Inclusive Bathroom Signage Recommendations

Inclusive Bathroom

Signage Recommendations

By the Rainbow Alliance Inclusion Network

Best Practices Subcommittee

State Human Resources

Office of Financial Management

July 2019

Table of Contents

Executive summary .................................................................................. 1

Background ......................................................................................................... 1

Recommendations .............................................................................................. 2

Washington state ....................................................................................... 3

Employer of choice .................................................................................. 4

The business case ..................................................................................... 4

Case studies ................................................................................................ 5

Office of Financial Management, State Human Resources ......................... 5

Department of Health ....................................................................................... 6

Employment Security Department .................................................................. 7

Interviews .................................................................................................... 8

Anonymous interview 1 .................................................................................... 8

Anonymous interview 2 .................................................................................... 9

Concerns and barriers ............................................................................10

Additional resources ..............................................................................11

Agency example documents ................................................................12

DOH Stakeholder Analysis and Decision Paper for Bathroom

Inclusivity Project. ............................................................................................ 12

Bathroom Signs Decision Paper .................................................................... 15

Executive summary

This document produced by the Best Practices Group, a subcommittee of the Rainbow Alliance

Inclusion Network, or RAIN, explores the role of updating restroom signage in promoting gender

inclusivity in the workplace. While some state agencies have created gender-affirming restroom signs

and gender nonrestrictive single-stall restrooms, many have not. This document is meant to assist

state agencies considering new bathroom signage in making their own improvements by explaining

why agencies have made this change, the challenges agency leaders faced in adopting the new

signage and how each agency ultimately overcame those challenges.

The full document also includes individual testimonials from LGBTQ+ state employees and the

personal impact that inclusive restroom signs have had on their ability to show up authentically at

work.

Taken together, this information offers agency leaders a clearer view of how important a simple

change like updating restroom signage can be and a framework for leading their agency through

signage changes.

Background

Nationally, polling data collected by Gallup shows there has been a steady increase in the percentage

of U.S. adults who identify as lesbian, gay, bisexual or transgender (LGBT

) from 3.5% in 2012 to

4.5% in 2017.

The Pacific region of the United States saw the greatest increase in LGBT identification, from 4.2%

in 2012–13 to 4.9% percent in 2015–16.

And in Washington, Gallup polling shows that 4.6% of adults identified as LGBT in 2015–16.

The 2015 National Transgender Survey found that 23% of trans people in Washington state who had

held a job in the previous year reported being mistreated at work based on their gender identity or

gender expression. This mistreatment included employees being forced to use a restroom that did not

align with their gender identity.

Despite Washington Administrative Code 162-32-060 that states that all covered entities “cannot

require use [of restrooms] inconsistent with gender expression or gender identity,” misinformation

and mistreatment persist. The use of gender-inclusive and gender- affirming signage on agency

restrooms not only affirms compliance with this law, but allows agencies to reaffirm their

commitment to diversity, equity, inclusion and respect.

LGBTQ+ is an acronym used for lesbian, gay, bisexual, transgender and queer. The plus sign is used to include individuals who are not listed

(pansexual, agender, bigender, two-spirit, etc.) While there are other forms of this term in use, this report uses LGBTQ+ without intending to

exclude any individuals.

Frank Newport. (2018). In U.S., Estimate of LGBT Population Rises to 4.5% Gallup website.

Gary J. Gates. (2017). Vermont Leads State in LGBT Identification Gallup website.

2015 National Transgender Survey.

Recommendations

Based on our research, communication with agency leaders and testimonial accounts from

transgender and non-binary state employees, we recommend that all state agencies take the

following steps:

 Develop change management plans

 Make single stall restrooms and showers gender nonrestrictive.

 Add gender-affirming signage to segregated bathrooms that state people are welcome to use

the restroom that best aligns with their gender identity.

This is consistent with WAC 162-

32-060 and RCW 49.60.

 Include gender nonrestrictive restroom facilities in all new construction. In cases of

remodels, conversion to nonrestrictive restroom facilities, whenever possible, is

recommended.

When considering the transition of restroom signs to gender-inclusive signage, we recommend

equipping agency leaders, managers and supervisors with as much information as possible at the

start of the process. This includes arming leaders with educational materials, answers to frequently

asked questions and identifying where employees can go outside the agency for assistance. In this

way, staff feel and see t they have supportive leaders who can walk them through these changes.

