Equitable Horizons: Conversations on Workplace Inclusion
Download MP3Welcome to TransCanada Stories. I'm Cyn Sweeney, and I'm joined by the lovely co host, Emma Stanley. And in TransCanada Stories, we're all about going beyond binary and telling stories of trans people as people. Welcome to the show.
Emma (She/Her):So welcome to TransCanada Stories. Today, we have in studio by Zoom, B Adair. B recently relocated to, Nova Scotia and is having a chat with us today. Hello, B.
B (He/They):Hello. How is it going?
Emma (She/Her):It's going really well. Tell us a little bit about you.
B (He/They):Well, my name is B. That is literally my entire name legally and everything.
Cyn (She/Her):Can you spell it for me?
B (He/They):B. Perfect.
Cyn (She/Her):That's good because I've had a few people ask me about you, and they've spelled it differently. You wait it longer. Honest.
B (He/They):It would be surprised. People are like, so is it, like, b e e b e bumble? B e. a. I actually, was checking into a hotel once, and the person behind the counter was like, oh, I'm really sorry.
B (He/They):For whatever reason, when we got your reservation, they only wrote down your initial. And I was like, no. That's my name. And they looked at me, and I pulled out my driver's license. And she goes, who's your mother?
B (He/They):Like, what were they thinking? Am.
Cyn (She/Her):Yeah. I chose my name.
B (He/They):No? Exactly. I sure did.
Cyn (She/Her):I own
B (He/They):it. I've had so many people ask me about siblings if I have, like, sibling a and sibling c, and I'm like, no. Just me.
Cyn (She/Her):Oh, that's great. You know, actually, we did a we did a recording with b. B and I, we did a recording, like, I it was a few weeks ago, and I actually tried to, title it with an a and so I could shorten it to the an a with b and c, which is
B (He/They):q and a with b and c. Yeah. There
Cyn (She/Her):you go. Yeah. We gotta get the e in there somewhere. Good. No.
Cyn (She/Her):Well, it's great because TransCanada story. We took a little bit of a break over the holiday season. It's now we're almost to the end of February, and, Emma and I are up here in Halifax. B is I'm not gonna say in Yarmouth. You are over by the Digby region, which is very different.
Cyn (She/Her):And you have made it here by way of Alberta, a bright shiny rainbow of a province, and maybe you can tell us about your journey
B (He/They):here. Yes. It was a long time coming. My partner and I lived in Alberta. I mean, I grew up there.
B (He/They):That's where I was born and raised, but my partner's from New York City. So they moved from New York City to Alberta in a very, very, very small town, literally the most conservative riding federal riding in all of Canada. So it's been a long time coming, and being queer and trans, neurodivergent, all of these different things in a small town in a very conservative and religious area is not the funnest time. So we decided, hey. Let's let's move.
B (He/They):Let's get out of here. So we put an offer in on a house here. We're about 25 minutes outside Digby, and we were here, like, a month and a half later. So it's it was a quick process.
Cyn (She/Her):What made you pick, like, the Atlantic region? Because you are about, like, I guess, in Canada, maybe as far away from where you were as you can be, unless maybe you could go north. But what made you pick East Coast?
B (He/They):Well, we wanted to be on the coast, on a coast. I have some family in in BC, so we, you know, we were looking around, but nobody can afford to live in BC unless they make a $1,000,000 every 2 weeks. So so we, you know, we expanded our our search a little bit more, and I had heard amazing things about, Nova Scotia. I'd never been here before. So it was kind of a gigantic leap of faith slash experiment, but we're really enjoying it.
B (He/They):We were able to get, like, a good chunk of property, and we live in the forest in a log cabin, and our dogs are soaking it up.
Cyn (She/Her):Living the dream. That sounds great. And you're close to the ocean as well?
B (He/They):Yeah. We well, we're, like, on Saint Mary what is it? Saint Mary's? Oh, Saint Mary's Bay, I think. Something.
B (He/They):Saint Mary's Bay, I think. I need to learn this more. But, so it's not technically the ocean, but it's the ocean in my eyes. And it's like a 3 minute drive down the road. So it's pretty cool.
