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​​Celebrating Pride

June is the start of Pride Season, a time of celebration, advocacy, and solidarity for the 2SLGBTQIA+ community worldwide. However, amidst the global rise of anti-2SLGBTQIA+ sentiment, ensuring workplace psychological safety for 2SLGBTQIA+ employees has never been more crucial. [1] In the face of discrimination and prejudice, employers play a vital role in creating inclusive work environments where all employees feel valued, respected, and safe to be their authentic selves.  

Creating a psychologically safe workplace for 2SLGBTQIA+ employees requires intentional effort and commitment from everyone. 

Psychological safety refers to an individual’s perception of the workplace environment as safe for interpersonal risk-taking. For members of the 2SLGBTQIA+ community, this means feeling accepted, respected, and valued for who they are without fear of discrimination or harassment. Employers play a crucial role in shaping this perception and can take proactive steps to support their 2SLGBTQIA+ employees.

One impactful step you can take as a Tourism & Hospitality Employer is becoming Rainbow Registered through organizations like Rainbow Registered Canada. This certification signals a commitment to offering a welcoming and inclusive space for 2SLGBTQIA+ workers and guests. Additionally, organizations like Pride at Work Canada provide access to resources, learning opportunities and certifications to create safer and more supportive workspaces across Canada. 

So, what strategies can you take toward creating a more inclusive and psychologically safe workplace for members of the 2SLGBTQIA+ community? [2]

  • Implement organization-wide diversity training that includes a review of discrimination and harassment policies, education on the use of respectful (vs. harmful) language, and detail how your organization will support an employee who has experienced and/or witnessed discrimination and/or harassment.
  • Provide specific training for your people managers – specific diversity and inclusion training for managers helps ensure they fully understand this responsibility and know how to act on it.
  • Implement policies and practices that explicitly prohibit discrimination and harassment based on sexual orientation, gender identity, or expression. 
  • Ensure your benefits package meets the needs of all your employees – take time to understand their specific needs related to medical coverage, parental leave, bereavement, etc. (e.g. benefits packages can include coverage for transition-related costs for drugs related to HIV/AIDs.
  • Support employee resource groups where allies and 2SLGBTQIA+ employees can connect and support each other.
  • Use gender-neutral language – replacing outdated language ensures that people who don’t identify as either a man or a woman still feel that they are represented in these policies
  • Put your money where your mouth is – the best way to show support for diversity and inclusion is to make it part of your organizational structure, and this includes providing a budget. 

The positive impact of creating a psychologically safe and inclusive workplace for the 2SLGBTQIA+ community extends beyond individual employees. It enhances overall organizational performance, promotes innovation, and strengthens relationships with guests and stakeholders. By prioritizing diversity, equity, and inclusion, employers not only create environments where 2SLGBTQIA+ employees can thrive but also contribute to a more just and equitable society.

As we celebrate Pride Season, we encourage Tourism & Hospitality employers to recognize the significance of this time and take concrete steps to support their 2SLGBTQIA+ employees. By becoming Rainbow Registered, engaging with organizations like Pride at Work Canada, and implementing evidence-based practices, employers can foster a workplace where all employees feel safe, respected, and valued for who they are. 

Together, we can build workplaces that are not only diverse and inclusive but also equitable and empowering for everyone. To learn more about what you can do to create a psychologically safe workplace for your Tourism & Hospitality business, please reach out to one of go2HR’s Mental Health and Psychological Safety Consultants. 

References:

[1] https://prideatwork.ca/navigating-the-anti-2slgbtqia-wave/

[2] https://prideatwork.ca/wp-content/uploads/2017/09/Beyond-Diversity-LGBT-Guide.pdf

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Did you know?

Pride month holds deep historical significance, tracing back to the Stonewall riots in New York City in June 1969, a pivotal moment in the LGBTQIA+ rights movement. This uprising against police violence and discrimination ignited a global movement for equality and liberation. 

In Canada, Pride Month honours this legacy and celebrates the progress made toward LGBTQIA+ rights and visibility. June is a time for reflection, solidarity, and advocacy for LGBTQIA+ rights and inclusion. 

However, Pride Season celebrations extend beyond June, and you’ll find opportunities to participate in various events, including parades, festivals, marches, and community gatherings through to September.