LGBTQ2S+ Rights in Canada Quiz

Sexual Orientation and Work

• Sex is based on biological factors (male or female).
• Intersex individuals have anatomical characteristics of both sexes.
• Gender is concerned with social expectations and roles associated with sex.
• Gender identity is how a person perceives themselves (male, female, neither, both, or flexible).
• Cisgender individuals have a gender identity consistent with their biological sex.
• Transgender individuals have a gender identity that differs from their assigned sex.
• Sexual orientation concerns attraction to people of the same and/or other sex.
• Sexual orientation identity is awareness of one's sexual orientation.
• Heterosexual individuals are attracted to the opposite sex.
• Homosexual individuals are attracted to the same sex.
• Bisexual individuals are attracted to both sexes.
• Asexual individuals are not sexually attracted to either sex.
• 4% of Canadians aged 15 and older identify as LGBTQ2S+. (Stats Can, 2022)

What is "Different" about Sexual Orientation?

• Sexual orientation is identified when a person chooses to self-identify.
• LGB persons may experience hostile environment discrimination even if they are not "out".
• Stereotypes of gay people are often based on media portrayals and may be inaccurate.
• Victims of other types of discrimination often have support networks.
• Some individuals may have religious or moral objections to LGB persons.
• Sex, race, and ethnicity are generally apparent at birth and not often changeable.

Canadian Context

• Same-sex sexual activity was decriminalized in Canada in 1969.
• The Supreme Court of Canada ruled that sexual orientation is constitutionally protected in 1995.
• Canada legalized same-sex marriage in 2005.
• Canada banned conversion therapy in 2022.

Homophobia

• Homophobia refers to negative beliefs and emotional responses to homosexuality.
• Transphobia refers to internalization of cultural stigma against transgender individuals.
• Men are more homophobic than women.
• Conservative religious or political beliefs and low education tend to correlate with stronger homophobia.
• Younger people generally have more positive attitudes.
• Knowing someone who is gay or lesbian can help dispel homophobia.

Canadian Statistics (Ipsos, 2023)

• 48% of Canadians say they would speak up against homophobic comments.
• 46% say they would sign a petition supporting LGBTQ2S+ rights.
• 46% say they would talk to family and friends about LGBTQ2S+ rights.
• 32% say they would take actions like attending a rally or donating to an LGBTQ2S+ charity.

Workplace Issues

• Families headed by same-sex couples may experience unique conflicts.
• LGB workers reported stigma-based work-family conflict.
• There is a lack of formal invitations for same-sex partners at social events.
• LGB employees may face suppression or invention of family information.
• Challenges for LGB employees include invisibility, negative coworker reactions, and lack of social support.

Workplace Discrimination in Canada

• Studies show that a significant portion of respondents believe their workplace is not inclusive of lesbian and gay employees.
• Many workers do not disclose their sexual orientation to supervisors.
• 65% of LGBTQ2+ employees in Quebec have experienced discrimination in the previous five years.
• A study on 2STNB individuals showed that 72% experienced workplace discrimination and 49% quit their jobs.

Workplace Discrimination? (Chuang et al., 2024)

• A Canada-wide survey aimed to understand workplace discrimination against LGBTQ+ employees, how they coped, and the prevalence of discrimination.
• The survey covered demographics, discrimination, microaggressions, identity concealment, and authenticity.
• The results provide an update on the degree of workplace discrimination.

Chuang et al. (2024) - Demographics

• Sample size: 4,205
• Average age: 31.25 years old
• Average organizational tenure: 4.3 years
• 56.9% in middle or senior management
• Marital status: 45.9% single or never married
• Gender identity: 38.1% self-identified as men and 23.4% as women
• Sexual orientations: 39.3% gay men, 34.3% bisexual, and 19.3% lesbians.

Chuang et al. (2024) - Discrimination and Microaggressions

• About 50.1% of participants agreed there is workplace discrimination
• Average microaggression score: 3.00 (standard deviation of .556)
• 55% sometimes experience microaggressions at work, while 2.6% often or always do.
• Microaggressions are categorized into workplace values, heteronormative assumptions, and cisnormative culture.

Chuang et al. (2024) - Identity Management

• Almost 60% preferred to keep their identities private.
• About 50.2% felt comfortable being themselves regarding their identity.
• 52.6% agreed their colleagues' perceptions matched their own.

Chuang et al. (2024) - Voice and Suggestions

• Participants suggested improvements to workplace practices.
• 50.1% made suggestions to the workplace.
• 52.3% expressed concerns about things that made LGBTQ+ employees uncomfortable.

Chuang et al. (2024) - Canada-Wide Survey Results

• Discrimination and microaggressions are declining across Canada.
• Alberta, NW Territories, and Nunavut reported the highest levels of perceived discrimination and microaggressions.
• Ontario participants reported being the most careful in managing their LGBTQ+ identities at work.
• Findings suggest there is still some way to go to reduce discrimination

Discrimination and Its Outcomes

• In a field study, apparently gay applicants received fewer callbacks than those who seemed heterosexual.
• Gay men experience a 10-32% wage gap compared to heterosexual men in comparable jobs.
• LGBT women's earnings compared to heterosexual women.

The Minority Stress Model

• Being a member of a marginalized group is a significant source of chronic social stress.
• Research shows LGBTQ+ members often have higher stress levels due to the pressures of discrimination.
• This model highlights additional stressors affecting sexual minorities, unlike those common to other workers.

The Process of Disclosure: Coming Out at Work

• LGB employees face a decision on whether or not to disclose their sexual orientation.
• In a survey, half of LGB participants had disclosed their orientation to colleagues, lower than to family and friends.
• Disclosure was more likely in workplaces where there was high autonomy support.

The Process of Disclosure: Continued

• Three strategies LGB persons adopt (with consequences):
  • Counterfeiting heterosexual identities.
  • Avoidance.
  • Integration.
• Importance of organizational climate and policies regarding inclusivity and disclosure.

Three Challenges

• LGB employees whose identities are not disclosed may be incorrectly perceived as heterosexual, leading to indirect discrimination.
• Negative coworker reactions may include direct discrimination, avoidance, insults, and microaggressions
• Lack of social support and workplace aversion can increase their feelings of isolation.
• Courtesy stigma.
• May create a workplace that feels isolating or uncomfortable.

Career Choice and Development

• Many career theories don't apply to LGB persons.
• Important for LGB persons to seek safer havens or places supporting their identity development.

Diversity, Equity, and Inclusion for Gay People at Work

• Employers should focus on individual contributions rather than sexual orientation.
• Policies should address harassment or mistreatment.
• Organizations should integrate sexual orientation into diversity/inclusion efforts.

Why Organizations Should Respond

• Unfair treatment based on sexual orientation affects employees' jobs and satisfaction, and therefore, organization success.
• It's important to have valid predictors of job performance.
• Initiatives that cater to diversity but lack explicit consideration for sexual orientation risk creating mixed messages, thus potentially negatively impacting employees, customers, and stakeholders.
• A diversity manager's goal is to create a supportive environment.