Notice is hear-by given to members of a Special General Meeting to be held between 3 December 2023 – 17 December 2023 to confirm a revision to the Corporation’s bylaws. This meeting will be held exclusively on Election Runner.
A session to review the bylaw revisions will be held at 7 PM ET on Tuesday 5 December 2023 on Google Meet. Register to attend.
Walking through life, we encounter people with different cultural backgrounds, and thus, many unique and influential experiences have shaped their beliefs and behaviour today. The workplace often approaches diversity in a boxed perspective, where race and gender are significant players in the institution’s EDI (equity, diversity, and inclusion) quota. These intersectionalities are definitely of value, however, the idea of cultural diversity is one left unexplored. Much like other intersectionalities, one’s cultural upbringing and experiences in different workplace cultures affect the way employees approach innovation, problem-solving, the social aspect of the work environment, collaboration, and success. By identifying the components of unfair workplace arrangements in different work cultures, companies can enhance their own working environments and reevaluate the holes in their management designs.
A hierarchical system addresses the question of ‘what authority can I report to when the authority in direct line of my position is inadequate?’. In Westernized countries such as Canada and the United States, the corporate ladder is built with an architecture of privilege, often leading to a white, cis man at the top with an unjust amount of wealth. This system works because immigrants and people of colour are foundational in the economy of North American countries, which correspondingly produces a sliding scale of privilege with these communities at the bottom. This is not to say that merit is not of considerable importance or that egalitarianism is not enforced in North America, however, it would be incorrect not to address the line of privilege that structures the Western employment system.
In countries where multiculturalism is not of factor, such as those in the South Asian diaspora, this hierarchy is catapulted by the cultural significance of age and the amount of time an individual has worked in that institution (Hofstede Insights Oy, 2021). Communities in India, for instance, hold great respect for elderly people, so seniority greatly influences leadership choices in companies. A characteristic that many in Western countries find as a disadvantage, can often be of advantage in these countries due to the contrast in cultural values.
Despite merit, technologically up-to-date skill levels, work attitude, or workplace contributions, those with seniority are favoured for high-paying managerial positions and promotions, receive high praise, respect, and recognition from colleagues, and as a result, are granted a say in important corporate decisions (Hofstede Insights Oy, 2021). These individuals can also be quite attached to the ‘old’ way of doing things and thus, become resistant to change, causing an unfortunate domino effect on their company’s progress in a rapidly changing environment.
Regardless of cultural differences, one common thread of privilege rings true for all: nepotism. This is the act of intentionally favouring an individual due to your personal bias or affiliation with them, whether it be toward a family member, a friend, or a partner (Cambridge Dictionary). When meritocracy– a system also affected by the sociopolitical determinants of race– is given no value in the workplace, employees begin to question their worth, respect for the company, and their motivations for self-improvement and advancement in the workplace. As a consequence of not rewarding employees for their work, their feelings of underappreciation can lead to hopelessness, underperformance, and resignation.
As evolving social influences put pressure on traditional, outdated ideologies and management styles, cultural dynamics shift over time. It is important not to dismiss these dynamics because a lack of cultural expression restricts societies from approaching the work environment in contiguity with their social structures. Moving forward, individuals should look deeper into the webs that uphold their work environment, to better understand the elements that have subconsciously affected their motives while seeking upward mobility.
References
Cambridge Dictionary. (n.d.). Nepotism. https://dictionary.cambridge.org/dictionary/english/nepotism
Hofstede Insights Oy. (2021). Country comparison tool. Hofstede Insights. https://www.hofstede-insights.com/country-comparison/india/
This article was written by summer student Ilesha Prabhudesai. This article was funded by the Government of Canada.
