Two People Talking

Career Resources for Students of Colour, Students with Disabilities and LGBTQ+ Students

Answers to your FAQs and Campus & Community Resources to Help You Thrive

Navigating your career options and seeking employment are two important components of your experience as a UBC student and future alumnus. If you are part of an equity-seeking group, you may want to know about specific career navigation resources. Equity-seeking groups are historically and systemically disadvantaged based on their identities and confront barriers to equal access to employment. Equity-seeking* groups can include, but are not limited to: Indigenous peoples, women, people of colour, people with disabilities, and members of LGBTQ+ communities such as queer, transgender, non-binary, and gender-variant individuals. UBC is here to help you!

Please note that the usage of the term “equity seeking groups” is contested. We recognize that Indigenous peoples are original inhabitants of this land, and therefore are not just another equity-seeking group, but rather seek equity in the context of colonization, truth and reconciliation.

You may belong to more than one equity-seeking group. As you navigate these resources consider your unique circumstances and reach out to a coach, advisor, mentor or peer to develop strategies that take your intersecting identities and experiences into consideration.

Leverage Your Strengths

Your unique experiences have given you opportunities to develop strengths and strategies to thrive in the world. Consider how you have been shaped by your experiences and practice translating them into skills and assets employers understand and value.

Know Your Rights

As you embark on your career journey, it’s important that you understand your rights and are familiar with the legal policies in place that protect you as a citizen, employee, and throughout the recruitment and hiring process.  Below we’ve included general information on Canadian laws and legal bodies that protect equity-seeking groups. Verify which types of anti-discrimination labour legislation/laws exist in your region or the jurisdiction where you are pursuing work, as legal protections can vary substantially.

National and Provincial Policies

In Canada, there are several legal entities that protect individuals from discrimination. The Canadian Human Rights Act currently provides human rights protections for individuals based on the following grounds: race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, genetic characteristics, disability or conviction for an offence for which a pardon has been granted or in respect of which a record suspension has been ordered.

Each province in Canada has a Human Rights Code which provides legal protections to protected groups. In British Columbia, for example, the BC Human Rights Code establishes legal protections to employees and individuals seeking employment to be free from discrimination and harassment in all areas of recruitment, hiring, and employment, including discrimination based on race, colour, sex, gender identity or expression, sexual orientation, disability, creed, and age.

Employers' Obligations

The Employment Equity Act requires employers to establish equality within their organizations by ensuring representation from women, Aboriginal peoples, persons with disabilities, and members of visible minorities.

Additionally, each province in Canada has employment standards, laws, and labour codes that set out minimum standards for working conditions and wages. British Columbia’s Employment Standards Act is one such example.

Typically, organizations will have policies in place that prohibit discrimination on the basis of protected grounds listed in its provincial Human Rights Codes. If an organization does not have policies in place, all workers are protected from workplace discrimination on the basis of prohibited grounds under the governing Human Rights Codes enacted in their province.

For more information visit The Canadian Human Rights Commissions' Employer Obligations webpage. 

Unionized Positions

Unionized positions will also be bound by collective agreements which set out workplace-specific working conditions, duties, wages, and other working terms. In these cases, collective agreements are bargained for between a trade union representing employees and the employer. Employment standards, labour codes, and collective agreements are designed to ensure employees receive fair treatment for their work, and establish guidelines for employers to ensure a fair working environment.

Illegal Interview Questions

Under the Employment Standards Act of BC, questions asked during the recruitment process pertaining to age, race, ancestry, religion, colour, sex, gender identity, marital status, physical/mental disability, place of origin, political beliefs, family status, and sexual orientation are illegal.  All hiring decisions must be made on the basis of skills and qualifications related to the position.

Quick Tip: If an employer or hiring manager asks you a question during the hiring/recruitment process about your social identity or a question related to a protected ground (e.g., your marital status, age, religion, etc.), get curious. Consider asking the employer what they hope to know about your candidacy as it relates to your strengths and the skills you bring to the position. Connect with a coach or advisor if you have questions to help you navigate these situations.