Cyn (She/Her):Wonderful. Love it.
Cyn (She/Her):You can smell the you can smell the salty air.
Emma (She/Her):Mhmm. Yes.
Cyn (She/Her):Probably.
B (He/They):And I've discovered a a new hobby of beachcombing and rock hounding. I am a magpie, so everything.
Emma (She/Her):Bringing home half the beach,
B (He/They):Yes!
Emma (She/Her):is a time honored tradition on the East Coast. Yes. Every time we have family visiting from anywhere else, at at my place, they they have to go down to the beach, and they have they come back with the bulging pockets. Yep. You have to go.
B (He/They):To bring buckets with me. I don't know where I'm gonna put them all. Our house is quite small, but I will find a space.
Emma (She/Her):So So I'm kinda curious, Bea. You work in Equity Work, and I'm curious if there's been a change in your clients, not just in terms of of the reception, but of the needs, from coast to coast. Is there something fundamentally different about, different places and how those places react to equity?
B (He/They):I mean, I'm still pretty new here. We've only been here. I don't think it's even been 3 months yet. So I haven't done a ton of work that's specific to Nova Scotia, but, we're in a very rural area. So, you know, it it comes with very similar challenges where a lot of people, you know, they're not yet aware of the importance of this work.
B (He/They):And, you know, you know, everyone's heard of equity, diversity, inclusion. You you can't not know what that means, but there's there's still a good percentage of the population that are, like, pretty diverse. Look at us. We all get along. Everything's fine.
B (He/They):So there's there's a lot of work to do in beginning those conversations. And seeing as I lived in the middle of nowhere in Alberta, that was my that was my primary work that I did is, you know, starting these conversations and, helping teams discover that buy in and that reason that why. Right? So it's it can be tough conversations. You know, you meet a lot of resistance at times, but for the most part, it's you know, you get to you get to open people's eyes for the first time, and that's kind of awesome.
B (He/They):So it's I imagine there will be a lot of parallels to that. I've worked with, you know, every everything from, like, a reperson staff up to large organizations, you know, governments and all kinds of different groups. So it's it's a little bit different depending on, you know, where they're at in their journey and and, you know, what concepts we need to introduce at what time. And, you know, a lot of my previous projects have been starting from the absolute ground and developing a vocabulary and sharing, learning, and creating this whole new thing for people to look at and and try and understand. Right?
B (He/They):And then you can dive into a little bit more, you know, about prejudice and, you know, privilege and bias and all of these things where you have to start doing the hard work. There's a lot of reflection and understanding, you know, that privilege doesn't mean that everything's perfect. Privilege simply means that in one tiny piece of your identity, you're not oppressed, right, or not as oppressed as somebody else. Everything's a spectrum. Right?
B (He/They):There's no such thing as somebody who's a 100% oppressed, and there's no such thing as people who are a 100% privileged. There are a good handful of people on very close to the ends on either side. But, you know, so part of that buy in is is helping people understand that this work impacts everybody. It's not, you know, we have to do this work to make others feel good or to help them, you know, feel like they fit in. It's literally about all of us.
B (He/They):Not everybody. Kind of a misconception about what diversity means. Right? Diversity is just there. You put 2 people in a room, and it's like, boom.
B (He/They):There's diversity. Even if they're identical twins. Right? There's we're all different. We all perceive things differently.
B (He/They):We all have different experiences, and that that shapes who we are, and that affects, you know, how we, you know, translate things in our brain and how we want to respond to things and how we want to react. So diversity is just there. So it's not necessarily you know, you think of someone who uses a mobility aid or a person of color. Right? It's it's not just that.
B (He/They):That's a huge part of it. Mhmm. And folks that have, you know, visible oppression, those are the ones that need the most help. But everyone fits in to that bubble somewhere. Right?
B (He/They):If you're a single parent, if you rely on public transit because you can't drive from a medical condition or you can't afford a vehicle. Right? It's
Cyn (She/Her):Mhmm.
B (He/They):Everyone has a role to play and something to gain from doing this work, And it is really, really cool to be able to to share that with people and say, no, this this is for you also.