Without any prior knowledge of its cultural significance, many companies conduct activities related to other cultures in the name of diversity and inclusion. The social perception within corporations in regard to their view on equity, diversity, and inclusion (EDI) has shifted, from a topic one must oblige to reluctantly while doing the bare minimum, to retaining the same attitude but now with an overzealous tint. When organizations do too little for their racialized and marginalized employees, it sends the message that they don’t value their experiences and perspectives, however, when organizations put on a grand performance of diversity and inclusion, it becomes apparent that they care more about public approval than employee satisfaction. Between this is a delicate balance– but how do we reach it? How do we know the intent aligns with its impact?
Microaggressions in a workplace setting refer to statements or actions, with an intent of malice or due to subconscious bias, that discriminate against a marginalized group member (Falcone, 2023). Comments such as ‘you drive well for a woman’, ‘all Asians are good at Math’, ‘Indian food smells bad’, or ‘but you don’t look gay’, perpetuate harmful stereotypes, disrupt the safe environment that a workplace strives to create, and limits individuals to labels (Falcone, 2023).
Along the same thread, the act of cultural appropriation aims to grasp onto an aspect of another culture for your personal gain without any semblance of respect or knowledge regarding the culture and its customs. In order to bridge this gap between the curiosity of another culture and appropriate actions to honour the culture, we must walk on the path of appreciation. This requires you to educate yourself regarding the culture’s customs and traditions, and its significance, and participate in it with the lens of respect. Unfortunately, such a notion is largely dismissed by the masses, resulting in stories like that of Lakshmi Nair– the founder of the very first POC-owned Yoga studio in the United States of America, Satya Yoga Cooperative (Nair, 2019).
When Lakshmi Nair, an Indian-American woman from Denver, Colorado, was a young girl interested in teaching Yoga, she was met with mounts of microaggressions, racism, and an inevitable alienation from the sacred practices of her own culture (Nair, 2019). Her time as a volunteer at a yoga class soured when she was made to be the subject of comments on her expression of her cultural identity, where every compliment was backhanded and a stab at the stereotype of the social and political dynamics in India (Nair, 2019).
Many white Yoga teachers used sacred Hindu deities for their end-of-the-year skits. When Lakshmi spoke out about the utter disregard and disrespect of Hinduism that it reinforces, her concerns were ignored and invalidated (Nair, 2019). In another instance where she witnessed racism and microaggressions towards Black people, as perhaps the only person of colour in the room, she felt compelled to speak out, which resulted in her getting fired from the Yoga studio (Nair, 2019). Despite it not being their community, many people of colour, like Lakshmi, risk their careers by standing up in the face of adversity and prejudice as they realize this directed behaviour is often synonymous with any person of colour, regardless of race.
Due to these experiences, many marginalized and racialized individuals feel ostracized in their work environment, leading to a disconnection between them and their colleagues, their boss, their relationship with employment, and most importantly, their relationship with their identity. A loss of self-identity can trigger severe mental health issues, leading to a lack of pleasure in life, and often, depression. Feeling like they are not ‘Black enough’, ‘gay enough’, ‘too feminine’, or ‘too Indian’ distorts a person’s view of their intersectionalities. Witnessing cultural appropriation makes a person feel invisible in a room where they should technically feel represented because the room lacks the sense of respect and appreciation that is necessary for belonging.
With this knowledge, it is strongly encouraged that companies and workplaces make the conscious decision to educate themselves and their employees prior to practicing or partaking in cultural events and activities (Falcone, 2023). A celebration of diversity is a fulfilling experience as long as it is done with pure intention as well as an educated course of action.
References
Falcone, P. (2023, June 5). Dealing with microaggression in the workplace. SHRM. https://www.shrm.org/resourcesandtools/hr-topics/employee-relations/pages/dealing-with-microaggression-in-the-workplace.aspx#:~:text=%22Microaggressions%20can%20be%20generally%20defined,Institute%20in%20Portland%2C%20Ore.%2C
Nair, L. (2019). When Even Spirit Has No Place to Call Home: Cultural Appropriation, Microagressions, and Structural Racism in the Yoga Workplace. Race and Yoga.
