As a historical movement that began with the Stonewall Rebellion in 1969 by gay activists in response to police raids in New York, Pride Month, celebrated in June in Canada, is a pivotal time for all Canadians to recognize the history and contributions of LGBTIQ2S+ communities. However, despite Canada’s international reputation as a progressive leader in promoting equality and freedom for LGBTIQ2S+ people, much work remains to be done.
Despite reports that hate crimes against sexual minorities are decreasing, a poll conducted by the Canadian Centre for Diversity and Inclusion suggests that nearly 30% of LGBTIQ2S+ workers reported experiencing workplace discrimination, compared to 2.9% of non-LGBTIQ2S+ groups. Moreover, 75% of LGBTIQ2S+ individuals believe that employers should provide an opportunity for their staff to self-identify or disclose personal information about their identity. The message is clear: removing homophobia and transphobia from the workplace is not the same as addressing deep-seated systemic barriers and cultivating an environment that supports the success of all LGBTIQ2S+ members. The private sector must demonstrate meaningful commitment to move beyond compliance, adequately addressing the unique needs and challenges faced by LGBTIQ2S+ employees in the workplace, ensuring that their diverse voices are not only heard, but actively integrated.
One of the mass business initiatives related to ongoing LGBTIQ2S+ activism is associating corporate incentives with an individual’s sexual orientation and/or gender identity. In the last decade especially, rainbow objects have become a symbol of queer awareness and support, and at times, a performative display of allyship. For example, rainbow washing has been used by businesses that brand themselves as LGBTIQ2S+ allies, when in reality, heightened performative activism disguised as advocacy can raise concerns about what Pride is truly intended to stand for.
The UN Global Compact Network Canada believes that the current narrative has to shift in the private sector. Businesses must move away from performative activism and start incorporating meaningful changes to build safer spaces for LGBTIQ2S+ individuals by:
Restoring inclusive spaces for LGBTIQ2S+ members is not merely a human rights responsibility; it also has financial, operational, and cultural benefits for businesses, as inclusive policies lead to a more productive work environment and higher retention rates. As such, it is necessary that the corporate sector take concrete steps to eliminate discriminatory practises against LGBTIQ2S+ communities. Engage with the UN Global Compact to learn more about how your workplace can better allocate resources for LGBTIQ2S+ members, and take the next steps in your human rights journey.
If you're interested in joining the UN Global Compact and tapping into its vast network in Canada, we invite you to take the next step. Become a Participant and help lead the charge to advance sustainable development and social responsibility with us.
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