Cyn (She/Her):It's rewarding, isn't it? Yeah. Yeah. I feel like it's a it's a super rewarding process. And I I think, Emma, it was you that told me we had heard somewhere along the way, but when we were talking about inclusion, equity, and diversity, diversity is the room, it's the party.
Cyn (She/Her):And is it equity Is allowing, you know, everybody to give input on what's on the playlist. And inclusion is letting everybody have an opportunity to come up and be the DJ or and play the songs, you know, as well, and kind of breaking it down that way. But I think often people, when you're so used to looking through one lens, they try to simplify it and they say, oh, you know, I'll just be nice to everybody. I'm just nice to everybody. And it's letting, you know, exactly to what you are saying.
Cyn (She/Her):It's that, no, not everybody, you know, being nice to everybody isn't taking into account what each individual person might need to fully thrive in that room with you.
B (He/They):Of equity versus equality. Right? Equality means you treat everyone the exact same way. Everyone has the exact same access to resources. It's it's good in theory.
B (He/They):You know? It's it's a good step to make, but it's not gonna work for everybody. I like to use the example, you know, if I'm if I'm a baseball coach
Emma (She/Her):I love this one.
B (He/They):And I have a team of kids that wanna play this game for the first time. And I say, awesome. And I go to the store, and I buy 20 ball gloves, and they're the exact same ball gloves because I want everyone to be treated equally. I get to the the ball diamond and I start handing them out, and one kid says, hey. I'm left handed.
B (He/They):Another one said, no. No. No. I I wanna I wanna be the back catcher, and I need a special glove. Right?
B (He/They):Maybe somebody doesn't have a left hand to put a glove on. Right? So while my intention was really, really good, it's not gonna work. Right? Whereas if I go to that first session at the ball diamond and I say, hey.
B (He/They):Welcome, everybody. Let's talk. Tell me about you. You know, how do you play? What position do you like to play?
B (He/They):Do you throw with your right hand or your left hand? It's about giving some thought to each individual situation and then being informed about, you know, what might help them most, but also talking to them and asking them, hey. What do you need? What is gonna make you the the best ball player that you can be? And, you know, approaching that differently.
B (He/They):So, yes, it's gonna look like somebody gets more than somebody else, but all it is is about leveling the playing field. Right? If somebody's already got a brand new glove, they don't need one. Right? So, you know, a lot of people get really defensive and go, well, why did they get this?
B (He/They):You You know, you think of, like, workplace accommodations. You know? Well, why did they get to work from home? Well, because, you know, they're having some pretty awful, stomach issues right now and can't venture very far from the bathroom.
Emma (She/Her):Yeah. The most comprehensive unquestioned accommodation I've ever seen after years of working in restaurants, smokers. They get like, a half hour of extra breaks every day, and nobody asks because nobody nobody wants to work with a smoker who has not had a cigarette today.
B (He/They):We need to flip that script and say, do you wanna work with someone who's gonna pass out halfway through your shift, and then you have to deal with a medical emergency also? Because that's the alternative.
Cyn (She/Her):When you talked about ADHD in the beginning, you know, something that I we do really well here and I'm super proud of is that well, first of all, like, we're an office full of ADHD. There's a lot a lot of that happening. And we're all very different on what we need with that and what we need to work as well. And, like, with Emma and I, like, we just recognize that sometimes, like, yeah, it's a work from home day or sometimes I just need to, you know, one of us just needs to decompress and and take a day. And it's like, okay, well, we're not gonna we're not gonna counter check all of the hours specifically.
Cyn (She/Her):Right, Emma? Because it's like, when you come back or when I come back, we're like 3 times as productive because set back. And there's that miss, you know, that misinterpretation that, you know, ADHD people are lazy, and it's not. It's just when they're going, they are productive, like 5 people in the room. And if they need to, like, unpack and, like, recharge for a little bit, it's well worth giving them the opportunity to do that.