Tips to Get Started

Do Your Research

Career navigation requires exploring what’s out there - what opportunities exist and which employers are looking for talent? What makes a candidate a good fit? Consider these research questions if you are looking for an employer that values and supports diversity:

  • What organizational policies exist at the organization that name the prohibition of discrimination in the workplace?
  • What evidence can you find about the employer that indicates the organization is inclusive (e.g., equity statements on job postings?) Check out the employee profiles on the organization’s website or check out LinkedIn profiles. Is the staff population diverse?
  • Is the organization listed online as an inclusive employer, recognized for diversity?
  • Does the organization welcome feedback on their products and services (e.g., is there a customer service feedback tool on their websites?) This may signify the organization is open to feedback, change, and learning.
  • Check out Eluta.ca, a job search engine that helps find jobs with employers recognized for diversity.

Talk to People

Conduct informational interviews.

Ask people you know, or people working at an organization what the company culture is like:

  • Is the company interculturally fluent?
  • In what ways does the company celebrate diversity?
  • What is the company’s track record for hiring diverse peoples and practicing inclusion?
  • Are diverse peoples promoted into leadership/executive positions at the company, and are there diverse peoples holding leadership/executive positions at the company, currently?
  • Are there programs in place to support equity-seeking workers at the organization?
  • Is the organization open to learning (and unlearning) and implementing new inclusive practices?
  • How has the company responded when/if concerns have been raised by their staff?

Trust Your Decision-Making Practices

Your career journey is your own. Consider the ways you typically make decisions and incorporate those strategies into your career navigation. Trust yourself when gauging if an organization is the right fit for you, and whether the company values your contributions and identity.

    Resources for Students of Colour

    Searching for work and landing a job can be challenging. As a student of colour, you may be wondering how to navigate the job search process in ways that take into consideration existing racial inequities in the workplace and race-based structural barriers to employment. Leverage the resources in this guide as you seek to thrive, follow your dreams, and find meaningful employment.

    Race intersects with other experiences and identities. Check out the career navigation resource guides for LGBTQ+ students and for students with disabilities for more resources.

    EXPLORING EMPLOYERS' INCLUSIVITY

    There are a few ways to determine if an employer is inclusive.

    1. Do your research. Has the employer been recognized for diversity and inclusion? Does the company deal quickly and effectively when concerns are raised by their staff?
    2. Ask around. Conduct informational interviews and ask your networks if the employer is inclusive and has a diverse employee base.
    3. Check out profiles of employees on LinkedIn to determine if there is a diverse employee base.
    4. Find out more. Does the employer have a talent program in place to attract and retain employees from diverse backgrounds? Does the employer have progressive hiring policies and practices?

    DISCLOSURE IN YOUR APPLICATIONS

    On some job application forms there may be an optional checkbox inviting applicants to indicate racial identifying information. Some individuals choose to disclose this information in the event that the request is part of an affirmative action program, meaning the employer is actively seeking to support diverse candidates and correct prior and existing systemic barriers to equality. The employer may also be tracking statistics to ensure the organization is attracting diverse candidates to the job posting, in which case the checkbox is not part of the job application itself. You are under no obligation to disclose that you are part of a visible minority.

    At other times, you may notice a statement about the company’s commitment to diversity in the job posting. This is typically an indication that the employer has an active Equal Employment Opportunity Policy. It is offered to help candidates learn more about the employer’s dedication to diversity.

    Whether you choose to disclose this information or not you retain the right not to be discriminated against. If, after disclosing this information, you experience discrimination in the interview stage, you may have grounds to pursue this with a legal team. In this instance, discrimination may look like being asked questions at the interview that pertain to your disclosure and do not align with the job duties.