This article was written by summer student Ilesha Prabhudesai. This article was funded by the Government of Canada.
Is it my merit or my identity? Is it my responsibility to educate? If not me, then who? If not now, then when? Are my skills of enough value, or is my intersectionality the defining factor for my success? If you have ever looked around your office and failed to identify anyone else that looked like you, these anxieties likely keep you up at night, circling the drain in an endless loop of self-doubt. Sometimes it’s quite empowering to be reminded of the difference that your identity brings to the table, but when you’re the only one bringing in that variance, you start to feel more like an anomaly than a success story.
The ever-growing discussion of inclusion and diversity in professional settings aims to give individuals in minority groups the opportunity to achieve the same level of success as the majority, create a safe, inclusive working environment, and develop a holistic view toward problem-solving. With an array of experiences, cultures, ideas, and styles of thought, employees and employers are forced to consider a multitude of ways to approach a situation, have an awareness of their personal biases and blindspots, and thus, can better decide on a plan of action that supports a larger demographic.
Most of us, however, are simply cradling this perfect dream in our minds. More often than not, it is proven time and again that companies vocalize their value for EDI, only for it to be a facade full of reverence and insincerity. Hiring individuals, usually from minority groups, for the sake of an appearance of diversity in the workplace is a term coined as ‘tokenism’ (Sherrer, 2018). This practice can be harmful as it insinuates an ingenuity from the company’s efforts to diversify its team and creates a dissonance between employees that are minorities and their employers.
A study by Hilton Kelly regarding racial tokenism that Black people experience in a school workplace setting introduces the idea of feeling like a “pink poodle” and the overwhelming demand to be engrossed in racial-based chatter (Hilton Kelly, 2007). Here, the “pink poodle” metaphor refers to the ‘deer in the headlights’-like feeling of being exposed, under a spotlight, different, when, for instance, you gather outside the school for a fire drill or sit in a school-wide assembly (Hilton Kelly, 2007). Teaching in predominantly white schools, the two Black teachers, Shelia and Timothy, resonate with the “pink poodle” feeling, but continue to stay despite the apparent tokenism because ‘if not us, then who? If not here, then where?’ – a common string tethering many minorities to their white, cis-gendered workplace environments. When expressing their thoughts on the obvious, racially-driven conversations about ‘the documentary about Africa’ or new developments in neighbouring ‘urban cities’ from coworkers, they reason that “you can legislate behaviours, but you can’t legislate attitudes” (Kelly, 2007).
Although these are only a few specific stories of individuals who have taken on the burden of tokenism in their place of work, countless other such reports exist, and each person’s experience and attitude toward it may vary. While facing internal battles of self-worth, minorities face heavy topics regarding race, gender, culture, and sexuality– matters of conversation never expected of their white, cis-gendered counterparts– and, consequently, carry the pressure to address and speak for their entire community appropriately. The social climate vehemently critiques people of colour (POC), women, LGBTQ+ individuals, and other marginalized or racialized groups for being ‘political,’ possibly because their existence simply questions numerous political and social ideologies. Similarly, on a smaller scale, this mindset is carried out in work environments, usually subconsciously, when small talk becomes a discussion about the Indigenous housing crisis and the new laws against transgender healthcare.
To bring forth change, companies must consider the significance of equity, diversity and inclusion (EDI) and practice it while recruiting new employees, engaging with current employees, and restructuring oppressive systems in the workplace (Sherrer, 2018). Respecting employees as people rather than viewing them as the spokespeople for a community is the most basic requirement for EDI. Hiring a more diverse workforce and actively illustrating that the company values the diversity of its employees suggests their willingness to learn and grow alongside their team rather than to meet a diversity quota. When diversity becomes a duty, it inches closer to becoming an act, whereas a genuine regard for equity and inclusion will always lead to a fulfilling work experience.