Emma (She/Her):Well, and there's there's a perception with accommodations that they're entirely reactive, that the accommodation happens after. But taking, taking the scheduling here at Simply Good Form, for example, if I know that I can take a day off, then I also know that it it is okay for me to burn super hard today. So if I'm in a groove and something's going well and I end up working 10 hours today or 12 hours today, like, with breaks, etcetera, but basically, I'm on for that long. I know I can do that knowing that tomorrow if I need to, I can rest, in a more typical and more rigid system. I would never do that because I'm not going to work late today because I have to be into work at 8 o'clock tomorrow.
Emma (She/Her):And with any kind of accommodation, it gives people this feeling of safety, which allows them to push harder when they have the opportunity to do that.
B (He/They):Absolutely. And a huge part of that process is, you know, examining our definition of what professionalism is and challenging really colonial processes and, you know, that that corporate garbage about, you know, you need to work from 9 to 5. You get 15 minutes break. You get half an hour lunch. That's it.
B (He/They):That's all. Who is that benefiting?
Cyn (She/Her):Oh, I remember working jobs like that where I'd I'd have a timer. I'd had 15 minutes for a break, and you can really do nothing in 15 minutes. Like, it's actually I remember feeling more stressful because I remember as a teenager, I remember, oh, I'm kinda hungover, and I need, like, I need a little hunger. Now that's my own fault coming to that hangover. But if I had had a half an hour, I would have been much better going back in.
Cyn (She/Her):Okay. That's not a good example. But, like, we're all everyone's nodding their head out there that's listening, going, they've been in that situation. I'm sure.
B (He/They):But it's it's that exact same thing, though. Right? Like, would you rather have an employee who can't function because they don't have their 15 minute break for another 3 hours? Or do you want them to go take a couple of extra minutes, refresh themselves, get a drink of water, grab a coffee, have a bite to eat, off some Tylenol, whatever that looks like, and then come back to work and be able to function for those 3 hours. That's what everybody misses.
B (He/They):Right? Accommodation isn't giving somebody an advantage. It's doing yourself a favor because, a, you're going to get, people working for you who say, hey. I'm taken care of. They're respecting me, and they understand that I have needs.
B (He/They):Right? And you're going to get better work out of them, and they're more likely to stick around. Right? Instead of having people come and go and hiring and firing and retiring and all of the things.
Cyn (She/Her):Exactly. It's costly. And, you know, it's yes. Reading the room. It's like if you're a manager and you can have like, bring that empathy to the room, be able to read the room a little bit and, again, not treat everybody equally.
Cyn (She/Her):Look at where they're at. You're going to you're gonna have a bit more productive, happy team that wanna work with you.
Emma (She/Her):Bea and I are working together on a presentation that we're gonna be doing soon. It's a road map for companies who want to approach equity work, from the perspective of top down management and with less of a focus on, sort of personal improvement. And it's been really interesting to look at the differences between personal equity improvement, and then sort of spatial or organizational equity improvement, and the different skill sets that those require. So, maybe, Bea, you can give us an example of of the difference between, like, improving equity for yourself and improving equity in a space that you control.
B (He/They):Absolutely. I think we can go back to the workplace accommodations example. You know, you you put in a ramp because you have a new employee who uses a wheelchair. Right? That ramp isn't going to just benefit that one person.
B (He/They):Right? Maybe there's someone who breaks their ankle, and they can use the ramp because it's easier. Right? Accommodations aren't necessarily only for permanent situations. You know?
B (He/They):You're you're going to have you know, maybe there's somebody who has a vision impairment, and that ramp is going to be a lot easier for them to navigate. Right? So when you you know, it it comes back to that equity thing again. Right? If if we went from equality to equity where we're giving everybody what they need, awesome.
B (He/They):But we can take it a step further. Right? Instead of, you know, treating each person individually and what they need, why don't we take a step back and look at what the systemic problem is? Right? What's the bigger picture?
B (He/They):Right? Where what barriers are affecting more people? What change can we make that isn't just a Band Aid solution for one one scenario or one situation? How can we make a bigger change that's going to have a wider impact?