You may want to follow these steps as you introduce gender-inclusive restrooms and signage:

→ Hold a panel on the topic.

→ Have office hours with HR or agency leadership for individuals to discuss concerns or

questions in real time.

→ Identify, as available, a single stall, gender nonrestrictive restroom for anyone who has

additional need for privacy, regardless of the reason. Incorporate pointing out this restroom

during orientation of new employees.

→ Include stories demystifying the LGBTQ+ community in agency publications, newsletters

and intranet articles.

→ Encourage your employees to attend RAIN general membership meetings, and for those

who are interested, to participate in subcommittee work.

→ Develop, promote and support an internal agency LGBTQ+ affinity group.

Although these recommendation are inclusive of LGBTQ+ employees and customers, we urge you to consider all your employees and make

the signs as accessible as possible. This can include adding Braille and raised letters and selecting inclusive images.

Washington state

Nationally, polling data collected by Gallup shows there has been a steady increase in the percentage

of U.S. adults who identify as lesbian, gay, bisexual or transgender, or LGBT, from 3.5% in 2012 to

4.5% in 2017.

Percentage of U.S. adults identifying as LGBT

has been steadily increasing over past 6 years.

The Pacific Region of the United States (Alaska, Washington, Oregon, California, Hawaii and Alaska)

saw the greatest increase in LGBT identification, from 4.2% percent in 2012–13 to 4.9% in 2015–16.

In Washington, Gallup polling showed that 4.6% percent of adults identified as LGBT during the

same time period.

While the increase in adults identifying as LGBTQ+ grows, there continues to be risk in the

disclosure of membership in the LGBTQ+ community. Discrimination and violence against the

LGBTQ+ community persists despite some progress.

According to the Human Rights Campaign, 21 states prohibit discrimination in housing and

employment based on both sexual orientation and gender identity. Additionally, 18 states address hate

or bias crimes based on sexual orientation and gender identity.

The FBI’s 2016 hate crime statistics showed an increase in violence against the LGBTQ+

community. According to data voluntarily reported to the FBI by various law enforcement agencies

across the country, 6,121 hate crime incidents against the LGBTQ+ community occurred in 2016.

Analysis from the Human Rights Campaign showed this represents an increase of 5% from 2015.

Frank Newport. (2018). In U.S., Estimate of LGBT Population Rises to 4.5% Gallup website.

Gary J. Gates. (2017). Vermont Leads State in LGBT Identification Gallup website.

Human Rights Campaign. State Maps of Laws and Policies. Accessed September 6, 2018.

Human Rights Campaign. New FBI Data Shows Increased Reported Incidents Anti-LGBTQ Hate Crimes in 2016. Accessed September 6,

2018.

3.5

3.6

3.7

3.9

4.1

4.5

2012 2013 2014 2015 2016 2017

Percent of Population

Employer of choice

On June 23, 2016, Gov. Jay Inslee issued Directive 16–11: The LGBTQ+ Inclusion and Safe Places

Initiative. Its purpose was to advance the state’s goal of diversity and inclusion, and to reiterate that,

“[e]very person in the state of Washington has the right to feel safe, enjoy the benefits of public

services, and fully participate in civic life.”

In this directive, Inslee laid out three priorities:

 The development of an LGTBQ+ Employee Resource Group

 The development of a best practices group

 The development of a safe place program

The LGBTQ+ Employee Resource Group, later referred to as the Rainbow Alliance Inclusion

Network, or RAIN Business Resource Group, was launched in January 2017. The Best Practices

Group started at the same time as a RAIN subcommittee. Its goal is to research and establish best

practices to make Washington state an employer of choice and a safe place for LGBTQ+ employees

to work (see charter).

Responses from a survey of RAIN members identified gender-inclusive signage as a top priority in

achieving this goal.

The business case

According to the U.S. Bureau of Labor Statistics, by the year 2025 millennials will compose 75% of

the workforce. Many millennials are foreign-born, biracial or LGBTQ+ and they define diversity

differently from previous generations. For them, diversity is an individual mix of unique experiences,

identities, ideas and opinions more so than any single trait.

According to Deloitte, diversity and inclusion lead to better business performance. “When

employees think their organization is committed to, and supportive of diversity and they feel

included, employees report better business performance in terms of ability to innovate, (83%)

responsiveness to changing customer needs (31%) and team collaboration (42%).”

