The Aguda - Municipal LGBTQ - Equality index #4

Infrastructures and Organizational Structure

Examining Key Themes within the Infrastructures and Organizational Structure 1. Are the forms, written or used by the municipality, tailored for the LGBTQ community? 2. Is a designated employee or student in the municipality responsible for managing the broader LGBTQ community's concerns? 3. Does the municipality have an official committee for the LGBTQ community? 4. Is there an official and public appointment of a municipal representative who manages LGBTQ affairs appointed by the head of the municipality? In regional municipalitys, it is feasible to register a committee chair for LGBTQ community issues. 5. Does the municipality operate a regular center for diverse LGBTQ community activities? 6. Has the leader of the municipality faction signed the "Pride Platform" of the Aguda? 7. Has the municipality approved dual registration for unmarried cohabiting couples to receive rights and services from the municipality? 8. Has the municipality endorsed a call for developing and implementing programs for LGBTQ communities, or is there a budgeted strategic plan for the community? 9. Has a need assessment been conducted among the LGBTQ community by an approved Ministry for Social Equality supplier? 10. Have municipal employees, outside of educational teams, received training on LGBTQ issues (for instance, community policing, municipal service departments, etc.)? Examining Key Themes within the Area of Culture 1. Was an event held to commemorate Pride Month in the municipality, funded by the local municipality, during the summer of 2022? 2. Did a senior official from the municipality attend this event? 3. Did the municipality promote the Pride event (via Facebook, website, street signage, etc.)? 4. Did the municipality initiate and/or organize an event centered around the LGBTQ community outside of Pride Month (an activity for the general public and/or the LGBTQ community)? 5. Did a senior official from the municipality attend one of these events? 6. Were one or more of these events promoted by the municipality (via Facebook, website, street signage, etc.)? Examining Bonus Key Themes 1. Were measures taken to promote LGBTQ employment in the municipality (for example, modifying job postings for all genders, providing training at employment centers, conducting meetings with the local business forum on the topic, etc.)? 2. Were the protocols regarding LGBTQ and specifically Trans* students made accessible to educational system staff? 3. Has the municipality partnered with HMOs (Kupot Holim) to improve accessibility to LGBTQ-focused healthcare?

The

infrastructures

and refer

organizational

structure

to alterations made in the municipality and the accessibility and adaptability of existing services. It identifies the resources assigned to support the LGBTQ community, devises strategic plans, occupies crucial roles that address the matter, and assesses the community's requirements within the jurisdiction. This area is critically important because it illustrates fundamental shifts in the municipality and symbolizes substantial efforts to achieve equality. organizational

Culture

The cultural domain significantly affects the lifestyle of the LGBTQ community members within the municipality’s jurisdiction. This area addresses critical community commemoration days, fostering the local community, and substantive opportunities for partnership between the local LGBTQ community and the general public. Within this area, we also sought to examine the level of acknowledgment and public support from senior officials in the municipality.

Bonus

The bonus questions touch on three different areas added to the Index this year. They will become a standard part of the Index in the future: the community's work within municipalities in employment, education, and the healthcare provided to community members.

Municipal LGBTQ Equality Index 2022

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