Many organizations claim to be inclusive and have LGBTQ2S+-friendly workplaces, but seldom walk the talk.
Overall, we’ve come far in including members that identify as lesbian, and gay but we could do a lot more to be inclusive of those who identify as transgender, queer, two-spirit, non-binary and bisexual
Provincial and Canadian laws have been changing over time, going beyond just the promotion of inclusivity. However, an Ontario-based study found that 50 percent of trans people were living on less than $15,000 a year.
We need to do better, so we had Mariana Cortes and Angel Glady come into the office to tell us how. Both Mariana and Angel are active advocates in the LGBTQ2S+ community and have created a workshop that helps companies understand how they can be better allies.
So, what’s an ally exactly? Mariana and Angel shared this video with five tips for anyone who “wants to fight for a marginalized group that they’re not a part of.”
One of the main learnings from our session with Mariana and Angel was that to simply claim that you are an ally is not enough. A truly inclusive culture extends far beyond the basic hiring of staff who come from diverse backgrounds. It takes training and time to ensure that an organization is inclusive to its core.
Companies that are looking forward and taking a pro-diversity stance are standing out. Brands have an important role and a well-crafted message has power to change. Levi’s, Apple, Cineplex and Home Depot are all examples of companies that have built inclusion and diversity into their core values.
These companies benefit because they are seeking out overlooked talent and gaining a more diverse perspective to better represent their customers.
Companies need to be taking a proactive approach by reviewing policies, recruitment practices, dress-codes, health benefits, HR metrics, and instilling in your company culture the importance of using inclusive language.
Want to learn more about what your organization could do to create an inclusive workplace for all? Drop us a line.