Why work with us?

Our team has decades of professional expertise providing education and strategies. We also have a deeper understanding from our lived experiences across the gender spectrum. This unique combination enables us to develop innovative solutions to address gender issues.

Selected Projects

Reviewed and provided feedback on new policies for greater inclusion of gender diversity in hockey along with accompanying communications to answer frequently asked questions. Developed and delivered custom education sessions to support the introduction of these new policies to members of Minor Hockey Associations across Canada. Delivered education to about 1,000 attendees in 15 sessions.

Supported decision-making to increase inclusivity in washrooms with a particular focus on signage based on emerging best practices at other organizations. Developed communication materials (e.g., email announcement and FAQs) and facilities educational sessions to introduce the washroom changes among nearly 750 managers, employees, and contractors.  

Developed a tailored training manual on gender inclusive communications in English and French for all employees at Bell and affiliates. The manual covered different work environments, including offices, retail, and call centres, as well as nuances across various types of communications methods, including in-person, email/text, and email. 

Conducted train-the-trainer on the key contents. The manual formed the basis of an e-Learning course on gender diversity. Provided ongoing advice on a number of emerging issues, including gender data, washroom signage, and use of pronouns in the workplace. 

Readiness assessment for inclusion and support of transgender employees with custom curriculum developed and delivered to over 200 managers.

Rapid appraisal of transgender inclusion measures in supporting employees and customers within retail branches and custom curriculum delivered to 350+ managers across BC.

Conducted two strategy sessions with seven City of Surrey leaders to provide issues and solutions on the topic of washrooms and change rooms in two different buildings of the city. Before the sessions, reviewed floor plans and photos of existing buildings. During the sessions, provided concrete design ideas and considerations illustrated in a PowerPoint presentation that was recorded for later reference. Shared examples from other organizations where the ideas have been implemented with success. 

Conducted three strategy sessions with sixteen leaders across North America to provide issues and solutions on the topics procedures, information systems, and communications. Before the sessions, reviewed training and marketing materials, as well as a series of screenshots of IT system fields. During the sessions, explained how to address challenges with best practices and facilitated discussions among leaders to resolve concerns and questions. Summarized key recommendations in memos to support implementation of solutions.

Conducted a strategy session with six leaders across North America to provide an overview of all four key areas of structural challenges that trans and non-binary employees face in the workplace. During the session, explained how to address challenges with emerging solutions as illustrated in a PowerPoint presentation that was recorded for later reference. Facilitated discussions among leaders to determine strategic next steps.

In 2021, TransFocus conducted a review of washrooms in all Squamish Nation buildings on the North Shore and Squamish Valley. TransFocus submitted a report with 13 recommendations, which was presented to and approved by Council.

In 2022, the scope of the initiative was broadened to include public and cultural spaces and engaging Members about sexual and gender diversity to make the Nation’s facilities and spaces more inclusive. The Squamish Nation, in partnership with TransFocus, conducted an in-depth consultation process with a community survey that had 162 respondents and five engagement sessions attended by 43 Members from March 2023 to June 2023. The project was led by the community with input from six members of the Community Advisory Group (CAG).

TransFocus guided three separate large-scale projects at UBC, including the 1) inclusive washroom study, 2) gender diversity audit, and 3) revisions to procedures and education of human resources personnel.

In 2020, conducted a multi-stakeholder process among diverse facilities users to inform the key elements of inclusive facilities standards for new and existing buildings on UBC campuses. The mixed methods entailed quantitative and qualitative approaches, including open houses, surveys, focus groups, and interviews. TransFocus compiled, analyzed, and synthesized insights, experiences, and ideas from over 3,300 stakeholders in the report “Findings of the Consultation Process on Inclusive Washrooms.”

In 2021, Conducted a multi-stakeholder process about gender diversity among trans, Two-Spirit, non-binary, and cisgender students, faculty, and staff across UBC campuses. The mixed methods entailed quantitative and qualitative approaches, including a survey with nearly 1,450  respondents and focus groups with 13 participants that have intersectional identities with Indigneity, disability, and race. TransFocus compiled, analyzed, and synthesized insights, experiences, and ideas to develop 27 recommendations in the final report “Gender Diversity Audit: From Persistent Challenges to Strategic Action.”

In 2023, updated toolkits to support trans, Two-Spirit, and non-binary employees at UBC. Conducted education among 200 human resources professionals to inform them of the toolkit and its key contents. Developed communications to inform the UBC community about the toolkits.

Conducted a survey among nearly 150 employees on gender diversity to determine priorities for changes. Delivered training sessions to 50 frontline staff on active allyship and 70 managers to prepare them to better support transgender employees at different levels of outness. Undertaking strategy sessions with cross-departmental to implement high-impact recommendations.

Supported decision-making to increase inclusivity in washrooms with particular consideration of privacy and safety. Conducted a pulse check survey among 180 employees to determine readiness and refine change for greater comfort. Facilitated education sessions for 200 employees to prepare managers and employees for washroom changes.

Conducted three projects to ensure greater inclusion of gender diversity in Canadian sports. This entailed conducting focus groups and surveys among administrators at the CCES and National Sport Organizations as well as high-performing athletes. Areas of assessment included policies, procedures, and systems. A total of nearly 250 participants were engaged resulting in 14 recommendations to ensure greater inclusion.

Conducted Gender Diversity Audit among FHA’s patients and employees to better understand the needs and interests of trans, non-binary and Two Spirit people in acute care and community health facilities. The discovery entailed interviews, focus groups, and surveys among 488 stakeholders. The processes yielded a comprehensive and integrated set of 42 recommendations.

Completed a review and recommendations for three areas at EY Canada, including communications, records, and programs for both employees and clients. Revised EY USA Human Resources materials to fit within a Canadian context. The discovery entailed assessment of documents and systems to determine the existing gaps and opportunities to expand and revise for greater trans inclusion. The project ended with training EY HR staff on key structural and cultural changes.

Assisted Human Resources managers with communication plans for five (5) employees transitioning their gender on the job across offices in Canada and the United States. Conducted a series of education and awareness sessions for a total of 300+ SAP employees across North American locations to provide information about terms and concepts related to gender diversity and how to respectfully interact with transgender colleagues. Conducted review of washroom and change room facilities in the Vancouver office as a case study for offices across Canada. This entailed a series of meetings with facilities leads, review and analysis of floorplans, and a tour of the washrooms and change rooms at SAP.

Conducted a Gender Diversity Audit to identify existing challenges facing transgender students and employees at Capilano University. Undertook multi-stakeholder consultation among 40 participants. Developed 32 recommendations to address current gaps in experiences.

Comprehensive discovery and  assessment consultation with inter-departmental representatives of the  HI Canada and United States, including interviews, document review and strategy sessions to inform recommended gender solutions in shared dorm products, bathroom and shower facilities, online booking systems, member registration, communications and human resources. 

Consultation with city staff from 20 departments across the City’s facilities, human resources, communications, and programs and services. The comprehensive set of 31 recommendations was approved by City Council and we continue to support the city with implementation of solutions and delivery of custom training to managers.

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