Category Archives: LGBTQ+

The future of gender will change Queen’s for the benefit of everyone

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In this post, Dr. Lee Airton, Assistant Professor in the Faculty of Education, talks about how future students will drive change on our campuses, as they will expect the availability of gender and sexual diversity content and supports

 

The Queen’s community will change a great deal in the coming decades, in part due to changes in how gender (and sexuality) are lived. In ten years alone, Queen’s will have welcomed and graduated several cohorts of students who have grown up with the highest degree of familiarity with gender and sexual diversity – both individuals and cultural phenomena – that has ever been seen among the general population. Attitudinal studies have shown that knowing a queer or transgender person has a causal relationship with expressing less homophobic or transphobic attitudes, so we can expect a student body with far more exposure and lay-person expertise. For my faculty members as well as Teaching Assistants, Term Adjuncts and Graduate Teaching Fellows, this student body will expect gender and sexual diversity content in their courses. In fact, course content will struggle to keep pace with the sheer volume of everyday lay-person and internet-sourced knowledge that students bring with them into the classroom, such that instructors who do not update their teaching materials or invite students to actively contribute their lay or experiential knowledge will struggle mightily. I also predict that any remaining gender binary-based traditions that automatically divide men and women will become optional. An example is the tradition of only women students being offered a bouquet to hold by the professional photographer taking their graduation photo; soon, every student will be asked whether they would like to participate, regardless of how they are expressing gender. Students themselves will drive these changes, not just for themselves as individuals, but because social norms will have shifted to the point that this is just not done anymore.

In addition to students arriving on campus with more knowledge of gender and sexual diversity, Queen’s can also expect an increasing number of students who are openly somewhere on the transgender spectrum, whether men, women, or nonbinary people. Driving factors behind this increase include K-12 schools vastly increasing the resources and supports in this area, and more and more transgender-spectrum children and youth being affirmed in their communities, families and schools. This means that fewer transgender-spectrum youth will be homeless or will have to leave school in order to keep themselves safe. Given how family and other supports contribute to post-secondary attendance and success, we will see a boom, particularly in transgender student enrollment. These will be empowered, supported and self-advocating transgender students with parents behind them who feel confident showing up and making the kind of demands on the university administration and bureaucracy that most generations of transgender people just could not expect from our parents, sometimes because of estrangement and sometimes because of a lack of knowledge of us and our needs, but this is changing. The rise of singular they/them – using the traditional ‘they are’ to refer to a single known person – will also continue, and will quicken. By 2030, everyone who teaches courses at Queen’s or whose position includes direct contact with students will have worked with at least one but more likely 3-5 students who have they/them pronouns.

The inevitability of these changes is quite striking, but there is still work to be done to get ready on both of our campuses, east and west. Through the wonderful work of the Trans Policy Group, Queen’s has field-leading policies on gender-neutral washroom inclusion in new builds and renovations, but this has not been consistently followed. One glaring example, to my mind, is the Agnes Etherington Art Centre; despite being one of the landmark renovations on campus and constantly in use for university-related and external functions, the Agnes does not have a public, accessible, gender-neutral washroom. I have been to a half-dozen events there in the past two years and seen different approaches to rectifying this ongoing problem, including not at all. Another example is our student information management system, SOLUS, which offers a preferred name field for students to use if they choose, but preferred names are not included on instructor-generated attendance lists, rendering this well-intentioned change quite impractical.

These are just two areas that require comprehensive exploration and updating, building on the tremendous amount of work by people who have preceded me in our community, many of whom are still here making their mark. As the tide of increasing gender diversity – including but not limited to transgender-spectrum people – continues to arrive on campus and highlight what needs to take place, I am confident we will continue to rise to the challenge.

Together We Are reaches its fourth year!

Another successful year for the Together We Are blog! Thank you to our bloggers and readers who gave so graciously of their time, creativity and passion. Without your energy and support the blog would not be possible.

In 2018-2019 our blog will focus on (re)imagination. Contributors will (re)imagine the institution, space and dream for the future. Over the course of the next year you will hear from students, staff and faculty reflecting on the challenges and accomplishments of the past as well as their respective visions for the future.

