Creating an
LGBT-Inclusive
Workplace
MOVING FROM DIVERSITY TO INCLUSIVENESS FOR LGBT
EMPLOYEES REQUIRES ACTION – AND DELIVERS REWARDS
By Melissa Campeau
In most parts of Canada, it would take
some effort not to assemble a diverse
workforce. And almost certainly, that
diverse workforce includes members of
the LGBT community.
While diversity has been a strategic focus
for many organizations in recent years,
assembling a group of employees with
differing experiences and perspectives is
really just the first step. To drive innovation,
improve retention and realize all the
promise of a diverse workforce, it takes
something more.
“Inclusiveness takes diversity a step further
by creating an environment where
people’s differences of thought and experience
are actually appreciated and viewed
as a business advantage,” said Alison
Grenier, head of culture and research at
Great Place to Work Canada.
Without a culture of inclusion, diversity
is largely unrealized potential.
“Many well-meaning organizations
have jumped on the bandwagon to hire for
diversity without having the programs and
structures in place to truly bring diverse
perspectives into the fold,” said Grenier.
That’s particularly true for many members
of Canada’s LGBT community. A
2014 study by Pride at Work Canada
found 30 per cent of LGBT-identified
respondents felt they experienced discrimination
in the workplace, compared to just
2.9 per cent of the general population. In
addition, 4.1 per cent reported some type
of daily discrimination in their workplace,
compared to just to 0.8 per cent of the
general population.
Legally, Canadian employers are required
to ensure their workers are
protected from harassment and discrimination
based on sexual orientation. There’s
a specific protection for gender expression
and gender identity in some provinces, and
in others that protection is implied. As of
16 ❚ MARCH 2017 ❚ HR PROFESSIONAL