Policies

Accessibility Statement

The International Trans Fund is committed to ensuring equitable access and meaningful participation for people who experience disability. We aim to uphold dignity, autonomy, and inclusion in every aspect of our work. Rooted in our values of justice and collective care, we recognize accessibility as a shared responsibility and an ongoing practice.

We are dedicated to removing and preventing barriers that may limit participation, and to meeting or exceeding the requirements of the Accessibility for Ontarians with Disabilities Act (AODA), 2005 — including all relevant sections of the Integrated Accessibility Standards.

To support this commitment, all ITF staff receive training to ensure they are equipped to communicate with and provide services to people with disabilities in ways that are respectful, effective, and grounded in solidarity.

Code of Ethics and Conduct

At ITF, we hold ourselves to the highest standards of ethics and integrity. This Code of Ethics and Conduct sets the expectations for everyone connected to our work — employees, contractors, partners, Grant Making Panel members, Board members, and others. It guides us to create a safe, respectful, and inclusive space that reflects our mission and the values we stand for.

Principles of Conduct

  • At ITF, we are committed to treating everyone fairly and with respect, regardless of gender identity, expression, sexual orientation, sex characteristics, race, ethnicity, color, caste, language, disability, religion, political views, national or social origin, property, birth, or any other status protected by law. We strictly prohibit discrimination, harassment, and any form of bias.

  • We expect everyone connected to ITF to act with honesty, responsibility, and integrity—always upholding our policies and legal requirements.

  • Open and respectful communication is key. We encourage constructive feedback, active listening, and mutual respect in all interactions within and on behalf of ITF.

  • We believe conflicts are best addressed with openness and respect, seeking solutions through honest dialogue and mediation. ITF has systems in place to support a positive and collaborative environment.


    • For issues involving ITF staff, please refer to the HR Handbook, Workplace Policies, Practices, and Standards.

    • For matters involving the Board of Directors, the procedures are detailed in the Board Governance Operations Manual (currently under development).

    • For conflicts with Contractors or Partners, the steps are outlined in their contracts.

    • If a conflict arises involving others not covered by existing policies, ITF will ensure clear guidance and fair procedures, including options like arbitration, community leader involvement, or trusted individuals chosen by those involved.

  • The wellbeing and safety of everyone connected to ITF is our top priority. We are committed to fostering an environment free from bullying, harassment, and any form of abuse.

  • We handle personal and sensitive information with the greatest care and respect, information will only be shared with proper permission and authorization.

  • We commit to full transparency and legal compliance in all financial matters. Any conflicts of interest must be openly disclosed in line with our policies.

  • We celebrate diversity and actively foster an inclusive environment. Exclusion based on any personal characteristic or background is not tolerated.

  • We strive to act ethically and sustainably, working to create positive impact within our community while minimizing our environmental footprint.

  • If you witness any violations of this code, please report them to designated supervisors or through our official channels. We handle all reports with strict confidentiality and sensitivity.

  • Violations of this Code may result in disciplinary action, up to and including termination of employment or contractual relationships. We take these matters seriously and will act to maintain the integrity of our operations.

Community Conflict of Interest

Vision Statement

The Board of Directors of the International Trans Fund (ITF) is committed to strengthening the Fund to better resource trans movements globally. As a participatory, community-led grantmaker, we value involving activists from diverse, intersectional backgrounds and a wide range of trans movements while building and maintaining a sustainable and trusted funding institution. We also acknowledge that traditional concepts of conflict of interest are rooted in corporate and bureaucratic definitions shaped primarily by wealthy, white, cis men to consolidate and increase their own wealth.[1]

We recognize that trans activists in the Global Majority are more likely to be affected by this policy and experience conflicts of interest due to global funding patterns, while Global North organizations have received more funding overall and are thus less likely to qualify for ITF funding.[2]

We understand that requiring members of the Grant Making Panel (GMP) and Board of Directors (Board) to sign this Conflict of Interest Policy is not ideal. However, to remain sustainable and credible—and to maintain the trust of trans communities—we find it necessary at this time. This policy will be reviewed regularly to assess its effectiveness and to ensure it does not negatively impact the involvement of diverse trans community members in ITF’s decision-making processes. The first review will take place after the initial two grantmaking cycles under this policy, to evaluate its impact on specific groups within the trans community.

