Amplifying transgender voices: an interview with an IH employee

Name: Lee Chmilar
Pronouns: They/Them/Non-Binary
Role: Admin for Psychiatry
Worksite: Kelowna Mental Health & Substance Use
Tenure with IH: 1.5 years

Employee Experience: Why is it important to you that Interior Health (IH) recognizes Transgender Day of Visibility?

Lee: It’s important that a government health authority is active in doing their part in giving compassion, acceptance, learning, and growing within the community. The trans community needs to be shown that they are safe and will be heard coming to IH for their concerns, no matter what.

Employee Experience: Can you share with us your personal journey and experiences as a transgender individual leading up to this point?

Lee: I had not a lot of knowledge of what the word “trans” meant until 2021. When I met a friend who identified as non-binary, I was able to ask them questions and begin my research. Discovering a lot of what I found online and through my friend, I felt that the “they/them” pronoun fit me. Growing up, I was very tomboy or androgynous and I was not aware of a gender other than “girl or boy.” But I knew those titles did not fit me.

Growing up in a town of 2,500 people, I felt the pressure of playing the role of my biological gender, because otherwise I would not be socially accepted. Even when I dressed as a tomboy/androgynously, I would be asked if I would be getting a sex change. That never felt right. To me, clothing describes your personality. Not your gender.

In 2021, I was 26 years old and began hormone replacement therapy (HRT). This was my first step to fully accepting myself. I felt like I could even out some of the feminine traits of myself which gave me so much dysphoria and self hate. My voice, my face, my body was not my own. 

Joining IH in November 2022 was difficult for me, as I was moving from a small town to Kelowna, a “big city” where nobody knew me, and I did not know how to present myself. I’m happy to say working here has been the best work experience I have ever had. I feel safe, loved, and appreciated in my work environment.

In November 2023, I had top surgery with the support of Trans Care BC in Burnaby. I currently am the most comfortable in my body than I ever have been. I have had many little negative experiences, but the good are what outshine the bad. Everybody should feel comfortable being who they are and sharing who they are. Everyone deserves to love themselves.

Employee Experience: In what ways do you believe TDOV helps raise awareness and understanding about transgender issues?

Lee: It’s important that we have this opportunity to speak up and have a day to be recognized. All individuals have their own story to tell. That story could help encourage someone who is still on a journey to discover themselves, exist in their own body, fit in with the community, make new friends, or needs to be heard.

It is an opportunity for those who have no information or understanding to learn about what is occurring locally, in North America or around the world. Even if you are not active in the community, it is still there for you to learn more. Misinformation is everywhere. It is important everyone listen to trans people to learn more, so this misinformation is not misleading and does not create turmoil for those still learning.

Employee Experience: Have you encountered any challenges or discrimination due to your transgender identity, and if so, how do you navigate them?

Lee: I have encountered a few challenges. And each time, I have been headstrong about who I am and set boundaries with the other individual. In one personal experience I had a couple of years ago, I ended up filing a BC Human Rights complaint. At first, I felt bad about it, but having it resolved this year (2024) I know I did the right thing. I personally do not engage in every little thing, for example if someone who does not know me misgenders me, I let it slide because I do not mind. I do not desire to explain to every person who I am. I only wish to be seen as human.

Employee Experience: Do you think there are any misconceptions or stereotypes about transgender individuals that organizations and events like TDOV can help dispel?

Lee: Absolutely! Things are so very different from 50 years ago. There can no longer be excuses for not wanting to learn. And most importantly, acceptance. Things are not how they used to be, we need to be moving forward with change, because it is never going to stop. The world is going to keep changing, and the trans community needs that acceptance for us to exist in this world. We deserve it, like any other person.

Employee Experience: How can allies best support transgender individuals, not just on TDOV but year-round?

Lee: Get to know the individual, understand what their pronouns are, the name they go by, how comfortable they are in the workplace/outside of work sharing information, and understanding their boundaries is very important. Some people are like a slow burn, it takes time to open up and trust, even if you’re showing enthusiasm to learn more about them, be patient and let them take their time.

Employee Experience: Lastly, what message or advice would you like to share with other transgender individuals who may be struggling with visibility or acceptance?

Lee: It’s never too late to be who you want to be. Find those who will cherish you for who you are. Life is an ever-changing experience full of lessons. As the world grows, so do you.

Interior Health (IH) has introduced several initiatives to provide a more inclusive space for our staff and patients. IH also acknowledges that creating a safe and inclusive environment for staff and patients is a never-ending journey, and there is always more we can do, and more to learn.

IH provides inclusive gender identity options. Identity is important to each and every one of us and everyone has the right to self-determination of their own gender identity. Employees who do not identify as exclusively male or female are able to select a third gender identification option, gender X.

Having the ability to select one’s authentic gender and be addressed by the correct pronouns at work validates one’s identity, supports the feeling of belonging, and signals a supportive and inclusive workplace. 

We’re now collecting legal sex, birth sex, pronouns and preferred names from our patients and clients and updating our records, reports and labels to ensure all individuals are being identified correctly to ensure our patients feel safe and welcome to be themselves.

These changes further demonstrate Interior Health’s commitment to diversity and inclusion and our goal of providing culturally, socially, emotionally, spiritually and physically safe care for one another and our patients.

We provide inclusivity training to our staff. Staff can complete optional in-house training modules on the foundations of diversity, equity and inclusion, unconscious bias, and understanding and managing microaggressions. They can also attend free webinars that happen frequently on topics such as reconciliation, gender equity, inclusive recruitment and retention, Black History Month and more.

We promote using inclusive language. Staff have tools and resources available to them to understand and adopt inclusive language. Inclusive language respects and promotes all people as valued members of our communities and organization. It uses vocabulary that aims to includes all people and groups, specifically those who have been historically marginalized or discriminated against.

We help support transitioning employees in the workplace. Staff who are transitioning are entitled to paid leave for medical procedures required during the transition period, available for gender-affirming surgical procedure and revision. We also provide education from Trans Care BC, and have internal resources to help staff and leaders navigate the transition journey.

We have introduced pronoun pins to staff. These optional buttons can be attached to staff lanyards and help patients and other staff members use the correct pronouns for staff members.

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