Changing restroom signs to be more inclusive of people’s gender identity is one opportunity to

support LGBTQ+ staff and may help state government retain diverse, top talent.

Employee resource groups that are staffed by Office of Financial Management’s State Human Resource employees are now referred to as

business resource groups, or BRGs, due to the tie to a business need.

Deloitte. (2013) Waiter, is that Inclusion in my Soup? Accessed June 27, 2019.

Case studies

Several state agencies have changed or are in the process of changing bathroom signage. Their

experience may provide insight on the process, outcomes, barriers and concerns that arose during

their transition to gender-inclusive signage.

Office of Financial Management, State Human Resources

The assistant director of State Human Resources decided to update signage at the State HR offices

housed in OFM. This decision was based on recommendations made during a presentation covering

basic LGBTQ+ vocabulary and other LGBTQ+ resources on Gov. Inslee’s Directive 16-11.

Proposal: The original proposal consisted of five recommendations; two were specific to restroom

signage:

 To add gender-affirming signs to multi-stall restrooms.

 To remove gender-restricting signs from single use showers and restrooms.

Steps taken: Educational materials were provided to employees at a regular staff meeting. Leadership

reaffirmed that the changes aligned with the values of the organization, including OFM as an

employer of choice and as a respectful, diverse and inclusive employer. Employees were encouraged

to reach out to the Employee Assistance Program, OFM, State HR or management with questions

or concerns.

To date: Single occupancy individual shower restrooms were designated as gender nonrestrictive. All

multi-stall restrooms have gender affirming signage that reads “You are welcome to use the

restroom that best aligns with your gender identity.”

Department of Health

A Department of Health work group recently proposed to its leadership updating signage of

bathrooms to address feelings of safety and dis/comfort when using restrooms.

The proposed change was designed over four stages, with a recommendation that all stages be

implemented over a period of time determined by leadership and to schedule six-month assessments

on progress by the work group.

Proposed language/look for signs:

Type of

Bathroom

Language for signs Look of signs

Single stall

 With or without “All Gender” at the top

 “This bathroom is for everyone” added at

the bottom of sign

 Gender neutral figures

Multi-stall

segregated

 “Men” or “Women” at the top

 “Please use the bathroom that most

closely aligns with your gender identity”

added below

 Gender neutral figures

Multi-stall

(no showers)

integrated

 “All Gender” at the top

 “This is a multi-stall bathroom”

 Gender neutral figures

 Image of a toilet

Multi-stall

(with showers)

integrated

 “All Gender” at the top

 “This is a multi-stall bathroom”

 Gender neutral figures

 Image of a shower, toilet and urinal

Stages proposed:

Stage 1: Add gender-neutral signage on all single-stall bathrooms.

Stage 2: Add gender-neutral language to signage on all bathrooms.

Stage 3: Convert bathrooms that have stalls and no showers to gender neutral.

This information was collected from DOH in the fall of 2018. Information and processes may have changed. For the most up-to-date

information regarding this change, please contact DOH’s Human Resources office.

Stage 4: Convert bathrooms that have stalls and showers to gender neutral.

Steps taken: The DOH Diversity Committee and agency leadership looked at stages of

implementation, conducted a stakeholder analysis (Appendix A) and designed a PowerPoint

presentation with proposed signage that was shared with staff.

To date: Stage 1 has been implemented. Discussion on the other stages continues.

Employment Security Department

The commissioner asked about gender neutral bathrooms in ESD which started the conversation on

bathrooms and signage. Knowing that other agencies had started the process of putting up gender

affirming signs, ESD’s equal opportunity and diversity manager reached out to OFM about the steps

it had taken.

ESD proposed to add gender-affirming language to the restroom signs, starting with the Maple Park

building.

Steps taken: A communication plan was put together. Executive leadership was trained on gender

identity and given the plan to update signs. All supervisors were trained on gender identity. Two

lunch-and-learn panels were held on gender in the workplace. Emails updated staff. The gender

training was open up to all agency employees, not just managers. The equal opportunity manager

held open office hours before and after each training and additional office hours when time

permitted for anyone to come ask questions or voice concerns. Written resources were provided.

To date: All multi-stall restrooms in ESD’s Maple Park building have gender-affirming signage that

reads, “You are welcome to use the bathroom that best aligns with your gender identity.”