Cyn (She/Her):I love that because you can have somebody within an organization that says, yeah. I'm really inclusive. I work well with my team, but if you're not looking at the bigger picture within the organization, you know, people move departments, you're you know, the clients that you're serving might be interacting with your department one day, but maybe in another department the next, depending on how your structure is set up. And if you're not taking a holistic top down approach, inevitably, you're gonna fail, like on having that good strategy in place for your, for your organization. I love that.
Emma (She/Her):It's the problem with any system that isn't designed to accommodate people who aren't necessarily, very good at at that activity. So if your entire equity strategy is relying on a single person because they do a lot of out of work hours because they have a lot of lived experience that they can bring to the table. Your strategy will fail the moment that person leaves. So you've got all of these companies that are doing well for now. But how does it move into the future, and how does it continue to grow alongside the company as the needs of that company change, as the staffing changes?
Emma (She/Her):And I think that we're moving to a place where, as you said, it's it's almost impossible not to know EDIA. If you're if you're working in HR, if you own a company, if you deal with staffing at all, you know this acronym. And, for the listeners, EDIA is, equity, diversity.
Cyn (She/Her):What is it again? Yeah. Equity and, equity is the inclusion, accessibility, and acceptance if you're gonna do the a squared. And
B (He/They):Really good note, actually. Can I jump in on that real quick? Yeah. One of the biggest concepts that people struggle with is what what acronym do I use? What order do the letters go in?
B (He/They):What words do I need to say? What what wow. It doesn't freaking matter. Right? It's it's the process.
B (He/They):It's what those words mean. It doesn't matter what order they go in. Right? You can use you can make up all kinds of acronyms, but it all means the same thing. It means working to make people feel like they belong.
Cyn (She/Her):Exactly.
B (He/They):That's a really good example, like, live example of the letters don't really matter. Sure. For branding, maybe you want some consistency, but that's not the big worry we need to have.
Cyn (She/Her):For people that you know, this is a good opportunity for people that maybe either in an organization, they don't have a budget. I mean, although, ideally, it'd be great if their organization is taking it seriously and and bring it on board. But we do get some questions, and I thought I would throw out a couple questions people have sent us this month that maybe you can throw your lens on and and give them some some free advice here
Emma (She/Her):to help them out. Yeah. Absolutely. Mhmm.
Cyn (She/Her):So, with the road map, you're gonna be talking about that what you said there, Emma, looking at the individual, piece and then also within your organization, so how you can kind of get past the systemic piece.
Emma (She/Her):Yeah. With a road map strategy, you really wanna look past the the sort of personal growth aspect. It is wonderful to, take a course or a a piece of training and update your language, make sure you're on point. But if you're not bringing those concepts into spaces you control, and and everybody, everyone has a space where they have some kind of authority, whether it's at work through a team, or a space like a physical space, a classroom, a hallway, a staffing room, a janitor's closet, but also into social spaces. Maybe you are the moderator on an online forum.
Emma (She/Her):Maybe you are, one of the more consistent players in your team or on your online, like, if you're if you're consistently play PUBG, you can bring that attitude. You can bring those concept into those spaces where you have authority. And for a road map strategy, that's really more what we're looking at. Of course, you know, there are there are trainings available for personal growth, and and we do provide those as well.
Cyn (She/Her):Okay. So question time. Couple of questions I'd love to throw out here too. So we had somebody that wrote in and they were looking for some advice. They, were on the hiring side.
Cyn (She/Her):Somebody had filled out their application and they had made a joke about the pronoun piece. They had kind of created this unique title for themselves where they were, they were given the opportunity to share their pronouns. They wanted to get some advice around how do they word that or what is the best way to maybe, you know, convey what the why behind, behind the fact that they're gonna be, you know, rejected for this opportunity that they probably otherwise would have been a shoe in.
B (He/They):I think I'm a giant nerd, and I think there's always an opportunity to learn and to help other people understand situations. So the fact that, you know, this this person or this organization doesn't wanna just say, nope. You're not hired and leave it like that. They want to do an explanation and help these people or help this person, you know, gain something from a rather negative experience. So, you know, when when you're reaching out to them, you know, to say, hey.
