Workplaces for All Pride Spectrums:
Disability Pride Month
Take steps to reduce barriers and to offer inclusive workplaces for 2SLGBTQIA+ workers.
Like all workers, persons identifying as 2SLGBTQIA+ deserve access to fairly compensated and secure jobs in workplaces that are inclusive and free of discrimination.
A recent Canadian study (1) found that gay, lesbian, or bisexual workers are more likely to have low quality jobs and to be in precarious employment compared to straight workers, with bisexual workers often reporting the least favourable working conditions.
2SLGBTQIA+ Experiencing Disability Face Additional Barriers
When 2SLGBTQIA+ workers have multiple intersecting identities, such as disability, they may face even more barriers.
Almost 7,000 or 27% of respondents who completed the Government of Canada’s 2SLGBTQIA+ Action Plan Survey (2) in March 2023 identified as persons living with a disability, with many experiencing mental health challenges, physical disability, and/or a learning disability. Survey respondents with a disability were less likely to feel comfortable sharing information about their sexual orientation or gender identity in the workplace.
- think that sharing their sexual orientation or gender identity would reduce their chances of being hired;
- experience harassment in the workplace based on sexual orientation or gender identity;
- consider personal safety risks when deciding how to dress or appear in public; and/or
- have reported experiencing violence or discrimination.
Gender Identity
Internal and deeply felt sense of being a man or woman, both, or neither, which may or may not align with the gender typically associated with their sex and may change over the course of one’s lifetime.
Sexual Orientation
Romantic and sexual attraction for people of the same or another sex or gender.
Source: Government of Canada. Accessed July 2, 2024.
LGBTQ2+ Job Seeker Concerns
Note: We use LGBTQ2+ in the following sections since this language is used in the source material.
The following are some of the concerns that LGBTQ2+ community members have about applying and interviewing for jobs (3):
- not being taken seriously because of their appearance;
- whether an organization was LGBTQ2+ positive;
- experiencing discrimination on multiple aspects of their identity; and/or
- being misgendered during phone calls/interviews.
LGBTQ2+ Inclusive Workplace Strategies
To create inclusive workplaces where LGBTQ2+ job seekers are more comfortable and feel safe, employers can take the following steps. (4)
Operational:
- Ensure recruiters and hiring managers have up-to-date LGBTQ2+ training to challenge biases and assumptions about who would be a “good fit” and to help them understand job seekers’ unique barriers.
- Review HR policies and procedures, particularly anti-discrimination, harassment, transition support, and parental leave. Include name changes, the use of pronouns, and references for someone who has disclosed since leaving the organization.
- Communications should positively engage LGBTQ2+ communities through up-to-date inclusive language. Check these federal government inclusive writing guidelines.
- Provide LGBTQ2+ specific training for staff.
Once you’re actively working towards operational LGBTQ2+ inclusion:
- Publicize LGBTQ2+ related policies.
- State that you are LGBTQ2+ friendly on job postings.
Build trust and relationships:
- Advertise in LGBTQ2+ media.
- Attend LGBTQ2+ career fairs.
- Participate in or sponsor Pride parades and festivals.
Resources for Employers
Pride at Work Canada / Fierté au travail Canada offers the following resources for employers on their website.
- Lead with Pride: Best Practices for Advancing 2SLGBTQIA+ Leadership: An analysis of the career pathways and experiences of queer and trans leaders.
- Transitioning Employers: A survey of policies and practices for trans inclusive workplaces: How to build a future where all people, including all trans and gender non-conforming individuals, have safe and affirming workplaces. (In English and French)
- Hiring Across All Spectrums: A Report on Broadening Opportunities for LGBTQ2+ Jobseekers.
References
1. Kinitz DJ, Shahidi FV, Ross LE. Job quality and precarious employment among lesbian, gay, and bisexual workers: a national study. SSM – Population Health. 2023;24:101535. Accessed July 2, 2024. https://www.sciencedirect.com/science/article/pii/S2352827323002008?via%3Dihub
2. Women and Gender Equality Canada. 2SLGBTQI+ Action Plan Survey Findings. Published May 2023. Accessed July 2, 2024. https://www.canada.ca/en/women-gender-equality/free-to-be-me/federal-2slgbtqi-plus-action-plan/survey-findings.html
3. Pride at Work Canada. Hiring Across All Spectrums: A Report on Broadening Opportunities for LGBTQ2+ Jobseekers. Accessed July 2, 2024. https://prideatwork.ca/wp-content/uploads/2018/01/PrideAtWork_2018_Round_FINAL-s.pdf
4. Pride at Work Canada. Hiring Across All Spectrums (see 3 above).