Interviews

The interviews below were gathered to give agencies an idea of the impact and effects of having

gendered restrooms on LGBTQ+ employees. Due to the sensitive nature of the topic, steps were

taken to protect individual identities. This included having the individuals give their stories verbally

and the answers transcribed by members of the Best Practice Group. Once transcribed, each

individual was able to review and confirm that what was transcribed was an accurate representation

of what they said. Because of this, the interviews are written in the form of questions and answers,

and are from the perspective of the transcriber.

Anonymous interview 1

The experience in this interview is from a transgender woman working in a large Washington state

agency.

What is your experience using the restroom without gender-inclusive improvements?

Using the restroom was especially difficult for her at the beginning of transitioning. There is no

gender-neutral restroom option in her work building. Fear and anxiety cause delay in using the

restroom. She then questions if her anxiety is based on reality. She drinks little water to minimize

the need for the restroom during work. When she does use the restroom, she mentioned that it is

like going on a recon mission.

She has rules she repeats in her mind:

 No talking

 Leave space between herself and others (if there are three stalls and someone is in the first,

go to the third).

Every time she walks into the restroom there is fear. Her heart beats fast and she becomes

hyperaware. She says it causes her to hold her breath, to feel like she is walking on eggshells. She

says that it is not healthy and is mentally taxing.

Using the restroom in all public places is hard and scary for her because she does not know people.

She always has to think before going out.

What could have been helpful for you along the way?

All single stall, general use in the same space would be best, but realistically having one gender-

neutral bathroom would allow her to use the restroom in peace, without looking over her shoulder.

Also, not compromise her professional career due to bathroom use. Getting asked what bathroom

you use is not something a cisgender

person encounters.

Other things that would help her are opportunities to build relationships with coworkers, and having

different facilities pointed out on a new-employee tour of the building.

A person whose gender identity and sex assigned at birth align.

What would change for you if gender-affirming signs were added to the bathrooms?

It would be an immediate sign that the agency was taking steps to be inclusive and the

agency/authority figures have her back. The signs would help her coworkers better understand, and

make cisgender colleagues aware too. The signs would also let her know her agency is trying to be a

safe place.

Anonymous interview 2

The experience in this testimonial is from a genderqueer

individual working in a large state agency.

What is your experience using the restroom without gender-inclusive improvements?

Using the restroom for them is an anxiety-driven experience. There is no gender nonrestrictive

bathrooms in their building. When they have to use the restroom, they use the restroom that makes

them feel safest, safety always being the focus.

When they first started working in their agency, they would hold their bladder as long as possible

and try to avoid drinking any water for extended periods of time. When they did have to use the

restroom, they approached the situation cautiously and quickly.

They mentioned how every time they walked into the restroom their face get hot, and it would feel

as if sound was magnified. They made sure to look down and rush into the stall.

Over time, and after building relationships with their coworkers and management, they have become

more comfortable using the restroom in their agency. A contributing factor to them feeling

comfortable was the openness and support of their coworkers and management. Their management

put pronouns in their signature lines and talk about diversity, equity and inclusion as an ongoing

conversation. As a group they have taken trainings on diversity and LGBTQ+Q+ specific topics.

Their management also added diversity, equity and inclusion to their strategic plan to better help

customers. They feel these actions have established a safe environment for them to bring their true

self to work every day. As a result, they no longer restrict their water drinking and use the restroom

when they need to.

However, no matter how comfortable they become, they still have underlying fear and anxiety.

What could have been helpful for you along the way?

The most helpful thing would be gender nonrestrictive bathrooms available in every building.

Realistically though, the people around them are the most helpful. The people they work with have

taken steps to create an environment that is safe, where they are able to use the restroom with less

fear and anxiety because they know that they have support. The comfort of knowing they have an

ally, or in this case multiple allies, has been the most helpful thing.

Someone who does not identify within the conventional gender binary of a man or woman. For people who identify outside of the binary the

pronoun “them” is used.

What would change for you if gender-affirming signs were added to the bathrooms?

They would not change which bathroom they used. Instead they would use the same restroom but

with slightly more comfort knowing that someone who has enough authority to make those

decisions has put thought and energy into adding the signs. It does not change their action, but it

does let them know someone sees and cares about them.

Concerns and barriers

Employees and customers alike need restrooms. By adding gender-affirming language to signs,

agencies are taking steps to provide equal access to everyone.

It should be noted that while concerns have been raised, agencies that have implemented new

signage have done so largely without conflict.