    FREQUENTLY ASKED QUESTIONS

    Q: Do I have to put my legal name on my resume/in my application form?

    A: Listing a preferred name on your resume is acceptable and quite common. Resumes and application forms are not legally binding documents. You may include your legal or preferred name on your resume, or a combination of the two (e.g., Xin “Michelle” Ma).

    Consider the following as you make a decision:

    • Provide the name you feel most comfortable being called.
    • Be consistent throughout your application documents.
    • If your application is successful you will have to provide legal documentation that includes your legal name. If you are concerned about this, reach out to a coach, advisor, mentor or peer to get help developing a strategy. 

    Q: Is it legal for employers to ask me about my ethnicity during an interview?

    A: No. Under the Employment Standards Act of BC, it is illegal for employers to ask questions pertaining to age, race, ancestry, religion, colour, sex, gender identity, marital status, physical/mental disability, place of origin, political beliefs, family status, and sexual orientation.

    Q: How do I get hired as an international student in Canada?

    A: There are rules governing employment for students and new grads who do not have Canadian citizenship. Your go-to UBC resource is International Student Guide.

    Q: What do I do if people in my workplace can’t pronounce my name?

    A: Your name (whether you use your legal, birth, or preferred name), is a hallmark of your personal identity and it’s important to have people respect and use the correct pronunciation. Read more about how to professionally correct people who mispronounce your name here.

    Q: How do I respond to questions about where I’m really from when I don’t like the question?

    A: Read more about the “Where I’m Really From” question here, and decide what’s best for you.

    RESOURCES WORTH CHECKING OUT

    Suggestions for Further Reading

    Resources for Students with Disabilities

    Navigating the early stages of your career can be difficult. An important thing to remember is that employers care about hiring individuals who can perform the duties required of their roles.  For this reason, securing a job will require that you understand and can communicate your skills and strengths in your applications.

    As you consider where you want to work and what you want to do, you will also need to identify which environments and roles will enable you to apply your strengths and abilities.  If you are a person with a disability you may be entitled to workplace accommodations to help you make a position work for you. This may require you to disclose your disability to your potential employer.

    Disclosure is a choice, and is not always necessary. We have provided resources to help you decide if, when, and how you may disclose to a potential employer. Get in touch with an advisor, coach, and/or your peer communities to practice your approach and disclosure statements. This may help you feel more confident about the disclosure process. Find out more in the Disclosure and Requests for Accommodation section below. 

    Remember that you are the expert of your situation.  An employer may be able to help you identify possible accommodations but they will rely on you to identify your unique needs and the supports that will work best for you.  

    Disability intersects with other experiences and identities. Check out the career navigation resource guides for students of colour and LGBTQ+ students for more resources.

    EXPLORING DISABILITY

    When it comes to the world of work, there is no singular agreed upon definition of disability. Disability can be temporary, short-term or chronic, invisible or visible. Both physical and mental health are considered in the definition of disability.

    Whether or not you are registered with UBC's Centre for Accessibility does not determine whether you can receive workplace accommodations from an employer. 

    The most widely accepted definition of disability comes from the World Health Organization, who describe it as

    an umbrella term, covering impairments, activity limitations, and participation restrictions. An impairment is a problem in body function or structure; an activity limitation is a difficulty encountered by an individual in executing a task or action; while a participation restriction is a problem experienced by an individual in involvement in life situations (as quoted in the Federal Disability Reference Guide, 2013)

    YOUR LEGAL RIGHTS

    Individuals with disabilities are protected under Canadian provincial and federal laws. For employees or job seekers in BC, you are protected under The British Columbia Human Rights Code and the Canadian Human Rights Act.

    Under these regulations, employers have a duty to accommodate your disability up until the point of undue hardship. Undue hardship is identified by the courts through the assessment of financial costs, health and safety risks and the size and flexibility of the workplace.

    An employer is not required to accommodate for bona fide occupational requirements, which are requirements of a role or qualifications needed to ensure efficient and safe completion of the task at hand.