We remain committed to balancing the origins of conflict of interest policies with the need for transparency and accountability to our communities, movements, and funders.

What is a conflict of interest?

A conflict of interest occurs when an individual has a third-party interest (beyond ITF’s interests), either from their involvement in another entity or through a family[3] member.

This conflict must have the potential to influence decision-making within ITF or create the appearance of such influence, which could harm ITF’s integrity.

Any situation where it could reasonably be suspected that another interest affects an individual’s ability to fulfill their duties with fairness and high ethical standards is considered a perceived conflict of interest.

Conflicts of interest are unavoidable in any organization and can arise in various areas of ITF’s operations, such as employment, procurement, or resource allocation. This policy focuses specifically on the area that most affects global trans communities: ITF’s grantmaking.

Mitigation measures

Even perceived conflicts of interest can threaten ITF’s sustainability and credibility. To address this:

  • Members of the Board and GMP must submit a signed Conflict of Interest Policy Signature Page and Declaration of Affiliation at least once a year.

  • Members of the Board and GMP must continuously reassess and disclose any potential conflicts of interest to both bodies as outlined in this policy.

  • Board and GMP members or their family members cannot be significantly involved in any group applying for ITF funding. “Significantly involved” includes if they:

  • Are paid staff;

  • Serve on the board or steering committee;

  • Participate in key decision-making;

  • Volunteer extensively (e.g., contributing more than 15 hours per week or involved in daily operations);

  • Hold legal or fiscal responsibility;

  • Are paid consultants;

  • Have held any of these roles in the past 12 months.

  • Additionally, Board or GMP members cannot financially benefit from the grants they evaluate or from existing ITF grants.

  • A Board or GMP member and their organization may apply for ITF funding only after the member has resigned from their ITF position.

In case of a breach of policy

The ITF Board Co-Chairs uphold this policy for both the Board and GMP. If a breach is suspected, the Co-Chairs will investigate by consulting ITF staff and the involved Board or GMP member. If a violation is confirmed, the Board will vote on the removal of the member, following ITF bylaws. If the issue involves a Board Co-Chair, the other Co-Chair will work with the Board Treasurer to manage the process.

References: [1] T. Lankester, Conflict of Interest: A Historical and Comparative Perspective, University of Oxford, 2007, https://www.oecd.org/site/adboecdanti-corruptioninitiative/39368062.pdf. [2] Eligibility for ITF funding requires an annual budget under 150,000 USD. [3] “Family member” includes legal, biological, and chosen families.

Safeguarding Policy

At ITF, safeguarding is integral to our mission and values. We are committed to protecting the dignity, safety, and rights of everyone we work with—especially those most vulnerable to discrimination and abuse. This Safeguarding Policy reflects our steadfast commitment to fostering a safe and respectful environment where all can contribute to our mission free from harm or harassment.

Key Principles

  1. Empowerment: We ensure every person feels empowered and respected in all interactions with and within ITF.

  2. Prevention: Through education and proactive steps, we work to prevent harm and address risks before they arise.

  3. Confidentiality: We treat all disclosures and concerns with the highest level of confidentiality and discretion.

  4. Accountability: Everyone at ITF shares responsibility for upholding the principles of this policy.

  5. Inclusivity: We strive for inclusivity, ensuring that our safeguarding practices respect diverse backgrounds and needs.

Pillars of the Safeguarding Framework

  • Recruitment and Training:

    • All new hires, including staff, volunteers, Grant Making Panel members, and Board members receive comprehensive safeguarding training. 

    • Our recruitment processes are transparent and designed to ensure candidates share our safeguarding values.

  • Work Culture and Well-being:

    • We foster a culture of safety, respect, and well-being, recognizing that mental and physical health are central to safeguarding. 

    • Policies are in place to protect everyone from bullying, harassment, and other forms of mistreatment.

  • Partnerships:

    • We only collaborate with partners who demonstrate a strong commitment to safeguarding. 

    • Partners are regularly evaluated to ensure they meet our safeguarding standards.

  • Privacy and Security:

    • We meticulously protect the personal and sensitive information of everyone connected to ITF. 

    • Both physical and digital security measures are strictly maintained.

  •  Communication and Reporting:

    • Clear and accessible channels exist for reporting safeguarding concerns. 