These concerns fell mainly into two categories:

• Personal and religious beliefs

• Individuals falsely claiming to be a specific gender to access the restroom for inappropriate

reasons

While some individuals expressed concern, discomfort and fear about changing the signage for

restrooms, this was largely due to misinformation that updating signs would somehow change

restroom norms or usage. In general, these concerns were addressed and fears allayed by explaining

the intent of this work (inclusion) and the desired outcome (supporting all employees). In response

to individuals’ concerns, one agency purchased inserts for the gaps between stalls in its restrooms.

Similarly, one agency had employees raise concerns about if they walked into a restroom, felt

uncomfortable and left to use another facility. Could a discrimination complaint be filed against

them?

Adding gender-affirming language to the sign does not change restroom norms. As always, any

inappropriate behavior in a restroom should be reported and handled accordingly, regardless of the

individual’s gender identity. As stated in WAC 162-32-060, “Any action taken against a person who

is using a restroom or other gender-segregated facility, such as removing a person, should be taken

due to that person’s actions or behavior while in the facility, and must be unrelated to gender

expression or gender identity. The same standards of conduct and behavior must be consistently

applied to all facility users, regardless of gender expression or gender identity.”

In the event someone is uncomfortable using the restroom with someone else based on their gender

identity, the first person should seek a different facility to use. As stated in WAC 162-32-060, “If

another person expresses concern or discomfort about a person who uses a facility that is consistent

with the person’s gender expression or gender identity, the person expressing discomfort should be

directed to a separate or gender-neutral facility, if available.”

Barriers that arose largely related to facilities.

New signs with gender-affirming language should be applied to all gendered facilities, not just

bathrooms with stalls. This includes bathrooms with showers and changing areas. As stated in WAC

162-32-060, “All covered entities shall allow individuals the use of gender-segregated facilities, such

as restrooms, locker rooms, dressing rooms, and homeless or emergency shelters, that are consistent

with that individual’s gender expression or gender identity. In such facilities where undressing in the

presence of others occurs, covered entities shall allow access to and use of a facility consistent with

that individual's gender expression or gender identity.”

Agencies should work directly with their building maintenance staff to address tenant/owner issues.

Thus far, building landlords have been very accommodating about updating signage and working

with agencies to achieve the best outcomes possible.

Additional resources

• Washington State Law on Gender Segregated Facilities

• Frequently Asked Questions about WAC 162-32-060 Gender-segregated Facilities

• Transgender People and Bathroom Access FAQ

• 2015 U.S. Transgender Survey Report

• Transgender Inclusion in the Workplace: A Toolkit for Employers

• FAQ: Answers to Some Common Questions about Equal Access to Public Restrooms

• Response to Petition to Repeal WAC 162-32-060

Agency example documents

The following are materials that state agencies have used in transitioning to more-inclusive

restrooms.

DOH Stakeholder Analysis and Decision Paper for

Bathroom Inclusivity Project.

Stakeholder Analysis

Stakeholder Interest Impact

level

(Direct,

influence,

affected)

Current

position

(supportive,

neutral,

opposed)

Potential Key Message

Human

Resources

Potential increase in

questions and/or

complaints, employer

of choice (recruitment

and retention as well

as engagement),

addition to new

employee orientation

during tour

Direct Supportive

but cautious

Make sure DOH is employer of

choice, support staff in feeling

they can bring their whole self to

work

DOH

staff/contract

employee/

interns

Being safe and

feeling comfortable

using the bathrooms

Affected;

influence

Supportive,

neutral and

opposed

depending on

staff person

-Going to the bathroom is not a

privilege, but a right.

-Many trans* and gender

nonconforming people will avoid

using the bathroom if not given a

safe or anxiety free option

-Not using the bathroom when

one needs to can cause severe

health problems such as

dehydration, malnutrition, or a UTI

depending on how one deals with

not having a bathroom option.

-We can’t assume there is not a

problem or this only impacts a

small number of individuals.

--This reinforces DOH’s

commitment to diversity and

inclusion

Facilities

(including Safety

and Security)

Physical work

updating signage,

eventually bathrooms

(?); safety/security

Direct Supportive if

agency

agrees to

move forward

This is an opportunity to support

equity at DOH; Importance of

being an inclusive organization so

people feel safe and comfortable.