    For more information on your employment rights, refer here.

    EMPLOYERS’ ENTITLEMENTS

    If you choose to disclose your disability, an employer is entitled to ask for clarification about how it will impact your ability to perform the duties of the job, what types of accommodation may be required and for medical documentation about how your disability is likely to change over time. Any requests for medical documentation must ensure your privacy is protected by focusing on accommodation needs. Connect with the Centre for Accessibility for guidance on requests related to medical documentation.

    For more information about your employer’s obligations, refer to the in depth NEADS guide on duty of accommodate and disclosure. 

    DISCLOSURE AND REQUESTS FOR ACCOMMODATIONS

    Disclosure refers to telling an employer about your disability or chronic health condition. The most important factor in deciding whether or not to disclose to an employer is your ability to do the job. If you will require accommodation to do the job, you must disclose so you can receive the accommodation you need to be successful in your role.

    Accommodation refers to equipment, practices or policies that enable an employee with a disability to succeed in the workplace. Examples of accommodation include additional equipment or modifications to existing equipment (e.g. modified keyboards), flexible hours of work or modified work schedule, additional training, modified work environment (lower lighting, quiet areas, etc.) and customized work duties.

    See below for a guide to help you determine the advantages and disadvantages of disclosure during different milestones of the job search and interview process. Additionally, The Canadian Council on Rehabilitation and Work offers a comprehensive disclosure guide online.

    DISCLOSURE OPTIONS

    Option

    Advantages

    Disadvantages

    Our Recommendation

    On the application, resume or cover letter

    Disclosing at this time may provide an opportunity to identify strengths that are derived directly from your disability. It also demonstrates openness.

    It may be especially worthwhile if the employer is recruiting for diversity or has an active diversity policy in their hiring processes.

    There is limited space to describe your abilities and outline accommodation. You also do not have the opportunity to address the employers’ concerns.

    The employer may screen you out, especially if they are not able to understand how your disability could be an advantage or how you could perform the essential work.

    If the employer has an equity program or commitment to hiring for diversity we recommend disclosing at this time

    If disclosing at this point, in addition to disclosing your disability, emphasize the skills, abilities, and if appropriate, the advantages that your disability will bring to the role.

    When the interview is scheduled or shortly after the interview is scheduled

    At this time, the employer has already expressed interest in your candidacy.  Disclosing to the employer may help them to prepare by making accommodations for your interview or identifying how they can support you with necessary workplace accommodations.

    This provides an opportunity for you to discuss your disability with the employer.

    If accommodations are needed, the employer may react with surprise and wonder why you had not disclosed earlier.

    If you require accommodations for the interview, disclose at this time.

    It is common for executive assistants or administrators to book interviews. If this is the case, ask to speak with the hiring manager so that you can disclose directly to them. In doing this, you will have the opportunity to control the message they receive.

    During the interview or when you meet the employer for the first time

    Disclosing at this time reduces the risk of the employer forming preconceived opinions. You can reassure the employer because you will be able to control the messaging.

    You can answer questions and have an opportunity to speak to key related strength(s) you developed as a result of your disability.

    The employer may react negatively to the surprise. They will not have had the chance to prepare questions for you, especially regarding accommodations or areas of the role that may appear to be more difficult with your disability.

    Use this method if you are confident you can keep the employer focused on your abilities.

    If your disability is not visible, use this option and focus on your abilities.

    After receiving the job offer

    If your disability won’t adversely affect your ability to do the job, the employer cannot retract the offer.

    The employer may wonder why you had not disclosed earlier.

    In this situation, if your disability is not visible, you may not need to disclose.

    If you choose not to disclose, learn about your work environment and/or day-to-day tasks, and be proactive about ensuring you have strategies in place to support your success.