References
Kelly, H. (2007). Racial Tokenism in the School Workplace: An Exploratory Study of Black Teachers in Overwhelmingly White Schools, Educational Studies, 41:3, 230-254, DOI: 10.1080/00131940701325712
Sherrer, K. (2018, February 26). What is tokenism, and why does it matter in the workplace?. Vanderbilt University Owen Graduate School of Management. https://business.vanderbilt.edu/news/2018/02/26/tokenism-in-the-workplace/
This article was written by summer student Ilesha Prabhudesai. This article was funded by the Government of Canada.
Star Trek is a science fiction franchise that depicts the adventures of various starships and their crews in the 23rd and 24th centuries. The series is known for its optimistic vision of the future, where humanity has overcome its internal conflicts and joined forces with other alien civilizations to explore the galaxy and seek out new life and new civilizations.
One of the most notable aspects of Star Trek is its portrayal of workplace diversity, both on and off screen. The series has been praised for its inclusion of characters from different races, cultures, genders, and backgrounds, as well as its representation of social issues such as racism, sexism, discrimination, and prejudice. Star Trek has also inspired many people from marginalized groups to pursue careers in science, technology, engineering, and mathematics (STEM), as well as in leadership and diplomacy.
The original Star Trek series, which aired from 1966 to 1969, featured a diverse cast of characters, including a Japanese-American helmsman (Sulu), an African-American communications officer (Uhura), a Russian navigator (Chekov), and a half-human, half-Vulcan science officer (Spock). The series also featured the first interracial kiss on American television between Uhura and Captain Kirk1. The creator of Star Trek, Gene Roddenberry, believed in an idea he termed as IDIC, or “infinite diversity in infinite combinations”, which celebrates the diversity of the universe and the potential for harmony among different beings2.
The subsequent Star Trek series continued to expand on the theme of diversity, introducing more characters from different species, such as a Klingon security officer (Worf), a Betazoid counselor (Troi), a Trill science officer (Dax), a Bajoran first officer (Kira), a holographic doctor (The Doctor), and an android second officer (Data). The series also explored the challenges and benefits of working with diverse teams, such as cultural misunderstandings, ethical dilemmas, interpersonal conflicts, and creative solutions. For example, in the episode “Darmok”, Picard and an alien captain have to overcome their language barrier by using metaphors and stories3. In the episode “The Measure of a Man”, Data has to defend his rights as a sentient being against a Starfleet scientist who wants to dismantle him4.
Star Trek also addressed the issues of diversity in society at large, such as the struggles of minority groups, the dangers of intolerance and bigotry, and the importance of respect and cooperation. For example, in the episode “Let That Be Your Last Battlefield”, Kirk and his crew encounter two aliens who are at war with each other because of their skin color. In the episode “The Outcast”, Riker falls in love with a member of a genderless species who faces persecution for identifying as female.
Star Trek provides lasting lessons on diversity that are relevant for today’s world. The series shows that diversity is not only a reality, but also a strength that can enrich our lives and our work. By embracing diversity, we can learn from each other, grow together, and achieve greater things. As Spock once said, “Infinite diversity in infinite combinations… symbolizing the elements that create truth and beauty.”
This article was written by volunteer J2DW CEO Peter V. Tretter
She tugs up the fifth and final flight of stairs, letting out a deep sigh and gasping for air as she hears the familiar sound of the coffee machine and mild complaints about the soon-to-be-announced project. Sweat drips down her forehead and scales her cheeks, which have grown slightly blush from the unwelcomed cardio her four-month pregnant body just endured. The elevator is getting fixed this week but she shouldn’t have to climb up five flights of stairs while pregnant until then. Yet, she’s too afraid to complain, to bring the wrong kind of attention to herself, to be perceived as the ‘pregnant woman’ rather than a project manager who happens to be pregnant. Later that day, when the new project is announced and her name is nowhere to be found, David, the boss, gives her a sympathetic shrug and a light tap on her shoulder. Just thought it would be too much for you. Maybe when your kid is older. Is this how it’s going to be now? Will she be stuck in the same position with tasks below her skill level while she watches others dive into intriguing projects and make meaningful contributions?
