Inclusivity has been a hot topic when focusing on LGBTs in the workplace. From providing equal opportunities for team members to implementing internal diversity programs, LGBTs are finding it much easier to be “out” at work.

Workplace inclusivity isn’t solely practiced in the office or on the sales floor; it’s representative of the trickle-down effect of each company’s values starting at the corporate office to the management team and, finally, to the employee roster. With many Canadian companies listing diversity as one of their core values, employers have been practicing diversity recruitment in their hunt for new hires.

“I think about having no sense of difference when recruiting people, but rather being open to diversity since it’s such an important thing,” says Hardeep Singh, former vice president of student outreach at Out on Bay Street, when defining diversity recruitment. “Basically, it’s representing minorities, being open to the differences, and welcoming them for their differences.”

Studying as a full-time student and working with Out on Bay Street, a non-profit organization providing resources for LGBT students and industry professionals, Singh says companies with diversity recruitment practices have an advantage. “Something like being LGBTQA might hold me back because, let’s be honest, not everyone is super welcoming to LGBTQA people,” he explains. “I think when companies come out with this initiative, that really speaks to me and means you care enough to have events and have some budget to welcome our differences.” 

From an employers’ perspective, diversity recruitment is defined as simply finding the right person for the right job. At Jazz Aviation, recruitment comes from attending job fairs and working with organizations to essentially promote their positions with the interest in talking to everybody.

“We feel that by optimizing the strengths of individual employees, we will ultimately strengthen our whole collective team and that will give us competitive advantage,” says Erica Fuhr, attendance and diversity manager at Jazz Aviation. “Specific for our LGBT employees, we want them to feel that they have a positive space here regardless of their sexual orientation and gender identity.”

Aside from practicing diversity recruitment, Jazz Aviation also works closely with LGBT organizations like Pride at Work Canada and the National Gay Pilots Association, in addition to participating in Pride parades across Canada. “Just last year, we raised Pride flags in two of our employee locations—one of which in our head office—and then we communicated that to all our employees,” says Fuhr. 

After the recent debut of their LGBTA Employee Resource Group, Jazz Aviation hopes the group will be a launch pad for additional training of new hires and more company initiatives. “I think it’ll be a good way for employees to feel more empowered in contributing to the company moving forward for our overall inclusion initiative,” says Fuhr.

Diversity attracts diversity, adds Jazz Aviation recruitment manager Brenda Rowe. “If you’re not recruiting a diverse workforce, then there’s no diversity fueling your practices. If everyone looks the same or they’re from the same place, it’s really hard to celebrate diversity.”

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