The Career Foundation

Developing Human Potential

Employers

5 Ways to Create Safer, LGBT2Q-Friendly Workspaces

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LGBTQ at Work - Five Ways to Create Safer and Friendlier Workspaces for LGBT2Q Employees

Before 1969, homosexuality was deemed a criminal act in Canada. It wasn’t until 1973 when the North American Psychiatric Association removed homosexuality from its list of mental disorders. In 1996, sexual orientation was recognized as a protected class under the Canadian Human Rights Codes. The Supreme Court of Canada finally legalized same-sex marriages in 2005.

More recently (in 2016), gender identity and expression was recognized as a protected class. Despite these positive changes in legal protection for the Canadian LGBT2Q community, sexual minorities still fear the possible stigma associated with their sexual orientation and gender identity(ies). This fear is especially prevalent in the workplace.

A population study conducted by polling firm CROP found that 75% of Canada’s LGBT2Q community has experienced discrimination or bullying due to their sexual orientation. According to the same study, 40% of this discrimination occurred in the workplace.

Many Canadians are not open about their sexual orientation or gender identity on the job due to the risk of being judged by their co-workers and managers. Our careers are a big part of our individual identity and we should be able to be ourselves at work, whether we identify with the LGBT2Q community or not. To accomplish this, employers should be more aware of how to create friendlier and safer workplaces for LGBT2Q staff. The following are some tips that should be considered:

1. Become Familiar with the LGBT2Q Alphabet

Employers should become more aware of LGBT2Q identification terms. For instance, “queer” was once used as a defamatory term but it is now used as an encompassing term for individuals belonging to all aspects of the LGBT2Q community or in the process of questioning. However, some LGBT2Q members can still be offended by this term due to its once offensive meaning.

2 spirited is a term for an individual who identifies with both male and female energies. It is a term commonly used by individuals who are First Nations when describing their gender, sexual orientation or spirited identity.

Transgender individuals are people who choose not to identify with their biological sex whereas transsexual individuals are people who choose to live permanently as the opposite sex typically after undergoing reassignment surgery. It is important to know which pronouns that staff members would like to be addressed by, whether it is he or she, him or her, or they, etc.

2. Keep Personal Feelings in Check

Some staff members may not support the LGBT2Q community. Staff should still be able to respect each other’s work aptitudes regardless. Ask yourself, ‘If I knew a paramedic was transgender, would I still allow them to treat my injuries? If I knew my accountant was gay, would I still let them do my taxes?’

To foster better harmony in the workplace, we need to be able to keep our personal feelings in check.

3. Display More Office Media that Advocates for the LGBT2Q Community

To show that your workplace supports LGBT2Q staff members, try to incorporate a few of the iconic rainbow LGBT2Q flags around frequently visited office areas. Furthermore, depending on the business, try to incorporate some images of LGBT2Q couples in promotional ads for your workplace (e.g., a same-sex couple and their children enjoying a dinner together for a restaurant ad).

4. Have the Option of Gender-Neutral Washrooms

Staff members who are transgender or transsexual may feel more comfortable with the option of using gender-free washrooms.

5. Inclusive Staff Events

Instead of encouraging staff members to bring their boyfriend, girlfriend, husband or wife to staff events, use encompassing terms such as “significant others” or “partners” instead. This way, a staff member’s sexual orientation or gender identity is not assumed during event planning.

LGBT2Q civil rights have come a long way, but there is still more work to be done. The above tips alone may not solve the ongoing stigma associated with sexual minorities in the workplace altogether, but they are definitely a start. If we can keep an open mind while remaining professional, anything is possible.

Jeremy Leo Stanley is an Employment Specialist at The Career Foundation-Weston Hub and a Career Counselling Connoisseur.

3 Ways Employers Can Improve Brand Awareness … While Also Giving Back to Communities!

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The Perks of Improving Brand Awareness

Brand awareness is essential for strong economic growth in the long-term. It is the extent to which consumers are familiar with the distinctive qualities or image of a particular brand of goods or services. Association with another product of a highly distinctive nature or demand is one way to achieve this. Time and time again, partnership with another entity (business or otherwise) has become the way of the future for successful business models.

After working with and acquiring both Marvel Entertainment and Lucasfilm Limited, the Walt Disney Company cemented itself as the premier entertainment powerhouse across multiple technological platforms and global markets. So simply pick up your phone and call the Walt Disney Company. It’s really just that simple (FYI Maple Leaf Sports & Entertainment Limited appears to always be on the hunt for a new partner to work with as well) … But as sarcasm doesn’t translate into print, we’ll offer you a less challenging but hopefully equally rewarding option!

The other way to increase brand awareness is also the more altruistic method: through association with and support for a popular cause and burgeoning charity.

Here are three ways you can add to your company’s brand awareness while helping those around you.

1.) Networking within Board of Trade and Chamber of Commerce events are for the most part seemingly only business-related networking events, and this is mostly true. However, it is also a casual way to meet professionals from every walk of life, including but not limited to not-for-profits, NGOs, area charities, and provincial service providers. You may discover something that speaks to your heart, and from that point on you simply need to introduce yourself, your business and ask how you can be of assistance.

2.) Connect with those organizations already on the frontlines assisting those in need. Service clubs such as the Rotary, Kiwanis, Kinsmen, and the Lions and Lioness Clubs of Canada are great places to start. These organizations were originally founded by community business professionals with the purpose of supporting important causes in their communities. They are also excellent networking opportunities for employers in general.

As well, events in conjunction with hospitals, community centres, and sports associations associated with youth and persons with disabilities are a very popular way to promote the health and well-being of your community while simultaneously having the greater public take notice of your business – and there’s nothing wrong with that!

3.) Support Toronto and area Youth Programs by connecting with the fastest growing Employment Ontario Service Provider in Ontario! Connect with The Career Foundation! We have been a non-profit registered charity (reg. # 12265 9048RR 0001) since 1988. We gratefully accept donations from individuals or organizations. If you would like to help us help others, please call the Development Officer at 416-642-2406 or contact us at donations@careerfoundation.org.

If you’re an employer looking to be charitable we can certainly help you; though there is still much more that we can offer your business. The Career Foundation has been connecting job seekers and employers since 1988. As a Service Excellence Organization with close to 30 years of experience, we are able to deliver the best fit for your vacancies, at no cost to you. Over 2,000 businesses ranging in size and industry utilize our programs and services to fulfil their HR needs. Our Recruitment and Training Assistance program, which we tailor to the specific needs of each hiring organization, can include the following:

  • Having our experienced staff identify candidates with the right fit for your vacancies
  • Connecting you with job seekers of diverse backgrounds and skills, including youth, professionals and tradespeople
  • Utilizing our offices for on-site interviews and hiring events
  • Accessing financial incentives, including the Canada-Ontario Job Grant program, which provides up to $10,000 in government support per employee towards short-term training to your existing and new employees
  • Receiving assistance with coaching new employees and best practices to ensure retention

Give us a call and let us show you how we can help your business. We are the best at what we do, and what we do is imperative to the engines of our economy and your employees: We develop human potential.

Jason Douglas Smith is a Training Application Coordinator with The Career Foundation, and has successfully directed clients in not only developing personalized job search strategy plans, but in circumnavigating the rigorous demands of applications for provincially-funded retraining. When not working, this self-professed Futurist can often be found reading, writing and barbecuing in his native Burlington.