Findings

Many concerns were mentioned under different themes related to the intersectionality of community members’ identities and the complexity of the organizational structure at the University of Waterloo, where parts of the same issue are addressed by different offices and under different policies and regulatory documents. It is important to notice that the consultation participants referred to the hate-related incident of June 28th, 2023, as attack and stabbing; the community-suggested language was used in this document.

While describing 2STNBGNC+ persons’ wellbeing at the University, the campus community members expressed two major points:

• it was crucial to address and support 2STNBGNC+ wellbeing, and 

• the common feeling associated with being 2STNBGNC+ on campus was fear.

Participants were also asked what they would change or introduce at the University if they had a “magic wand”. Their suggestions are listed under the key themes identified in the consultations. 

Physical safety is a key determinant of the wellbeing of the 2STNBGNC+ community on campus. The June 2023 attack in Hagey Hall increased feelings of vulnerability and insecurity. Several study participants answered that they felt physically safe on campus, however feeling safe was conditional for many, e.g., they felt safe only in specific places or circumstances, such as in their building or at a certain hour. Many employees strongly expressed that they felt unsafe on campus. One in three participants preferred not to answer this question which indicated they did not feel comfortable sharing their thoughts on this issue. Such gaps are significant in data collection on 2STNBGNC+ community, as they signal that participants are self-restricted in sharing details about their lives and experiences that could be associated with feeling unsafe.^[30]

Several policies and safety protocols were established or updated in response to the attack, however the following concerns were expressed by community members one year after the incident. This means that the implemented measures did not speak to the community needs to foster the feeling of safety.

Feeling unsafe on campus was associated with:

• Homophobic and transphobic language, and unwanted speech in classrooms, offices, residences, and hallways that make trans and non-binary folks feel physically unsafe on campus.

• Transphobia and non-binary-phobia in washrooms.

• Vandalism and defacing Pride flags and other symbols.

• Lack of physical measures to provide safety or respond to attacks, such as locks on doors and panic buttons in classrooms, proper lightning, clear evacuation plans, etc., or not enough information about the improvements implemented after the attack.

• Cyber-safety and anti-2STNBGNC+ hate prevention that require more action, especially cyber-based hate against students in the gender equity class where the attack occurred. There were hateful messages posted on social media after the attack.

The participants noted that the feeling of safety could be fostered by:

• Enhancing visibility of queer presence on campus, including flags, community gathering, public talks, etc.

• Open support of 2STNBGNC+ community by professors, administration, and leadership.

• Education about gender and sexual diversity and associated barriers.

• Strengthening a sense of community.

Participants mentioned the following “magic wand” solutions:

• Developing programs to enhance cyber safety and mitigate cyber bullying will increase the sense of safety on campus.
• Creating a special team for 2STNBGNC+ safety on campus.

Many students and campus-based service providers indicated that adequate support and care was not provided to those who worked and studied in the Hagey Hall building on June 28, 2023, the day of the attack.

The participants also mentioned the following issues associated with the emotional safety of being queer on campus:

• Gender identity and expression have a significant impact on a person's wellbeing, community involvement and success.

• Community members reported feeling isolated on campus. Many said they often felt helpless and/or excluded.
• Some participants expressed emotional discomfort with using “all-gender” washrooms where they did not feel safe and had to hide their gender.

As suggested solutions, “if I had a magic wand, I would,” participants mentioned the following:

• Create more programs supporting 2STNBGNC+ graduate students.