B (He/They):We've actually chosen someone else. It would be as easy as just saying, would it be okay if I shared some of the reasons why you weren't joy chosen? Right? And you're giving them permission to be like, nope. I don't care.
B (He/They):I'm not interested. But then you're giving yourself an opportunity to say, look. This is we take, you know, inclusion really, really seriously here. This is really important to us. And when you filled out your application and you put in x y z in your pronouns, what that says to us is that's not something that you're taking seriously.
B (He/They):Right? That you you're making light of something that's really, really not funny. Right? I mean, look at the world around us right now. Right?
B (He/They):With all of the different governments being more and more conservative and basically encouraging violence against trans people, like, there's there's no time to laugh about that. No. Right? And you can you can you can maybe have a moment with them and say, yeah. Maybe you didn't mean it in a negative way, but we felt like we owed it to you to say, look.
B (He/They):This was the difference in you making this or getting this position and you not making this position.
Cyn (She/Her):That's a great, great response, and I'm sure they'll be really happy to hear that. Emma, did you wanna throw in your 2¢?
Emma (She/Her):No. Honestly, I think that covers it really nicely. If you are going to make the decision to be in contact with unsuccessful applicants, then, having a quick brief on on how they could improve for next time would be would be ideal.
Cyn (She/Her):Time to take a break from this TransCanada Stories for a TD Connected Communities Moment.
Emma (She/Her):TransCanada Stories are your stories, and we're all about connecting communities right across Canada. We would love to hear from you. What topics would you like us to cover? Do you know someone who'd like to be a guest on the show? Follow the link in the show notes and share with us how can we make TransCanada stories great for you.
Emma (She/Her):That was a TD Connected Community moment because community matters.
Cyn (She/Her):And we had somebody else that, that had emailed in, and we're gonna book a discovery call just to give them some advice. They work in health care. They are I believe I believe they're a surgeon or they're working in an area where people are coming in for bone density scans. And they wanna make their forms more inclusive by adding pronouns. But with bone density, as we know, it it it changes based on your hormones.
Cyn (She/Her):And so for a trans person, they wanna figure out the best way to find out, okay. So you're sexist assigned at birth. You are you're, a gender identity now, but I guess giving an opportunity to make it comfortable for them to share and know why they're sharing so that it's, like, for a positive for them. I guess trying to create that safe space before people step in the room. Do would you have any advice on on on that or maybe how they could go beyond even just the pronoun box, maybe like something they could write around the question?
B (He/They):Absolutely. I think providing a little bit of context goes a really long way. Right? Because some people will see a form that says, you know, what was your sex assigned at birth and instantly become, like, defensive and go, why is it any of your business? Right?
B (He/They):Unless you know kind of the physiology behind, you know, how, you know, hormones affect your bone dense density and how growth is different between, you know, folks of different genders, you might not have ever made that connection before. So just saying, hey. Because all of our bodies are different, it's important for us to know a little bit more about your your history. You know, you don't have to write a whole paragraph, but, you know, just a really quick explanation that just says, this is why we're asking this question. If you don't want to answer this question, sure.
B (He/They):But it might impact the, I guess, like, the validity Level of service
Cyn (She/Her):we can. Yeah. Yeah.
Emma (She/Her):Yep. I think that simply separating the identity, like, visually and in your form, separating the identity part. So so do you ask pronouns at the top and then later, have a these questions are for medical purposes only. We're we need to know your bone density, and some events in your life can change that density. And then go through those questions because first off, pronouns aren't going to tell you anything about their hormones, especially where we're getting a greater percentage of the trans population who have not gone through more than one puberty.
Emma (She/Her):A trans woman who, started didn't go through male puberty and a trans woman who was maybe a late transitioner, I'm guessing, and and certainly not an expert here or or even well versed, but I'm guessing that is gonna make some fairly serious changes. You need a complete medical history, And I'm also, again, guessing that there is more than more events in a person's life that would change things like bone density, like a history of of other, bone density related problems with cancer, with transplants. And so it would simply be, another medical question as part of your medical history. If you are on HRT, when did you start would be a perfectly reasonable question to ask in a medical setting, And from there, you could extrapolate, more information and more specific information about your client.
