On the occasion of the 2SLGBTQ+ Pride festivities in Montreal, Quebec City, as well as in several other cities in Quebec, it is crucial to reflect on the place of communities from sexual and gender diversity in our workplaces.
Although major progress has been made over the past few decades, we have an important observation: much remains to be done to ensure a truly inclusive and respectful environment for all.
According to data from a Léger Marketing survey conducted in 2021 at the request of the Fondation Émergence, 65% of 2SLGBTQ+ Quebecers said they had experienced harassment in the workplace in the last five years. While several organizations have implemented inclusive policies since then, many others are still lagging behind.
Social justice
While the inclusion of 2SLGBTQ+ people represents an opportunity to promote and enhance social justice, it is important to emphasize that it also has an economic and functional aspect for organizations.
In the context where people from sexual and gender diverse communities account for on average more than 10% of the population, this proportion is necessarily reflected in the labour market and in pools of qualified personnel.
However, many studies show that diverse teams are more innovative and more efficient. Thus, a person who feels accepted and respected within their organization is happier and more productive. By creating an inclusive work environment, organizations can better attract talent, improve their satisfaction and retain them. In addition, this directly impacts their reputation at a time when labor shortages are plaguing several sectors of the economy.
It is also important to highlight the social responsibility of companies in terms of inclusion. Organizations have the power and the duty to create work environments where everyone can achieve their full potential, regardless of their sexual orientation or gender identity.
This includes adopting anti-discrimination policies, training all staff on diversity and inclusion issues, and establishing internal resources. It can also mean requiring similar standards among partners, suppliers and various stakeholders.
Setbacks
In 2024, setbacks are unfortunately observable everywhere in the West regarding the rights of 2SLGBTQ+ communities, and particularly those of trans communities. These setbacks can be explained in particular by a rise in intolerance and the polarization of discourse in the public square, which constitutes in our eyes a very regrettable situation.
In this context, inclusive workplaces can become places of refuge for people from 2SLGBTQ+ communities. If it is not possible for a person to feel accepted in society, it can still be within the organization for which they work. The responsibility of inclusion that organizations have therefore takes on an even greater importance in terms of social justice.
It is in this context that we call on organizations to take concrete measures to promote the inclusion of 2SLGBTQ+ people within their teams and everywhere.
As we celebrate Pride and diversity, we must remember that the fight for equality and inclusion is far from over. We invite organizations and all staff to actively engage in creating inclusive work environments. Together, let’s create spaces where everyone can thrive. Happy Pride!
The following signed the letter: Karl Blackburn, President and CEO of the Conseil du patronat du Québec; Laurent Breault, Executive Director of the Fondation Émergence; Anne-Marie Castonguay, Senior Director of Client Experience at KPMG Montréal; Béthanie Cloutier, Vice-Chair of the Board of Directors of the Fondation Émergence; Arielle Mathieu, Director of Public Affairs and Government Relations at the Conseil du patronat du Québec; Julien Provencher-Proulx, Director of Public Affairs and Corporate Communications at the Cabinet de relations publiques National and Governor at the Fondation Émergence.