• Redesign all-gender washrooms considering trans safety and accessibility

Gender identity related minority stress, that includes psychological and emotional safety concerns, defines how comfortable members of the 2STNBGNC+ community are with sharing their personal information with the university. This includes data about gender identity and sexual identity and the disclosure of personal pronouns. Trans and non-binary students and employees experience higher levels of stress and trust issues related to the fear of being outed and subjected to physical and verbal violence, leading to greater psychological distress, disengagement with their studies or work, and a greater likelihood of considering leaving university.^[31]

The safety and comfort of sharing personal information also affects the disclosure of personal pronouns. Some students appreciated having the option to voluntarily disclose their pronouns and being in a classroom where professors supported and respected the use of correct pronouns. However, these statements were followed by concerns about students’ safety and emotional discomfort in being unwillingly outed to professors, staff, and other students who do not respect their identity, chosen names, and personal pronouns. Many participants were concerned about instructors having access to students’ personal information, such as personal pronouns and gender identity, without their consent, in QUEST and other systems. Some respondents felt that this information should be shared on a voluntary basis and in a specific group (e.g., in a specific class, where students “can be themselves” to use a direct quote). If information about students' pronouns is openly available in the system, students will be unwillingly outed to professors and peers, which can be potentially harmful.

The participants provided the following reasons why they didn’t feel comfortable with sharing their personal information with the university:

• Not being out and hiding their 2STNBGNC+ identity.
• Distrust in the institution.
• Bullying at work.
• Stigmatization and damage of someone’s reputation.
• Not knowing who has access to personal data (i.e., who can see it and how it will be used).
• No clear explanation about why the institution collects personal data.

Why 2STNBGNC+ students and employees come out and share their personal information:

• They feel comfortable in their current department and have a supportive team.
• Visibility is important to them: to be true to themselves.
• To receive accommodations, especially in cases of complex intersectional identities that include disability.
• They know that information is collected anonymously.
• To provide a realistic demographic picture of and for the University, and to help the University make better decisions to support members of the community.

Participants mentioned that meaningful data collection will help create a realistic understanding of the wellbeing of the 2STNBGNC+ community and develop effective response programs and services.

Many students reported inadequate gender-affirming medical support on campus. Some cases, mentioned in the consultations, date back 3-5 years and some issues have since been resolved. However, many participants reported that many issues still prevail and negatively impact students’ ability to receive gender-affirming care through University services. Trans and non-binary community members mentioned the following issues:

• Limited mental health support and counselling.

• Unclear and inconsistent communication from Health Services about the Trans health care options available to them, especially for students who were undergoing gender-affirming transition. Inconsistent availability of supplies and communication regarding injection supplies.
• The lack of transparency about gender-affirming health care regulations, including what medications and procedures can and cannot be prescribed by Campus Wellness, that alienates trans and non-binary students.
• Doctor’s refusal to understand a trans student’s/patient’s concerns.
• Concerns around access to timely prescriptions and injection supplies both at Health Services and Student Health Pharmacy.
• Unforeseen charges and hidden fees for medication or medical forms that are required for gender-affirming transition.

Gender-affirming care for trans and non-binary people is a complex area of personal and public health work. Some issues can be addressed on campus, and some are subject to provincial and federal regulations that are, or need to be, reflected in university regulations.   The following steps were suggested as the “magic wand” solutions:

• Additional and continued support from counselling services and mental health resources.
• Additional and continued support from Health Services for gender affirming care.
• Expanding medical support and including STI/STD awareness and testing services on campus.

Many consultation participants highlighted a strong connection between trans, non-binary and queer wellbeing and disability. It would be beneficial to develop and conduct a university-wide, community-based study on accessibility and accommodation facilities and services for students and staff.

• General lack of community education and advocacy were identified as key issues for the wellbeing of the campus community.  Students and employees may be unaware of the invisible barriers and hazards faced by 2STNBGNC+ members, and the harms associated with these barriers. 

Participants suggested creating more programs to raise awareness of the struggles of 2STNBGNC+ populations on campus as a “magic wand” solution for this issue.

• The siloed environment and lack of collaboration between units negatively impact the wellbeing of 2STNBGNC+ people on campus.

• There are limited opportunities to discuss 2STNBGNC+ issues on campus.
• Not enough funding for 2STNBGNC+ and 2SLGBTQIA+ events and initiatives is an issue.

Connecting different units of the University to break down silos was suggested as a solution to develop a stronger community that will address the needs of students and employees.

