This article was previously published by CareerWise and is reprinted with permission.
We’ve come a long way in the fight for 2SLGBTQIA+ rights. Our dignity as two-spirit, queer and trans people is recognized more often in our homes and workplaces than it used to be. However, many of us who have been doing this work for a long time didn’t think we’d be able to get to the place where we are celebrating 20 years of gay marriage, banning of conversion therapy, protection of gender identity and gender expression, and an official public apology by the federal government of the harm done by government to our communities. Yet, we have reached that place.
The work, however, is far from over. We are seeing a rise of hate against 2SLGBTQIA+ communities across Canada and globally. From 2020 to 2021, Canada saw a 64% increase in hate acts. More recently, we’ve seen anti-trans and anti-drag protests across the country and anti-trans legislation has been introduced in New Brunswick and Saskatchewan, with the risk that more will be introduced in other provinces/territories. On Sept. 20, we even saw anti-2SLGBTQIA+ protests happen in 77 municipalities around Canada, with repeated protests on October 21. Globally, we are seeing hundreds of anti-trans and anti-gay bills introduced in the U.S., a “kill the gays” law passed in Uganda and a greater need for 2SLGBTQIA+ emergency travel out of countries criminalizing our lives.
The work is heavy. As we see the rise of hate locally and globally, it can be daunting. But the work is far from impossible. If we look to the history of activism, we can win our human rights – but not without support.
Read more from Jade Pichette on CareerWise: LGBTQ2+ minority stress in the workplace: How discrimination hurts health
What do workplaces have to do with it?
You may be asking yourself what workplaces have to do with these social or political issues. The reality for two-spirit, queer and trans people is that our experiences of hate don’t end when we enter the workplace. In fact, workplaces can often be where we experience hate and violence.
Employers have a strong role to play in addressing homophobia, biphobia, transphobia and intersexism. Here are five best practices that employers can adopt in the face of rising hate.
1. Talk about it
It is important that we do not pretend that a rise in hate is not happening, because it affects 2SLGBTQIA+, Black, Indigenous and Jewish communities especially. It is important to have moments to communicate what you are doing as an organization to create a safer workplace and to recognize when hate happens within or external to the workplace.
When hate happens, be prepared to put out an organizational statement showcasing your support for the 2SLGBTQIA+ community. Do so in a way that showcases your organization’s commitment to inclusion and the work that you are doing to create a welcoming environment. Be clear about how you support the community. Although our instinct might be to just condemn hate, this can ring hollow unless there are actions that demonstrate commitment to true inclusion.
2. Prepare for backlash
Not everyone is going to agree with your organization’s commitment to supporting 2SLGBTQIA+ communities. Be aware that your internal and external communications may receive hateful comments, facetious debate and more. If these comments are on a public forum, 2SLGBTQIA+ employees could experience more hate, so consider monitoring or moderating comments.
“It is important that we do not pretend that a rise in hate is not happening.”
This backlash can happen other ways internally as well, with resistance toward 2SLGBTQIA+ inclusion trainings, destruction or theft of Pride flags and negative comments toward openly 2SLGBTQIA+ staff. Make sure these situations are very intentionally dealt with.
3. Update your policies
Make sure your policies are up to date. Have you done a scan of your workplace harassment policy to make sure it includes examples of homophobia, biphobia and transphobia? Have you created leave policies inclusive of all genders? Have you created a trans-inclusion policy for your organization?
In a 2018 study by Pride at Work Canada, 2SLGBTQIA+ jobseekers identified inclusive policies as the most important item that jobseekers look for from an employer. Making sure your policies are in order and are actively communicated to staff is important. Consider doing training around the implementation of your policies from a 2SLGBTQIA+ inclusive lens.
4. Promote access to inclusive benefits
Look at your benefits and what is actually 2SLGBTQIA+ inclusive. Are you providing gender-affirming care benefits? Do people of all genders have equal access to fertility support? Does your plan cover medications like hormone replacement therapy and pre-exposure prophylactics?
When you look at your employee assistance program, is it 2SLGBTQIA+ inclusive in terms of its providers? Make sure you promote access to these benefits to your staff and, in times of hate, refer staff to the employee assistance program.
5. Support advocates for change
There are a lot of people who are already doing the work to promote change. These changemakers are within your organizations, but also in community organizations like the Society for Queer Momentum, PFLAG Canada and Pride at Work Canada, which are looking to make real change. Look at how you can support these and many other community organizations in the work they do. You can share their posts, donate, volunteer and, importantly, show up.
We have come a long way towards 2SLGBTQIA+ inclusion in our workplaces and society as a whole. Yet, we are seeing a backlash against our communities domestically and globally. We always must be proactive in the face of hate from our homes to our workplaces. When hate rises its head, to do nothing is to side with those who would do harm.
Jade Pichette is the Director of Programs at Pride at Work Canada. They work as an inclusion and diversity professional with employers from across Canada. Previous to Pride at Work Canada, they have worked at the ArQuives, Kind Space, and as an independent educator.
