VANCOUVER – Canadian businesses can and should better support LGBTQ diversity and inclusiveness, according to a new study commissioned by Telus.
Conducted by MARU/VR&C (formerly the Research & Consulting Division of Vision Critical), the study surveyed 814 Canadians (half LGBTQ-identified) in July 2016. It found that one third of respondents do not agree that their workplace is safe and inclusive for LGBTQ employees, and that 45% do not agree their workplace is safe and inclusive for transgender employees. Additionally, 30% of LGBTQ respondents said that they have experienced or witnessed homophobic or transphobic discrimination or harassment at work, with nearly half of the incidents going unreported to employers.
The study also found that 57% of LGBTQ Canadians are not fully "out" at work: 22% of those are worried about a hostile or unfriendly work environment, 15% say that they are worried it may limit their career opportunities, and 10% are concerned with their personal safety.
"Embracing diversity and inclusiveness isn't just the right thing to do; it can also provide a significant competitive advantage”, said Peter Green, SVP business solutions west, sales and global executive sponsor of Spectrum, Telus' LGBTQ team member resource group. “In a world of increasing competition and customer choice, a diverse and inclusive environment introduces new perspectives and fuels innovation. "At Telus, we firmly believe that fostering a diverse and inclusive environment creates a whole that is greater than the sum of its parts."
LGBTQ respondents agreed that the following actions and activities would have a positive effect on diversity and inclusiveness in Canadian workplaces:
– Anti-harassment/discrimination policy (81%);
– Diversity and inclusiveness training (66%);
– Supporting/taking part in Pride celebrations (51%);
– LGBTQ employee support/resource groups (50%);
– Senior leaders supporting LGBTQ causes and events (50%).