Participants and survey respondents mentioned that their sense of safety and acceptance is niched and highly dependent on personal interactions. Such connections could be based on interactions with a particular faculty or staff member, or in a specific class where an instructor maintains an environment that respects personal pronouns and chosen names and acknowledges 2STNBGNC+ experiences. Participants also mentioned:

• Friends, roommates, and chosen family.
• Campus Wellness / Counselling services (although some psychiatrists were reported as transphobic).
• 2STNBGNC+ organizations on campus: GLOW and PRISM, and SPECRTUM off campus.
• Student Success Office (SSO).
• Sexual Violence and Prevention Office (SVPRO).
• Women’s Centre.
• Department-based student organizations, including FemPhys, QUAQ: Queer Allies and Questioning, EngiQueers, OSTEM.

Creating opportunities for vocal allies to help prevent and address homophobic remarks was suggested as a potential solution.

• Harassment rooted in homophobia, transphobia, and gender-based violence is not effectively addressed when reported by students and employees.

• Many participants indicated the unsupportive response from the administration and management when they reported the 2STNBGNC+ related issues.

To change things on campus, participants suggested that recognizing and responding to gaslighting, microaggressions, and bullying needs to be implemented as an institutional strategy.

Many trans and non-binary community members were concerned about the leadership position expressed in the University townhall meetings shortly after the stabbing.^[32] The administration's response to the hate-motivated attack in Hagey Hall has left community members questioning the seriousness of the administration's attempts to recognize and respond to the devastating impact on trans, non-binary and queer students and employees:

• Community members are concerned about the university's publicity, which presented an airbrushed image of the attack and the overall situation with the support of the 2STNBGNC+ community. Administration’s responses have been vague and unclear, especially about identifying those responsible for the change in behavior and action. The institutional response did not reflect the student experience. Many community members doubt the leadership's intention to change and referred to the townhall meeting after the attack.^[33]
• Distrust of transformative change for the organization was expressed in every session. Members of the campus community questioned the administration's responsibility, ability, commitment, and willingness to respond to homophobia, transphobia, and physical violence experienced by members of the campus community.

Such commitment might look like:

• Recognizing the harm experienced by students who were in class during the attack and the long-term traumatic impact on the wellbeing of all students and employees who identify as trans, non-binary or queer.
• Acknowledging that homophobia and transphobia on campus existed prior to the attack and were not properly addressed, leading to the attack, according to consultation participants.
• Introducing more student services tailored to the needs of the 2STNBGNC+ community.
• Revising and enhancing the University's funding policies to build and sustain initiatives that support trans and non-binary students, and employees.

As the “magic wand” solution, participants emphasized that the institution must demonstrate commitment and care to build trust that is currently absent and suggested making leadership training on 2STNBGNC+ issues needs to be more intentional and consistent.

Different parts of the 2STNBGNC+ community are well connected and share their concerns on public and private social media platforms such as Instagram, Telegram, Signal and others. News of discrimination or harassment of trans and non-binary students and employees travels fast across Canada and beyond. Much of this information is spread by word of mouth and does not always make national news, but it is certainly considered by members of the 2STNBGNC+ community when choosing a university to apply to or choose University of Waterloo as employer. In some situations, a bad institutional reputation can damage relationships with potential donors and investors who happen to be 2STNBGNC+ themselves, or who don’t want to be associated with an anti-gender movement.

^[30]Guyan, K. 2022. Queer Data.113-115.
^[31] Michael R. Woodford, Eric Van Giessen, Harrison Oakes, & the Thriving On Campus team (2022). Thriving On Campus: 2SLGBTQ+ Campus Climate—Students’ Experiences & Perceptions of Campus. Thriving On Campus, Wilfrid Laurier University: Kitchener, ON.  P. 9. https://lgbtq2sthrivingoncampus.ca/wp-content/uploads/2023/07/2-Climate-Wellbeing-and-Academicsrev.pdf
^[32]https://uwaterloo.ca/university-relations/uwaterloo-community-forum-july-2023
^[33] https://uwaterloo.ca/university-relations/uwaterloo-community-forum-july-2023