. 

• Be a shield against homophobia, biphobia, transphobia, and heterosexism.  Understand how health, social services, law enforcement and the court systems are dictated by these biases.  Consider making initial advocacy calls to other service providers on behalf of the employee/client in order to serve as a buffer against these transgressions. Determine how truly inclusive another program is.  

• Help Two-Spirit clients by preparing them to deal with service providers who may have biases.  Give them an idea of which programs work better with these individuals and which do not.  Be available to both coworkers and clients in case they are in need of help in educating providers about their issues as Two-Spirit persons, or if they need support in dealing with a homophobic, biphobic, transphobic, or heterosexist situation that arises while interacting with a provider. 

• Interrupt and confront homophobia, biphobia, transphobia, and heterosexism.  When these kinds of remarks or situations go unaddressed, Two-Spirit people and their allies can feel deeply hurt, humiliated, angry, embarrassed, or threatened which is a trigger for retraumatization.  Unfortunately, the person making the remark or creating the situation gets the message that it is acceptable to behave in this way.  These problematic comments and actions should be interrupted at the time of the insult especially when they are coming from clients, coworkers, or from other service providers. 

Safety Planning: Special Considerations for Two-Spirit Persons affected by IPV

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• Two-Spirit individuals who may be in an abusive situation may share the same small community, thus requiring very careful safety planning.  Does the survivor and abuser have friends in common?  If yes, then advocates should help the survivor consider which friends will be likely to keep information confidential and avoid placing the survivor in danger.  Similarly, careful planning should be done when survivors are planning to enter their community spaces or when accessing their services. 

• Two-Spirit survivors must take homophobia, biphobia, and transphobia into account when deciding whether or not to access medical, mental health, social services, public benefits, law enforcement, or the courts.  The history of police brutality and other negative interactions between Two-Spirit people and service providers make it important to listen to the survivors’ lived experiences during safety planning. 

• Homophobia, biphobia, and transphobia may also mean that a survivor may not have support from family members, their faith community, healthcare providers, and other significant resources.  As a result, the survivor may require extra safety planning around getting needed emotional support. 

Legal 

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• It is important to determine whether you are talking to the survivor or the abuser in a suspected situation of violence when referring them to an attorney or providing legal advocacy.  Limited legal resources available to the survivors and attorney-client privilege mandates that once lawyers are working with one partner, they are then barred from working with the other. 

Shelters

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• Two-Spirit staff or clients should be offered help in seeking shelter arrangements according to their self-identified gender and/or their safety needs if in danger.  For Transgender survivors, this must not be determined for them, nor should it be dependent upon physical appearance or what surgeries they have had.  

• Maintain confidentiality, such as medical information or even a staff/client's self-identification. This minimizes the risk of discrimination and violence. Transgender status is personal health information and is not the concern of others. Staff may also not ask for medical specifics of a Transgender client’s transition outside of what is asked of all clients. 

• Donations for Transwomen should include razors and larger sized women’s clothing.  Depriving Transwomen the ability to shave can put them at risk for harassment and make them uncomfortable about their appearance.  Resources should include Transgender specific services and programs that accept Transgender women. 

• Donations for gay, bisexual, and Transgender men should include gender-appropriate clothing and toiletry items.  Resources should include services and programs that take men as well as some that are specifically for men and/or Transgender persons. 

• Transgender clients who use hormones must be able to access them.  If this is an issue, the staff will need to inquire on behalf of the person and pursue avenues for accessing the needed medication. This medication should be treated in the same manner as all other medication. If the client does not have a prescription, the staff should ensure that the individual is referred to the appropriate services to obtain a prescription. 

• Staff should be aware of and respect the name and pronouns (“he,” “she,” “ze,” or other pronouns of the client's choosing) the client would like staff to use, regardless of legal documentation. Staff should explain to clients the necessity of a legal name being used on forms, with chosen names used by staff and other clients appropriately. 

• Ensure safe bathroom and shower options. The staff should discuss the facility’s shower and bathroom accommodations with a survivor upon intake.  Transgender people should be welcomed to use bathrooms and showers that correspond to their self-identified gender or the facilities that feel safest for them. Often this can include private shower times. However, clients should not be forced to use private bathrooms and shower spaces. Other people's discomfort is not a valid reason to deny a Transgender person access to facilities.  

Group Services 

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• Ensure that the client has access to support groups for Two-Spirit survivors at preferred confidential times and locations.  Confidentiality is particularly important because Two-Spirit communities are so much smaller, so the time and location of a support group are more likely to become known to an unsuspecting friend or community member who could pass that information on to the participant’s abusive partner. As an employer, it is vital to accommodate  Two-Spirit staff members when they feel the need to leave the job in order to stay safe.

7. Outreach and Media 

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• Re-examine the agency’s philosophical approach to violence and trauma.  In light of the current research on the prevalence of violence and trauma in all diverse groups, many organizations have expanded their model to apply a universal approach when addressing violence and the effects of trauma.  As such, Bass U views power and oppression as the root causes of all violence, with sexism being one branch of that root.  Oppression also includes racism, homophobia, biphobia, transphobia, heterosexism, ableism, classism, etc.  Each form of oppression gives privileged group power at the expense of another. 

• Get the word out to Two-Spirit communities in the service area that the organization exists and is welcoming and hiring Two-Spirit candidates.  Advertise in media sources within their communities and ensure that Two-Spirit service providers are aware that the organization works with Two-Spirit people. 

• Attend Two-Spirit/LGBTQIA+ events.  In addition to Pride events and marches, community events can include theater performances, queer softball leagues, dance classes, parenting groups, and a multitude of other activities.  The organization could participate at these events to work at an outreach table, co-sponsor an event, volunteer to help out, offer meeting space, or help with publicity. 

• Participate in Two-Spirit/LGBTQIA+ campaigns and causes.  The organization can support campaigns around legislation and governmental policy change by writing press statements to the media, joining coalitions, attending rallies and hearings, or by signing petitions about relevant Two-Spirit/LGBTQIA+ causes. 

8. Resources 

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The following documents served as sources for the Virginia Anti-Violence project, the developer of this policy. Bass U has adopted and adapted the information to serve the Two-Spirit community and to bring awareness through policy, of the health and social needs of Two-Spirit individuals.  The intent of this endeavor is to negate all healthcare and social service disparities that have been associated with adverse health in Two-Spirit/LGBTQIA+ communities.  The healthcare disparities have also profoundly affected their need for improved access to health education and improved client-provider relationships.

Trans Alliance Society, Trans Inclusion Policy Manual for Women’s Organizations, Winter 2002.  

Trans Alliance Society, Exploring Transgendered Community and Gender Based 

Programs In Greater Victoria, by Lisa Warrilow, Project of the Vancouver Island Public Interest Research Group’s Research Internship Program, Transcend Transgender Support and Education Society and University of Victoria Sociology 373, 2003.  

Trans Alliance Society, Re/Defining Gender and Sex: Educating for Trans, Transsexual, and Intersex Access and Inclusion to Sexual Assault Centers and Transition Houses, a thesis submitted by Caroline White in accordance with requirements for a Master of Arts 

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