Proven pactices for professionals

Proven practices refer to the most useful and significant experiences, procedures and actions that have led to important results for the improvement of a certain condition or right, even if there are no reference laws for that sector yet.

For example, to improve the condition of intersex people, a series of concrete, practical actions can support their full rights and freedom, and facilitate pathways to inclusion.

To be easily referenced, the work is organized by area of activity.

Work Environment

• considering diversity in its entirety, and related needs in various contexts, promote inclusiveness in the workplace to avoid discriminating practices against intersex persons
• focusing on differences will only strengthen them. Work to raise awareness instead, by finding organizational solutions that create inclusive dynamics in the workplace
• reject verbal abuse and the use of discriminatory language in publicity materials, websites, bulletin boards, and waiting areas, with the goal of creating a welcoming environment and sending a positive message to staff. Internal policies should mention the intersex condition, or at least avoid unambiguously ascribing each person to either the male or female sex
• challenge comments or jokes of a homo-bi-trans-intersexphobic nature. It is important not to remain silent in the face of such behavior; if you do, you are implicitly approving it
• review internal policies against bullying to ensure that they include express references to homo-bi-trans-intersexphobic bullying
• discriminatory requests regarding intersex status or any other characteristic protected by anti-discrimination regulations, should be rejected by the employer. As for temporary employment agencies, they are expected to inform the client that posing a discriminatory request is against the law, and will put both the prospective employer and their organization at risk of discrimination claims
• stigmatize cases of discrimination and encourage internal debate
• Codes of Conduct and Behavior, Charters of Values for employees and suppliers, policies against discrimination, and proven practices are always to include intersex status
• when writing job descriptions, recruitment procedures, and any other activity, avoid using discriminatory language about the intersex status
• provide comprehensive training that raises awareness of intersex conditions, and organize specific training on the subject to remedy total or partial lack of knowledge
• sanctions of discrimination and harassment against intersex people should be severe and effective, and staff should be encouraged to report incidents expressing intersex abuse, whether they occur inside or outside the workplace

Healthcare

• educate and train staff to understand the issues that may affect intersex users and implement training activities that address specific needs of this population group; encourage inclusive behaviors that show awareness of the intersex condition
• be considerate of the emotional and sexual aspects of intersex users' lives, and strive to understand the specific problems and risks of young intersex people
• make sure that privacy is guaranteed
• ensure specific health programs for intersex people

Education, and vocational and professional training. This complex area is a special case.

• create a safe, welcoming environment for intersex people, who often face hostility —even within their families— during their formative years
• training courses for teaching and non-teaching staff are crucial because knowledge of the intersex condition is the first step in breaking the silence that often surrounds it, and in countering stereotypes and prejudices

Legal framework

• provide lawyers, judges, as well as public officials with training that also considers the sensitivity needed when dealing with intersex issues, especially when it comes to certain crimes (as in the case of so-called hate crimes); training should also include the proper way of verbalizing abuse and discrimination

Trade Unions

• pay attention to potentially discriminatory practices against intersex people —even when they are not apparent—, and openly manifest protection of intersex people against discrimination in the workplace
• publicize union policies and commitment to equality for intersex people in union magazines, newsletters, and the media, so as to give visibility to this still little-known condition. Produce informative materials as well
• work closely and build alliances with NGOs, third sector advocates and intersex associations. Acquire full awareness of intersex issues upon activating union policies, and make them the subject of discussion within all decision-making bodies and at every level of the union

Institutions

• set the goal of reducing the invisibility of intersex people and existing discrimination
• promote proven practices in combating discrimination against intersex people, by “responding” to victims’ possible needs, but mostly to address discrimination as a social problem, helping to eliminate social invisibility
• work closely with the social sector —trade unions and trade associations, employer associations, companies, human rights associations, NGOs— to counteract frequent discrimination against intersex people
• promote studies and analyses on the intersex condition, and implement support and information services on the issue
• promote policies to counteract discrimination against intersex people, and join associations of national and international public bodies and administrations that fight discrimination based on intersex status