Oh and don’t forget, YOU are part of this conversation as well. Together We Are all part of the Queen’s and broader Kingston community and therefore your comments and feedback are welcome.

Being Who You Are, Inside and Out

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This month, contributor Erin LeBlanc, Director, Strategic Program Development & Accreditation at the Smith School of Business and Queen’s alumnae, discusses themes of identity, authentic self, and belonging. Ms. Leblanc is an advocate for LGBTQ+ people with a focus on education, awareness, and building community for transgender people.

If I can’t be me, who am I supposed to be?

This is a question that I hear time and time again in conversations with transgender people. And with June just around the corner and communities preparing to host Pride celebrations, I am reminded of these conversations. Some people may be perplexed by this statement in that they don’t understand why there is such a great deal of stress for those who suffer from Gender Dysphoria.

They don’t understand why there is any issue with someone being transgender.

Good for them. They get it. They are enlightened.

However, if you don’t suffer with gender dysphoria, it is hard to appreciate what it is like.

People in the LGBTQ+, in particular the Transgender community, are, for the most part, terrified of how they will be treated if and when they come out. Because society isn’t as welcoming as some people think, or hope. There is still a great lack of understanding and compassion out there. There are numerous examples of transgender people losing their jobs, being evicted from their accommodations, and being disowned from their families. Essentially, they are disenfranchised from society.

And for what? All they want to do is live their lives. Do their jobs. Contribute to the community. But society stills feels threatened by transgender people.

Why?

Usually, it is from a lack of understanding about what it means to be transgender, to suffer from Gender Dysphoria. With some education, they start to be more accepting and can, in many instances, become allies. But many people out there in society still harbor resentment and a sense of confusion, or even disdain, for transpeople.

They refuse to be exposed to any type of information about what it means. How many times have I heard people refer to being transgender as a lifestyle choice.

A choice?

Seriously?

Ask anyone in the community. The last thing I would ever wish upon anyone is to have gender dysphoria. It is something you are born with. There is no choice. Gender is separate from the sex you are assigned at birth based upon a physical attribute. Gender is who you are in your heart and soul and mind. And that too is assigned at birth.

Who would choose to not be congruent in your inner and outer being?

To look in the mirror every single day and not recognize who is looking back at you. To suffer from the depression and anxiety attacks that accompany the dysphoria. To be out of control of your life. To simply be a passenger on the bus that is your life, with no real control over where the bus is taking you. That is frightening and at times debilitating.

A choice?

Not even close.

Think of it this way. You have a can with a label on it that reads “Peas” along with a picture etc. But inside the can, it is actually peaches. On the inside, it is peaches, but to the outside world it is peas. Nowhere near close to being congruent. We can’t change the peaches to peas. Not going to happen. That’s what they are, on the inside. Peaches.

But we can change the label.

That’s on the outside and that can be changed. So, we change the label. We have congruency. Now, people see a can of peaches and guess what. That is what it really is on the inside. All transpeople want is to have the outside match who they are on the inside. To present in the gender they were born with. For some this means surgeries. In some instances, numerous surgeries. For others, it means simply having their external presentation in the clothes they wear, and the way the cut or style their hair etc. match their gender. This provides them with a sense of congruency and hence peace with who they really are.

We are fortunate to live in a country that offers protections by federal and provincial legislation. For many employers, there are official company policies regarding the protection of transgender people from discrimination and humiliation.

And that’s great.

But the work is not done. We can’t take our foot off the gas. There is still a lot that has to be done. Policies are great. But without the processes in place to back them up and implement them, they mean nothing.

Organizations have to look at all the processes they have when hiring, promoting and training their staff to ensure there is understanding and awareness of these policies. More importantly, how it impacts their jobs so they know what to do when a transgender person is asking for assistance or simply wishing to purchase their goods and services. This means front line staff must be trained on what it means to be part of a positive space. To accept all people as equal, to treat everyone with dignity and respect regardless of their gender, race, religion, nationality etc.

Look, all the community wants is to live their lives, do their jobs and contribute to the community.

To live, love and laugh, just like everyone else.

 

That shouldn’t be that hard to accept. It’s not too much to ask.