Fostering an Inclusive Space

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Fostering an Inclusive Space

10 min

In this unit, we explore how individual actions and organizational processes contribute to creating inclusion for 2SLGBTQ+ folks at work.

Content created by our partner OK2BME

What is Inclusion?

“Inclusiveness takes diversity a step further by creating an environment where people's differences of thought and experience are actually appreciated and viewed as a business advantage.”

- Alison Grenier, Great Place to Work Canada

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What is Workplace Culture?

Workplace culture includes:

Assumptions, values and norms widely held in an organization.
The basis used for decision making.
Beliefs that inform what a stakeholder does or does not do.

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Take 3-5 minutes to reflect on each of these questions and note your answers down.

What are the values that drive your organization?
How do these values play out in your agency?
Are people treated differently at different levels of my organization?

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Creating an inclusive workplace culture
for 2SLGBTQ+ people is broken down into two levels:

Personal level: inclusion practices on an individual level.
Organizational: inclusion practices for the entire workplace.

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We listed a few categories of efforts workplaces should consider when trying to create a sense of inclusion for 2SLGBTQ+ peoples.

Use the reflection you completed earlier in this unit to imagine how the actions below align with your organization’s values.

Expand each section to reveal how each can be used to promote inclusion at the personal level.

Names and pronouns

Providing opportunities for people to share their names and pronouns at work is a simple yet powerful way to promote inclusion. Encouraging people to share their pronouns and names can reduce the chances of misgendering someone and provide a safe space for people to share their gender identity. As an ally, sharing your pronouns helps create a safe space for 2SLGBTQ+ folks to share their pronouns as well and normalizes the action as something for everyone, not just 2SLGBTQ+ people.
Asking questions and respecting privacy.

It is natural to have questions or be curious about something. Some questions can be hurtful and are inappropriate to ask. Before asking a question, ask yourself if it is a question that is respectful and polite.

It is not the responsibility of 2SLGBTQ+ people to educate those outside of their community. Unsolicited questions can leave people feeling uneasy or violated. There are LGBTQ2-led organizations like OK2BME that you can access online for answers to questions you might have.
Behavior expectations

Your behaviors and actions can inform how other people act. Employees, clients, partners and leaders all collectively set the standard for expected DEI-related behaviors. Leaders and other employees in positions of influence have a greater responsibility to lead by example and showcase what behaviors are expected within an organization and how these behaviors promote the inclusion of those around you.
Forms and self-identification

Does your organization collect demographic information? Or invite people to share information about their identity when introducing themselves?

If you use forms or templates that invite people to specify their gender, make sure you provide options beyond man and woman and provide the choice to self-identity over choosing from a list.

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Take 2-3 minutes to reflect on each of these questions and note your answers down.

Is diversity valued at my organization? How might I challenge this if the answer is no?
Are 2SLGBTQ+ people able to be out in the workplace? Am I able to help create a safe space for people to be out? If you are a part of the 2SLGBTQ+ community, do you feel like you can be out in the workplace?
Does your workplace have trans-inclusive policies? Are you in a position of privilege to advocate for this change?

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Use your activity from the previous slide to reflect on how inclusive actions can happen within each of the categories listed below. Expand each category to reveal how inclusion can be promoted within it at the organizational level.

How does each action align with your organization's practices you identified in the previous slide?

Expand each section to reveal how each can be used to promote inclusion at the organizational level.

Marketing and communications

The content displayed should represent different gender identities and sexual orientations.

For gender and sexual diversity, representation can look like featuring 2SLGBTQ+ people and stories. The identities included in promotional material is one way an organization can communicate whether they are a safe space for people of different identities.

It is critical to represent your organization accurately. Diversifying the representation presented in website, promotional or social media materials should happen only after an organization has completed the internal work to create a safe space for all.
Restrooms and changerooms

Organizations should have restrooms/change rooms that are inclusive to all genders. Gender-neutral restrooms benefit a range of individuals, not just those in the LGBT2Q2+ community. Gender-neutral washrooms are often larger, which benefits people with special needs, disabilities, or the elderly who can benefit from more space. Gender-neutral facilities also help distribute the demand for facilities by enabling anyone to use any facility if and when they need to.
Policies

While individual behaviors can help set expectations for others in a workplace, policies act as sources of truth that protect employees regardless of whose behavior one observes. A DEI policy and anti-racism policy are just two resources that can outline a company's commitment to inclusion and protecting employees of all identities. There should be specific sections or lines that reference 2SLGBTQ+ peoples as among those protected by the document.
Ongoing training and education

Organizations can help employees advance their learning about the 2SLGBTQ+ community and help foster an inclusive workspace by providing education opportunities. The units we provide just scratch the surface of the education available and helpful to understand and be inclusive of 2SLGBTQ+ people.

Training can, but does not always, result in behavior change. For training to be effective it should be ongoing, timely, and supported by additional changes in your workplace, like policies.
Benefits packages

Benefit packages should meet the needs of the 2SLGBTQ+ community. Some of these needs can include coverage for gender re-affirmation surgery and mental health support.

(Beyond Diversity: An LGBT Best Practice Guide for Employers)

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Things to remember:

2SLGBTQ+ inclusion happens at the personal and organizational level.

It is both personal actions and organizational changes that can truly create inclusive and equitable places for all.

Creating a culture of inclusion requires workplace culture, leadership and policies working together!

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How would you rate this education unit?
1 = would not recommend; 5 = would recommend

5
4
3
2
1

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Did you learn something new?

Yes
No

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Any other feedback?

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Fostering an Inclusive Space

What is Inclusion?

What is Workplace Culture?

Creating an inclusive workplace culture
for 2SLGBTQ+ people is broken down into two levels:

Things to remember:

How would you rate this education unit?
1 = would not recommend; 5 = would recommend

Did you learn something new?

Any other feedback?

Congratulations. Unit Complete!

“When we listen and celebrate what is both common and different, we become a wiser, more inclusive, and better organization.”

- Pat Wadors

Enter Access Code

Fostering an Inclusive Space

What is Inclusion?

What is Workplace Culture?

Creating an inclusive workplace culture for 2SLGBTQ+ people is broken down into two levels:

Things to remember:

How would you rate this education unit? 1 = would not recommend; 5 = would recommend

Did you learn something new?

Any other feedback?

Congratulations. Unit Complete!

“When we listen and celebrate what is both common and different, we become a wiser, more inclusive, and better organization.” - Pat Wadors

Creating an inclusive workplace culture
for 2SLGBTQ+ people is broken down into two levels:

How would you rate this education unit?
1 = would not recommend; 5 = would recommend

“When we listen and celebrate what is both common and different, we become a wiser, more inclusive, and better organization.”

- Pat Wadors