If you’re coming from part 1 of this blog, you’re familiar with the general topic of pregnancy in the workplace. Pregnancy discrimination is a form of sex-based prejudice, considering that those with a uterus can get pregnant, and it is unmistakably common in most workplaces. The Canadian Human Rights Act establishes that pregnancy discrimination, which includes “negative treatment, refusal to hire or promote, termination of employment, or harassment” (Canadian Human Rights Commission), is strictly prohibited. This act helps protect pregnant employees from mistreatment and prejudice in the workplace and encourages employers to promote a more accommodating and accessible working environment. However, it is no surprise that the theory doesn’t always align with reality, and these acts of discrimination continue to hinder the possibility of upward mobility while dissipating any excitement or motivation the employee once carried about their job.
Upward mobility becomes a fatality for many pregnant individuals. Pregnancy discrimination is not always intentional as it can often root in an unconscious bias regarding women and gender roles in the workplace or come from a place of genuine concern for the individual’s well-being, but nonetheless, the damage is all the same. Social perception of the employees in question shifts from the skill and value they provide to the work setting, and to the new boundaries and roles their pregnancy requires. To combat this misstep, consider reframing your thoughts by recognizing coworkers for their dedication and skill first and foremost, as it is a sign of respect necessary for a healthy workplace. This introduces the dire need for reevaluating the language used around pregnancy and childbirth in association with employees. Determine– is the support we are offering as employees and employers coming from a place of compassion or of prejudice? The primary distinction is respect.
Employment Insurance (EI) maternity leave in Ontario is 15 weeks long (Government of Canada, 2023). These 15 weeks pass by quickly and create an unintentional and unconscious barrier between the returning employee and their colleagues. While the mother is battling separation anxiety from the newborn, physical pains and discomfort, and the mental and emotional effects of childbirth and caring for a newborn, she soon realizes that the work she relied on for fulfillment and distraction is no longer gratifying. Due to unconscious bias, employers undermine the new parent’s ability to maintain job performance and, thus, cause a lull or stagnance in their professional development, which inhibits their ability to attain more authoritative positions. New parents may appreciate the decreased expectations at first because it gives them time and space to ease into being a working parent; however, the workplace is often unable to break its fixation on the woman’s role as anything other than a mother– an issue male parents are rarely subject toward. Viewing women as multifaceted beings by practicing compassion and showing respect is crucial for employers and employees alike. This approach forms an avenue to enforce structural and behavioural changes that lead to concrete, large-scale improvements in the lives of pregnant women and new parents.
Those of us that have never had to consider these issues are in jeopardy of overlooking the experiences of an entire group of people. By outlining these experiences, this article hopes to remind CEOs, employers, and employees to reconsider their internal biases and restructure their approach toward pregnancy in the workplace.
References
Canadian Human Rights Commission. (n.d.). Pregnancy & human rights in the Workplace. https://www.chrc-ccdp.gc.ca/sites/default/files/publication-pdfs/pregnancy_policy_0.pdf
Government of Canada. (2023, February 21). Employment Insurance maternity and parental benefits. https://www.canada.ca/en/employment-social-development/programs/ei/ei-list/reports/maternity-parental.html#:~:text=How%20long%20will%20I%20receive,of%20the%20two%20is%20later
This article was written by summer student Ilesha Prabhudesai. This article was funded by the Government of Canada.
In a world where lack of diversity and inclusion within workplaces are often highlighted, it is important to engage in thought-provoking conversations on how to overcome such challenges and create new opportunities within the workplace. To stimulate such discussions, we are thrilled to introduce “Diversity on Air” – a podcast group dedicated to exploring the intricacies of diversity in the workplace. This unique podcast aims to equip listeners with the knowledge needed to create safe and inclusive environments. With two episodes already released on Spotify, “Diversity on Air” promises to be an invaluable resource for professionals seeking to build diverse and inclusive workplaces.
