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Equality & Diversity
Kiljon Shukullari, HR Advisory Manager
(Last updated )
Kiljon Shukullari, HR Advisory Manager
(Last updated )
The LGBTQ2+ community has historically faced significant marginalization, exclusion, and discrimination in the workplace. Despite significant strides towards greater acceptance and inclusion of LGBTQ2+ individuals in recent years, there is still a long way to go. Creating truly equitable and supportive spaces for all employees, regardless of their sexual orientation, gender identity, or gender expression, is a major step for ensuring diversity in the workplace.
According to a study by Pride at Work Canada, only 14% of businesses consider the knowledge of LGBTQ2+ inclusion a requirement for managerial roles. This lack of education brings an increased risk for both indirect and direct discrimination at work, increasing the risk of building a culture of distrust and fear for many employees.
Additionally, the Human Rights Campaign Foundation found that 46% of LGBTQ2+ employees chose not to be open about their sexual orientation or gender identity in the workplace due to fears of losing relationships with coworkers. This kind of exclusion can lead to making employees feel uncomfortable, being stereotyped, and not being considered for promotions.
As an employer in Canada, it is crucial you take steps to support the LGBTQ2+ community in your workplace. Below we explore some of these strategies and provide actionable advice on how to implement them.
One of the most important steps you can take to support the LGBTQ2+ community in your workplace is to create a culture that is welcoming, accepting, and supportive of diversity. This can involve several different strategies, including:
There are several ways you can implement change to address the challenges LGBTQ2+ persons face in the workplace.
Diversity and inclusion training is one of the most effective ways to build a LGBTQ2+ inclusive workplace. By educating employees on the history, terminology, and phrases associated with LGBTQ2+ identities, you can create an environment where queer employees feel comfortable voicing their concerns. This training can also equip straight and cisgender employees with the knowledge and sensitivity necessary to engage in these conversations.
Diversity training is not only beneficial for LGBTQ2+ employees but also for their straight and cisgender colleagues. By providing this training, companies can help foster greater understanding and respect between employees of all sexual orientations and gender identities. It can also help straight and cisgender employees learn how to be sensitive and supportive allies to their LGBTQ2+ colleagues.
Another important step you can take to support the LGBTQ2+ community in your workplace is to implement gender-neutral policies and practices. This can help to create a more inclusive workplace environment that recognizes and respects the diverse identities and experiences of all employees. Your policy should include details of disciplinary actions to be taken in the event of a breach of said policy. Doing so will show the company’s stance on the issue and make LGBTQ2+ employees feel supported.
Some specific strategies you might consider include:
While many companies strive to create an inclusive workplace culture, it is important to also consider the ways in which bias and discrimination may impact the hiring and promotion process. Some strategies you might consider include:
Offering benefits and perks that are specifically designed to meet the needs of LGBTQ2+ employees can be a powerful way to demonstrate your company’s commitment to supporting diversity and inclusion. Some examples of LGBTQ2+ inclusive benefits and perks might include:
If you’re a Canadian employer looking to improve your LGBTQ2+ practices in the workplace, one crucial step is to review your public image. This includes analyzing everything from the colours, wording, and photos used in your business’ marketing campaigns and social media posts. Your content should aim to represent not only clients and employees, but also the diverse range of people and voices within the LGBTQ2+ community.
Finally, another way that Canadian employers can support the LGBTQ2+ community is by supporting causes and charities that are dedicated to advancing LGBTQ2+ rights and promoting inclusion. This can involve several different strategies:
As an employer striving to support LGBTQ2+ employees, it’s crucial to gather feedback on your inclusion policies and programs. Giving your employees a platform to voice their concerns is essential, as it shows that you value their input and are committed to creating a more inclusive workplace.
One effective way to receive employee feedback is through anonymous staff surveys. This approach can help ensure that employees feel comfortable providing honest feedback without fear of retribution. By actively seeking out feedback, you can identify areas where your workplace may be falling short of inclusive standards and take action to address these issues.
As an employer, there are several steps you can take to support the LGBTQ2+ community. Creating a safe and inclusive workplace culture, implementing gender-neutral policies, and addressing bias and discrimination in hiring and promotion are a few ways to be supportive.
If you need assistance or guidance on implementing gender-neutral policies and practices, our HR advisors can help you implement, update, and review company policies, as well as assist you with any HR management, health & safety, and employment advice you may need. To learn more about how our services can benefit your business, call an expert today at 1 (833) 247-3652.
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