For some, “coming out” as LGBT at work may be daunting—not knowing how they’ll be treated or how coworkers will respond to it. Workplace diversity training seeks to help those employees feel more comfortable with bringing their whole selves to work while also educating those around them on how to act in a supportive and inclusive way.
“The fact is that people perform better when they can be themselves, based on whatever piece of themselves they want to present,” says Colin Druhan, executive director ofPride at Work Canada.
“When somebody feels that the environment is not going to be hospitable to them because of their sexual orientation or their gender identity, people will take steps to conceal who they are when they go to work. Concealing who you are, concealing one’s sexual orientation or your gender identity at work really reduces your ability to do your job and to be productive as an employee.”
Pride at Work Canada aims to improve diversity and inclusion in the workplace for lesbian, gay, bisexual, or trans-identified employees by providing resources to employers on best practices and initiatives they can implement in their organizations.
“Pride at Work Canada regularly presents webinars that are made available to employees of our national and regional partners,” says Druhan. “These webinars are a great way for employees to be introduced to more broad topics.”
CIBC, who is one of Pride at Work’s national partners, has been running LGBT diversity trainings for over 10 years now, says Matt Petersen, senior director of diversity and inclusion.LGBT diversity trainings for over 10 years now, says Matt Petersen, senior director of diversity and inclusion.
“CIBC is very proud to be the first Canadian bank to have an employer resource group focused on supporting our LGBT identified employees in the financial services industry.”
The bank participates in and holds awareness sessions on being out and coming out in the workplace in order to help employees understand what the experience is like.
“People are afraid of saying the wrong thing or doing the wrong thing,” says Petersen. “[The sessions] really give our employees information so that they can align their actions with what, most of the time, are really good intentions on wanting to be very supportive of their colleague.”
“I think it’s really important for people at all levels to get involved with this type of training,” says Druhan. With the help of executive champions committed to LGBT diversity and inclusion, messaging from the top becomes part of the company’s values.
For those just starting in a company without a history of diversity training, Druhan suggests to build a case for introducing it by highlighting what the training would address and what activities your employer might be missing out on.
Click here for a list of Pride at Work Canada’s national and regional partners and find out who’s committed to a diverse and inclusive workplace.
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