Episode 1: “Divergence Represented”
The first episode of “Diversity on Air” examines the topic of workplace diversity. This episode highlights the significance of embracing diversity within the professional world. It explores the numerous benefits that a diverse workforce brings, including improved problem-solving, enhanced creativity, and heightened innovation.
Furthermore, it delves into practical strategies for creating an inclusive work environment. It discusses the do’s and don’ts of fostering diversity, providing actionable tips to promote inclusivity, such as facilitating open communication, encouraging diverse perspectives, and addressing unconscious biases. By listening to this episode, listeners can gain insights into creating a workplace culture that celebrates and embraces differences.
Episode 2: “Stereotypes and Biases”
In the second episode of “Diversity on Air” titled “Stereotypes and Biases,” the podcast team tackles the major issue of gender stereotypes and biases within the workplace. This episode sheds light on the prevalent biases that hinder progress and limit opportunities for individuals based on gender.
This episode emphasizes the importance of awareness and education in combating biases. It encourages listeners to critically evaluate their own beliefs and assumptions while providing practical advice on how to challenge stereotypes in the workplace. By addressing such challenges, listeners are empowered to identify and challenge stereotypes to create a more equitable and inclusive workplace.
Looking Forward
As “Diversity on Air” continues to grow, listeners can look forward to a wide range of topics that delve into different dimensions of workplace diversity. The podcast team plans to explore themes such as racial diversity, LGBTQ+ inclusion, cultural awareness, and disability representation. By examining a range of different issues surrounding these topics, “Diversity on Air” aims to cultivate a deeper understanding of the challenges faced by marginalized communities in the workplace.
Moreover, the podcast team intends to incorporate views from individuals with diverse backgrounds, providing valuable insights and real-life experiences. These conversations will enable listeners to gain a broader perspective on diversity-related issues and discover innovative approaches to creating inclusive workplaces.
As “Diversity on Air” continues to grow, we hope to demonstrate the necessity of diversity and inclusion in a successful workplace while continuing to serve as resource for knowledge and inspiration. Through its insightful episodes, the podcast team strives to equip listeners with the tools needed to create safe and inclusive environments. By discussing a wide range of topics and engaging in meaningful conversations, “Diversity on Air” empowers listeners to challenge biases, embrace diversity, and foster a culture of inclusivity. Tune in to “Diversity on Air” on Spotify to learn more about workplace diversity and inclusion.
This article was written by summer student Shoky Ilkhomov and edited by summer student Ilesha Prabhudesai. This article is funded by the Government of Canada.
The exhaustion that comes from carrying a child while managing teams and responding to passive-aggressive emails ruminates in your body way past the delivery date. It circles the back corners of your mind and infuses your blood with inexplicable disdain and fatigue, but alas, you must return in a few weeks to ensure financial security for your newborn. The topics of work conditions, accessibility and accommodations, and, most importantly, the mental, emotional, and physical toll of pregnancy on working women, require a greater spotlight and a more inclusive discussion. When it comes to intersectionalities such as women of colour (WOC) and gender-diverse individuals, this conversation comes to an abrupt stop or fizzles out in unproductive chatter. Hence, an introduction and a brief discussion is warranted.
One of the first hurdles after finding out you are pregnant circles the idea of “breaking the news” in the workplace. Sharing such a big event of your life with your employer, and, eventually, your colleagues is daunting, quite exposing, and extremely nerve-wracking. On one end, pregnant women must consider and fret over their social perception in a professional environment as well as its impact on their position in the workplace. On the other hand, employers must scope out their accommodation/accessibility needs, the potential risks with project timelines, and hash out the logistics. Both parties are subject to stress and pressure to “do it right” without leaving an indelible mark on work performance– which is simply not possible.