    TIPS FOR SUCCESS

    1. Securing a job will require you to understand and communicate your skills and strengths to employers. Attend a workshop to learn more!
    2. Building relationships with employers that interest you is a great way to navigate the job search process.  You can find more details about how to successfully network here.
    3. As you consider where you want to work and what you want to do, also consider which environments will enable you to apply your strengths and abilities.

    RESOURCES WORTH CHECKING OUT

    Essential Resources

    Centre for Accessibility is an on-campus resource that offers students with disabilities support with the identification of academic accommodations and the disclosure process. They can also help identify or recommend accomodations for practicum, co-op and other work-integrated placements that are part of your academic program. 

    In 2016, Disability Alliance BC partnered with the Law Foundation of BC to produce Disclosing Your Disability: A Legal Guide for People with Disabilities in BC. This essential job search and career exploration resource will be useful at any point in your career development. 

    Inclusion BC hosts workshops and an annual conference on relevant topics, and offers advocacy.

    Canada’s Top 100 Diversity Employers List is a helpful list of employers that are known to have hiring practices that prioritize diversity.

    Work BC Resources for People with Disabilities - includes resources for education, grants, individual and group-based support, internships and access to assistive technologies.

    BC Public Service - Work Able Program – a 12 month paid internship for recent graduates.

    The Canadian Council on Rehabilitation and Work (CCRW) Job Accommodation Service (JAS®) offers the opportunity to have a representative act as the mediator between yourself and your employer as you negotiate for accommodations.

    To learn more about common accommodations suitable for various disabilities refer to the Job Accommodation Network’s Searchable Online Accommodation Resource.

    For more information about your employer’s obligations, refer to the in depth NEADS guide on duty of accommodate and disclosure.  For more information on equity-related employment and labour legal considerations, refer to the introductory section to this resource.­

    Additional Canadian Resources

    Canadian Hearing Society for employment services and resources for those that are culturally deaf, oral deaf deafened or hard of hearing. Based in Ontario.

    Canadian Mental Health Association for resources to support employees and employers to sustain wellbeing in the workplace. Also see their BC chapter and their Not Myself Today campaign. 

    Canadian National Institute for the Blind for individuals with sight loss. Provide resources to support academic and workplace success.

    Futurepreneur Canada for anyone exploring starting a business. 

    Government of Canada Opportunities Fund for support preparing for, obtaining and maintaining employment or self-employment.

    Work Able offers paid internships through the Government of British Columbia. 

    Work Ink Employment Site to find job postings by equity employers.

    Additional Opportunities

    Coast Mental Health Employment & Education for opportunities to transition into or back into meaningful work.

    Disability Awards to access Canada’s portal to awards and scholarships for students with disabilities.

    Entrepreneurs with Disabilities Program for Western Canadians interested in accessing a network of business professionals and resources related to building a business, training and development, mentoring and one-on-one counselling.

    Lime Connect or mentorship, internships, scholarships and support finding full-time employment.

    Next Billion for internships and mentorship in the tech industry.

    Open Door Thrive Program for individuals living in Vancouver that identify as having a mental health condition or addiction. Offers coaching, career resources, bursaries and more to support individuals to achieve their wellness goals.

    People in Motion Employ-Ability Program for Canadians to support students with physical disabilities to prepare for future employment. Offered at no cost to those that qualify.

    Resources for LGBTQ+ Students

    We know that searching for – and landing a job - isn’t easy. For many students who identify as members of the LGBTQ+ community, factors such as workplace disclosure, “coming out,” and finding workplaces with inclusive and LGBTQ+ friendly cultures may be added challenges on top of the usual stress of career navigation. There is no singular or “right” way to approach these topics. Set your own parameters about how the way you identify intersects with your job search and career exploration. Here are a few things to consider along the way.

    Sexual and gender identity intersect with other experiences and identities. Check out the career navigation resource guides for students with disabilities and/or students of colour for more resources.