    • We commit to supporting those who raise concerns and protecting them from retaliation.

  •  Response and Remediation:

    • All concerns raised are investigated promptly and thoroughly.

    • We take appropriate actions to address issues and support those affected.

 Implementation and Monitoring

  • Training: All personnel are required to complete safeguarding training upon joining ITF and at regular intervals thereafter.

  • Audits: We conduct regular audits to ensure that our safeguarding practices are being followed consistently and effectively.

  • Feedback: We welcome and encourage feedback to strengthen our safeguarding policies and improve their implementation. 

Reporting Concerns

  • Anyone who has concerns about a breach of this policy is encouraged to report them through our designated and accessible reporting channels. 

  • ITF takes all reports seriously and will treat them with the utmost respect and confidentiality. Reports may be submitted to:

    • The Executive Director

    • The ITF Co-Chairs (for concerns involving the Executive Director)

    • The ITF Secretary of the Board (for concerns involving the Co-Chairs)

Consequences of Policy Violation

  • Any violation of this Safeguarding Policy will be met with appropriate disciplinary action, which may include termination of employment or contractual relationships, depending on the severity of the breach. The International Trans Fund remains committed to maintaining a safe, just, and respectful environment.

Whistleblowing Policy: Grantee Partners

  • This policy exists to provide a safe, confidential, and accessible way for individuals to report serious concerns related to ITF grantee partners. It supports our commitment to accountability, transparency, and integrity in the use of ITF resources, while centering the dignity, safety, and rights of those involved.

  • This policy applies to any individual or entity (such as grantee staff, community members, activists, or other ITF stakeholders) who wishes to raise concerns about the conduct or operations of ITF-funded grantee partners. These concerns may include, but are not limited to:

    • Misuse or misappropriation of grant funds

    • Fraud, corruption, or bribery

    • Harassment, exploitation, abuse, or discrimination within the grantee organization

    • Violations of human rights or ITF values

    • Serious breaches of grantee obligations or codes of conduct

    • Confidentiality: Reports will be managed with strict confidentiality. The identity of the whistleblower will not be shared unless required by law or with the individual’s explicit consent.

    • Non-retaliation: Retaliation against anyone reporting in good faith is strictly prohibited and may result in consequences for the grantee partner.

    • Integrity and Respect: Investigations will be carried out fairly, objectively, and respectfully, in line with ITF’s values of intersectionality, justice, and care.

    • Safety and Accessibility: Reporting processes are designed to be trauma-informed, culturally sensitive, and accessible—especially for trans individuals navigating systemic barriers.

  • Concerns can be reported through the following channels:

    • Email: info@transfund.org (monitored by ITF’s designated safeguarding staff)

    • Secure Online Form: Available on the ITF website in multiple languages

    • By Phone or Signal: Contact information is listed on our website for secure communication options.

    Reports may be submitted anonymously. However, doing so may limit our ability to fully investigate and follow up.

  • The wellbeing and safety of everyone connected to ITF is our top priority. We are committed to fostering an environment free from bullying, harassment, and any form of abuse.

    • Acknowledgment: If contact details are provided, an acknowledgment of receipt will be sent within 5 working days.

    • Initial Review: A preliminary assessment by our designated team will determine whether the concern falls under this policy.

    • Investigation: If warranted, a full internal or independent investigation will be carried out. The grantee partner will be informed and given a chance to respond unless doing so would compromise safety or confidentiality.

    • Possible Outcomes:

      • Required actions such as capacity building, policy updates, or community engagement

      • In cases of serious misconduct, suspension or termination of funding

      • Support and referrals will be offered for those directly impacted where appropriate 

    • Follow-Up: Whistleblowers who disclose their identity will receive a general update on the outcome, subject to confidentiality constraints.

  • We recognize that whistleblowing can be a vulnerable and courageous act. ITF is committed to:

    • Offering support and referrals to trans-affirming services where possible

    • Providing trauma-informed, compassionate responses

    • Considering political, cultural, and safety contexts—particularly for whistleblowers from high-risk regions or marginalized communities

  • This policy will be reviewed annually, with input from grantee partners, trans activists, and community members. Our goal is to ensure it remains aligned with ITF’s core values and responsive to the needs of the communities we serve.