What is the most appropriate language to use while telling your coworkers you are expecting? Should I just let the size of my growing stomach do the talking? (Hai, 2018) When English isn’t your first language or if you are an immigrant, this conversation gets increasingly difficult as Canadian social norms are foreign to you. Following the barrier of breaking the news, a million anxieties cloud your mind. “Will this make me inferior to my coworkers?” is often the most common concern pregnant individuals face at this stage. This anxiety is only heightened if they are a POC, as, this intersectionality often compels individuals to “overachieve” to earn respect and upward mobility in their careers.
Once the news is out, pregnant individuals must deal with the mental, emotional, and physical effects of pregnancy in the workplace. For instance, standing for too long can result in dizziness, hypertension, placental abruption, and back pain, and may even lead to pre-term delivery (Government of Canada, 2023). If physical labour is a part of the job, employers must take the necessary precautions regarding noise levels, chemical handling, pushing/pulling/lifting, and heat exposure (Government of Canada, 2023). An ideal workplace should provide clear, quick access to the bathroom, access to toiletries, an accessible route to the workplace (including access to an elevator rather than taking the stairs), permission to take regular, short walks to prevent foot swelling, and easy access to an emergency plan if needed, to name a few. Employers are encouraged to take these factors into consideration to accommodate this new change so employees can best focus on their performance in the workplace and ensure productivity.
In understanding some of these basics of navigating the workplace as a pregnant individual, I encourage readers to be more introspective about their own experiences with this topic. In what ways have you supported a pregnant individual in your workplace? How have your actions positively or negatively impacted them? In the next article, I aim to dive into the nuanced topic of pregnancy discrimination in the workplace, maternity leave, and work-life balance, where I hope to drive a deeper discussion surrounding pregnancy and intersectionality.
References
Government of Canada, C. C. for O. H. and S. (2023, April 4). Reproductive health – pregnancy in the workplace. Canadian Centre for Occupational Health and Safety. https://www.ccohs.ca/oshanswers/psychosocial/wh/reproductive-health-pregnancy-in-the-workplace.html#:~:text=Prolonged%20standing%E2%80%93%20may%20lead%20to,32%20weeks%20should%20be%20avoided
Hai, S. (2018, July 20). How my pregnancy changed my experience at work. Thrive Global. https://community.thriveglobal.com/how-my-pregnancy-changed-my-experience-at-work/
This article was written by summer student Ilesha Prabhudesai. This article was funded by the Government oF Canada.
Journey to Diversity Workplaces presents Season 2, Episode 1 of Diversity on Air titled Stereotypes and Biases.
You can find it on your favourite provider or on Spotify for Podcasters.
As most may know, June is widely recognized and celebrated as the 2SLGBTQIA+ Pride Month. Around this time in 1969, there lay the historic Stonewall Riots led by the queer community against police raids that spanned six days (The Library of Congress, n.d.). To commemorate this step of courage and bravery that has influenced a cascade of social, political, and structural shifts for the 2SLGBTQIA+ community, Pride Month has become a time of celebration and joy.
To promote an efficient, productive, and safe workplace, employees must feel respected and comfortable in the physical environment while conversing or collaborating with peers and those of authority. Many companies choose to support or highlight their 2SLGBTQIA+ employees simply during June, thus, coming off as performative and shallow. As a result, it is vital for employers to truly understand the cause and its importance, and then successfully create initiatives that support the 2SLGBTQIA+ community based on knowledge and respect. Three main ways to go about this are outlined below.
Pride is more than just a month; it is a year-round celebration. To be a genuine ally in the workplace, you must treat individuals in the 2SLGBTQIA+ community with respect and consideration despite the month on the calendar. But of course, having a few treats during Pride Month is always appreciated.
Reference
About: Lesbian, gay, bisexual, transgender and Queer Pride month: Library of Congress. The Library of Congress. (n.d.). https://www.loc.gov/lgbt-pride-month/about/
This article was written by summer student Ilesha Prabhudesai. This article was funded by the Government of Canada.