B (He/They):Absolutely. And, to mold something on to having just the form. You know? You're gonna fill out this form. You're going to go into your appointment.
B (He/They):They're gonna ask you questions anyway. It happens. Right? They wanna make sure that what's on the paper matches what you're going to tell them. So when you are asking these questions, you know, you can you can go so far by making sure you ask everyone those same questions.
B (He/They):You know? You don't wanna assume, hey. This looks like a dude. I'm not gonna ask him if there's a chance that he's pregnant. Right?
B (He/They):We can't make that assumption anymore. I have a really close friend of mine who is a transgender guy, and he just had a baby. Right? You can't make those assumptions.
Cyn (She/Her):And knowing that is so important. Right?
B (He/They):Exactly. Exactly. Because that's where a lot of the damage is done where, you know, we have this this preconception, like, this is this is what you look like. This is what you might be.
Emma (She/Her):Mhmm.
B (He/They):Right? So making sure that you're asking those questions to everybody. And, yeah, you're gonna get some really weird looks when you say, hey, mister burly mountain man. Is there any chance that you're pregnant? You might even get some people being offended by that and just say, hey.
B (He/They):It's policy. This is just something we have to ask.
Cyn (She/Her):Yeah. And that's something that can be on a form and say, we have to ask everybody that. I always like to say too, you know, if you want you can't do it all on a form or even, you know, on a landing page of a website, contact this person, and we'd be happy to explain, you know, our inclusion policies and why. But it's a good example of this person is really wanting to do right. It would be great though if their organization would also, look at the bigger picture because, you know, that's that patient that comes to this particular person is gonna be be so lucky, but the next time, they might go and see somebody else.
Cyn (She/Her):Or who are they being passed along? Who's the radiologist in the room? Are they continuing that, empathetic approach to to care and and ensuring they're creating that that safe space? So I think that's a great it's a really good start. And we're probably just about out of time for here, but we've talked about our upcoming webinar that you can take a look in the show notes.
Cyn (She/Her):I talked about pronouns on forms and baseball. And if you are listening and not watching, you will see that Bee's biased, cap is, no. Is you're a big jays fan. You got the blue jays cap on with the pride ring
B (He/They):on the line. It's the clear one from from prides a couple years ago, actually.
Cyn (She/Her):Love it. Love it.
Emma (She/Her):Alright. Well, Bea, thank you so much for being with us today. It was a pleasure to have you in, and, look forward to working
Cyn (She/Her):with you.
B (He/They):Absolutely. Thanks for having me. Appreciate it.
Cyn (She/Her):Okay. Well, we'll come down and collect some sea glass with you one day.
B (He/They):Feels good.
Cyn (She/Her):It's the end of the road for this episode of TransCanada Stories.
Emma (She/Her):If you'd like more information on our other programming, check out simply good form dot com. We hope you'll subscribe to our podcast and that we'll see you again next time. Come on in. Here.
Cyn (She/Her):You have to meet Talbot. Here, come and say hello.
Emma (She/Her):Welcome to our live recording, Talbot. Say hi to the crowd.
Cyn (She/Her):Hey, B. No. Come on in. Come on in.
B (He/They):Hello. How you doing? He's down
Cyn (She/Her):in Digby This is Talbot.
Emma (She/Her):Talbot. Welcome to TransCanada Stories.
Cyn (She/Her):Yeah. Thank you. We're gonna have a segment of welcome Talbot because he always pops in right around the same time every morning.
Emma (She/Her):Long time.
Cyn (She/Her):Yeah. Yeah. That's great.
B (He/They):Well, I wanted to remind him just,
Cyn (She/Her):to speak to him. Need to get okay. That's the trans canada. That's what he does every time. Every time.
Emma (She/Her):The trans Canada Kiss Camera.
Cyn (She/Her):It doesn't matter who's in the office.
B (He/They):I got my dog outside. That would be as close as I get. Yeah. Yeah.
Cyn (She/Her):We don't mind. All all furry animals are allowed in here.
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