Stakeholder Interest Impact

level

(Direct,

influence,

affected)

Current

position

(supportive,

neutral,

opposed)

Potential Key Message

may have increase in

complaints

Building Owners Physical work could

be done to their

building; we need to

stay within their

lease/guidelines/

Who will pay for it?

What is the cost?

Direct Unknown We will continue to adhere to your

guidelines; we are just doing our

best to make this an inclusive

workplace. Convey information

about the cost as well.

Leadership—

including JOLT

Potential increase in

questions and/or

complaints, employer

of choice (recruitment

and retention as well

as engagement);

making staff feel safe

and comfortable is

using bathrooms;

handling potential

general uproar; would

need to approve

changes

Direct at

every

level/step

of process

Supportive,

neutral and

opposed

depending on

individual

and level of

aggressivene

ss of policy

Provide option(s) to phase the

policy in and convert one or two

bathrooms at a time in each

building after changing signage

on one stall bathroom; This is an

opportunity to support equity at

DOH; Importance of being an

inclusive organization so people

feel safe and comfortable.

Individuals

handling

complaints:

employee

services,

appointing

authorities

(deputies)

and/or labor

relations

Potential increase in

questions and/or

complaints

Direct Should be

neutral in

enforcing

policy; in

reality may

vary

dependent

on situation.

This is DOH’s policy and we all

must adhere to it.

Consumers-

residents of

state

May see a precedent

with which they do or

don’t agree.

Affected

Supportive,

neutral and

opposed

depending on

individual

and level of

aggressivene

ss of policy

DOH is setting a precedent in

being inclusive and

representative of the communities

we serve.

Stakeholder Interest Impact

level

(Direct,

influence,

affected)

Current

position

(supportive,

neutral,

opposed)

Potential Key Message

Friends in labor

relations/unions

Bargaining with

unions on potential

impact to employees

Direct Dependent

on reaction of

represented

employees

May be dependent on previous

policies and labor’s reactions;

we’re pushing this forward so all

DOH employees will have the

right to use the bathroom with

which they are comfortable. Right

now, we are not operating in a

way that fulfills everyone’s rights.

Office for Civil

Rights and Risk

Management

(CRRM)

Spearheading the

policy, handling

complaints,

answering questions

Direct Supportive Role: Delivering/crafting

message.

LGBTQ+Q

Business

Resource

Group, Gay City,

Gender Justice

League.

Vetting policy, signs

and messages

Direct Supportive Role:

Providing input as needed on

messaging.

Bathroom Signs Decision Paper

DECISION PAPER:

ALL-INCLUSIVE BATHROOMS

Date: 5/9/2018

Person Submitting: Shawn Murinko

Problem Statement: Because our facilities are set up with traditional male/female (“cisgender”)

bathrooms, not everyone at DOH feels comfortable and/or safe accessing the bathroom.

Background: For transgender and gender nonconforming individuals, gender-segregated bathrooms can

be spaces where they are met with intimidation, harassment, and/or violence. Gender segregated

bathrooms threaten the safety of many transgender and gender nonconforming individuals. In addition to

being a safety concern, this bathroom configuration can lead to health concerns. When one does not have

a bathroom option that they feel comfortable and/or safe accessing, they may choose to not use the

bathroom. Avoiding use of the bathroom can cause serious health problems.

Significance: This process will reinforce DOH’s commitment to diversity and inclusion. This is a way to

demonstrate that DOH values everyone, and cares about the health and safety of all.

Key Stakeholders & Interests:

See attached

Stages:

1. All single-stall bathrooms get a gender-neutral sign.

2. Put gender neutral signs on all bathrooms.

3. Convert non-shower bathrooms into gender neutral bathrooms (with stalls only).

4. Convert all bathrooms into gender neutral bathrooms (with stalls and showers).

Analysis:

Stage 1. Only two/three bathrooms on the DOH campus would be accessible for all. Costs are minimal to

add gender neutral signs to these two/three bathrooms.

Stage 2. Bathrooms on the DOH campus would remain gender-segregated but signage would be more

inclusive to trans and gender nonconforming individuals. Costs would be minimal to add to current signs

on all bathrooms.

Stage 3. All bathrooms without showers on the DOH campus would be accessible to all.

Stage 4. All bathrooms on the DOH campus would be accessible to all.

Recommendations:

We highly recommend the four stages be implemented with progress assessed every six months by this

group to determine next steps.

Contact: Shawn Murinko

(360) 236-4010 or shawn.m[email protected]a.gov