    EVALUATING EMPLOYERS' INCLUSIVITY

    Approach career navigation with your personal agenda in mind. Identify your priorities for your work culture and look for environments that will support you to achieve satisfaction with your career. Make decisions about disclosure and how to communicate your experiences based on those criteria. If equity is important to you, research employers who value and create inclusive environments. Locating employers that have been recognized with diversity and inclusion awards is a good place to start but it is not an exhaustive measure to determine if a workplace culture is inclusive.

    ADDITIONAL INFORMATION TO LOOK FOR

    • What are others saying about their experience working with and receiving services from the organization?
    • Does the organization have any statements that welcome diverse applicants including LGBTQ+ individuals to the organization?
    • Who are the organization’s donors/sponsors? Do they support any LGBTQ+ causes?
    • Do any equity committees or workplace initiatives exist to support LGBTQ+ employees?
    • Research LinkedIn profiles of current or past employees

    INCORPORATING NETWORKING INTO YOUR STRATEGY

    Consider attending networking events to see if current employees and initiatives are inclusive of sexual and gender diversity. While we recognize sexual and gender diversity are not necessarily things you can always see, you may get a better idea of how inclusive the organization is by listening to stories from current and past employees. Start Proud is a great place to begin.

    Another great way to learn if the workplace culture is inclusive is to conduct informational interviews. Click here to learn more about informational interviews.

    Here are some suggested questions to ask during an informational interview if you are trying to determine whether the employer is inclusive.

    • What does diverse staff representation look like in your organization?
    • Has your organization hired LGBTQ+ staff in the past?
    • How does the organization support LGBTQ+ employees?
    • Does your organization have an accessible gender neutral bathroom?
    • What equity and/or inclusion initiatives are in place at your organization?
    • Are there LGBTQ+ social groups that foster inclusion and community at your organization?
    • Who would you suggest I talk to in order to learn more?

    COMING OUT TO AN EMPLOYER

    You may be asking yourself questions like: should I come “out” to an employer? Will sharing how I identify with prospective employers affect my chances of landing a job? The decision to disclose your sexuality and/or gender identity to your employer is completely up to you.

    Sexual and gender identity are prohibited grounds of discrimination under the Canadian Human Rights Act. In Canada, interviewers or prospective employers are not legally permitted to ask you about sexuality and gender as a condition of employment.

    We acknowledge that for some folks, personal expression may reveal a LGBTQ+ identity, and “coming out” is not necessarily a personal choice. Nevertheless, we encourage self-expression in the way that feels comfortable to you and finding an employer who values you for being yourself!

    If a prospective employer is asking questions about your personal identifying information (or making assumptions about how you identify), it is perfectly acceptable to share elements of your identity to the extent to which you are most comfortable (and you are under no obligation to share your sexual or gender identity with an employer on an application or in an interview). Know that in Canada, an employer cannot discriminate against you on the grounds of your sexual or gender identity. Work with a coach, advisor, mentor, or peer to come up with strategies to share how you want to be referred, including your pronouns.

    WORKPLACE TRANSITIONING FOR TRANSGENDER INDIVIDUALS

    Some transgender, non-binary, and gender-variant students may want to consider their approach to transitioning in the workplace.

    Each person’s journey is their own, and there’s no “right” way to disclose or share information about transitioning with an employer. Keep your personal comfort level in mind as you decide what’s best for you.

    Refer to these resources to learn more:

    If You Are Transitioning on the Job – 519 Toronto Creating Authentic Spaces

    Know Your Rights – Employment – Transrightsbc.ca

    FREQUENTLY ASKED QUESTIONS

    Q: Do I have to put my legal name on my resume/in my application form?

    A: Resumes and application forms are not legally binding documents. Including your preferred/chosen name on your resume and on the application form is a common and acceptable practice. Although UBC uses the phrase “preferred name”, for many people this name is not simply a preference: it is the only name they use and it is central to their identity. Read more here. 

