A diverse and inclusive work environment fosters creativity, innovation, and a sense of belonging for all employees. But not all workplaces are welcoming for LGBTQ2S+ individuals. What can you do to improve the situation?
As an ally, you take on an important role in advocating for LGBTQ2S+ rights. This helps ensure that your workplace is a safe and supportive space. And that’s good for everyone.
Be an active ally
Being an active ally can mean all sorts of things, including showing support for LGBTQ2S+ colleagues by setting a tone of inclusivity in your workplace. Here are some easy ways to do this:
- Put a small Pride flag in your pen jar.
- Hang a poster with an LGBTQ2S+ theme in your workspace.
- If you plan to attend an LGBTQ2S+ event at your organization, ask colleagues if they’d like to join you.
- Be a leader by sharing your pronouns.
Being a good ally also means being active—not passive—when you see or hear something that’s not right. If you hear homophobic or transphobic jokes or comments, don’t just sit there awkwardly. Speak up!
It can take courage to be an active ally. But when you’re passive—like when you talk privately about the issue with the people involved or don’t address it at all—you’re helping to keep alive a culture of silence and complicity.
- Educate yourself—The more you know and the more you think about the issues, the better equipped you’ll be to handle challenging situations. Read articles, watch videos, and follow LGBTQ2S+ advocates on social media. Prepare by imagining challenging scenarios and the things you could say or do to be an ally.
- Know the rules—Knowing how to report incidents of homophobia or transphobia at work can be a powerful tool. When you know the rules, you can support an LGBTQ2S+ colleague by helping them report an incident.
- Call it out—When you hear or see inappropriate behaviour or language, say something, whether or not an LGBTQ2S+ person is in the room. This helps visibly support people and also sets a standard of zero tolerance for discrimination.
Getting to know Two-Spirit people
The term Two-Spirit (2S) might be new to some, but it represents a concept that’s been around for centuries in Indigenous cultures.
Today, many Indigenous people who are gender and sexually diverse use the term 2S to identify themselves within their own culture, rather than using Western labels. 2S refers to Indigenous people who have been recognized as a third or even fourth gender, with special roles in their communities. The term goes beyond the male-female binary and brings back gender fluidity in Indigenous cultures.
2S individuals have been traditionally respected as healers and leaders. Colonization disrupted these roles, pushing them to the margins. But today, many 2S folks are reclaiming their cultural significance.
It’s crucial to remember that 2S is a unique, culturally specific identity—not something non-Indigenous people should claim.
Interview and hire diverse candidates
Professionals involved in the hiring of new people have an opportunity to shape a more inclusive and diverse hiring process. Whether you’re a hiring manager, an HR professional, or someone who sits on interview panels, you can use some practical strategies to ensure your organization attracts and supports a diverse range of talent:
- Write job descriptions that welcome everyone—Use clear and inclusive language in your job postings. Highlight your organization’s commitment to diversity. Avoid gendered language and be clear that you welcome qualified applicants from all backgrounds.
- Call for bias training—Ask your employer to train all hiring managers and people on interview panels. Teach them how to create a more fair and equitable hiring process by recognizing and avoiding unconscious bias.
- Create diverse interview panels—This not only shows the organization’s commitment to diversity, but also helps you hire the right people. Different perspectives bring different strengths. Having a mix of people on your interview panel can help you get a well-rounded view of each candidate.
- Make everyone feel at home—During interviews, make sure the environment is welcoming and inclusive. Ask questions that allow candidates to discuss their experiences and perspectives on diversity and inclusion.
- Follow up—Once you’ve hired someone, make sure they feel supported. Offer them resources and information about your company’s commitment to diversity and inclusion. And, if your company has employee resource groups, ensure that your new hire hears about them.
Resources for allies and hiring managers
Creating an inclusive and supportive workplace for the LGBTQ2S+ community isn’t something that happens overnight. It takes effort, education, and the right resources. Thankfully, there are plenty of tools out there to help allies and hiring managers make meaningful changes. Here’s a quick look at some resources that can guide you.
Support in Alberta
Alberta has plenty of resources to help you create a more inclusive workplace. The Pride Centre of Edmonton and Calgary Outlink offer training and support that’s specifically tailored to the needs of LGBTQ2S+ people in the province. They can guide you through local cultural nuances and legal requirements, making sure your workplace is truly welcoming.
The Alberta Human Rights Commission is another important resource. They can help you understand your employer’s legal responsibilities, and they offer workshops and guides on how to create a more inclusive work environment. It’s a great way to make sure your company is on the right track with its diversity efforts.
Stonewall
Stonewall is a go-to resource if you’re looking to learn more about LGBTQ2S+ inclusion at work. They offer easy to understand guides and training materials that cover everything from the basics of LGBTQ2S+ identities to how you can make your workplace more inclusive.
Whether you’re just starting out or looking to refine your approach, Stonewall’s resources can help you create a more welcoming environment.
Human Rights Campaign
The Human Rights Campaign is packed with practical resources and toolkits for creating an inclusive workplace. They’ve got everything from detailed toolkits to quick guides on challenging stereotypes and addressing unconscious bias.
If you’re serious about making your workplace a space where LGBTQ2S+ employees can thrive, the Human Rights Campaign’s resources are definitely worth exploring. Plus, their advice can be adapted to fit local contexts, including what’s relevant in Alberta.
Out & Equal
Out & Equal is all about workplace equality for LGBTQ2S+ people. They offer webinars, training sessions, and guides that can help you make sure your organization is truly inclusive.
Out & Equal also hosts an annual Workplace Summit, which is a great place to connect with others who are passionate about LGBTQ2S+ workplace issues. If you’re looking to stay on top of the latest trends and challenges in this area, Out & Equal is a fantastic resource.
Being an active ally to the LGBTQ2S+ community in the workplace requires commitment, education, and action. It’s important to keep learning, stay engaged with new resources, and regularly check in on your organization’s practices. By behaving with courage and integrity, you can make a real difference in supporting LGBTQ2S+ employees and building a workplace where everyone feels they belong.