    There may be moments during the hiring process when you are required to provide your legal name and gender marker, such as during employment background checks that some employers require as a condition of employment.

    When hired into a position in Canada, you must provide legal documentation such as identification, and a social insurance card, which display your legal name, and in the case of identification, a gender marker. If you use a gender marker and/or name that is different from your legal documentation, you may want to think about strategies to disclose the inconsistency with a prospective employer. Speak with a coach or advisor to come up with an action plan and practice this conversation so you feel more confident. 

    In the case of employment references, if your name and/or gender marker has changed since your prior positions for which you are seeking a reference, it might be worthwhile to disclose to your references so they refer to your correct name (and pronoun) when speaking with your prospective employer.

    Have more questions about legal versus preferred names? Read more here. 

    Your legal obligations may differ in regions outside of Canada. It is best to research your rights and obligations for the jurisdiction you hope to work so that you can make informed decisions.

    Q: I have experience at an LGBTQ+ organization. Should I list this experience on my resume?

    A: Some students may have questions about how to showcase involvement at organizations that hire LGBTQ+ staff and/or, have a mandate and mission to support LGBTQ+ communities on a resume.  

    Here is a comparison of ways to list LGBTQ+ experiences depending on whether you’re comfortable or not comfortable disclosing during your application stage:

    Prefer to disclose

    Prefer not to disclose

    “UBC Pride Collective, Committee Coordinator”

    “AMS Resource Group, Committee Coordinator”

    “QMUNITY, Volunteer Coordinator”

    “Volunteer Coordinator, Community Resource Centre”

    “StartProud’s Emerging Leader Award Recipient”

    “Emerging Leader Award Recipient”

    Q: I use gender neutral pronouns. How do I communicate my pronouns to my employer or colleagues?

    A: Share this information in whatever way feels comfortable for you and collegial for your peers. Adding your pronouns to your email signature is one possible option. You may also want to consider working with your supervisor to co-create a communication plan to share your name and pronouns with your team. Read this article for ideas about how to communicate your pronouns at work. 

    RESOURCES WORTH CHECKING OUT

    UBC Campus Resources

    Clubs, Student Groups and Gatherings:

    Resources Beyond Campus

    • Canada’s Best Diversity Employers recognizes employers across Canada that have exceptional workplace diversity and inclusiveness programs.
    • Start Proud facilitates the professional development of Lesbian, Gay, Bisexual, Transgender, Queer & Ally (LGBTQA+) students as they transition from school to career in order to build a national network within the LGBTQA+ community.
    • Pride at Work empowers employers to foster workplace cultures that recognize LGBTQ2+ employees as an important part of a diverse and effective workforce.
    • Human Rights Commission - as the largest national lesbian, gay, bisexual, transgender and queer civil rights organization, HRC envisions a world where LGBTQ people are ensured of their basic equal rights, and can be open, honest and safe at home, at work and in the community.
    • TransFocus Consulting offers consulting services for companies looking to be more inclusive of transgender employees, customers, and clients.
    • Qmunity provides youth services, counselling, support groups, and social events for members of the LGBTQ/2S community.
    • Creating Authentic Spaces: A Gender Identity and Gender Expression Toolkit to Support the Implementation of Institutional and Social Change. This is a great place to get the conversation started on Gender Identity and Gender Expression
    • Trans Student Educational Resources is a youth-led organization dedicated to transforming the educational environment for trans and gender nonconforming students through advocacy and empowerment.
    • Human Rights Commission Glossary of Terms may be helpful to familiarize yourself with. 

    Our Campus Resources

    This guide was developed on the traditional, ancestral and unceded territories of the Musqueam people. 


    This guide was developed in consultation and collaboration with students, alumni, staff, and Faculty who have lived and scholarly experience related to the subject matter. We are always open to feedback, and are committed to ongoing learning to help enhance the content of this guide. Please share feedback or suggestions for edits via our online form, here. 

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