Researchers have reported that 2SLGBTQIA+ people in Canada to face significant inequities in the labour market, including with respect to average earnings, job satisfaction, and the likelihood of being employed.
According to research by the Social Research and Demonstration Corporation (SRDC), despite Legislative and socio-cultural advances toward 2SLGBTQIA+ inclusion in Canada in recent years, their findings suggest that 2SLGBTQIA+ individuals continue to face labour market and employment inequities that are systemic and mutually reinforcing than those in other spheres.
“The employment experiences of those with whom we spoke were commonly characterized by prejudice, discrimination, stigmatization, and exclusion. In addition to implications for mental health and well-being, participants articulated specific examples where these experiences inhibited their capacity to access, maintain, and advance in employment. At the same time, participants’ accounts conveyed important differences across the 2SLGBTQIA+ community in Canada, pointing to the role of diverse social locations in shaping the experiences of gender and sexual minority individuals. 2SLGBTQIA+ individuals whose experiences were additionally shaped by sexism, racism and other forms of oppression are described distinctly and exacerbate disadvantages in employment.
Although our findings suggest that the employment journeys of 2SLGBTQIA+ individuals in Canada continue to be characterized by prejudice and discrimination, participants’ stories also displayed a great deal of resilience. Furthermore, several participants described jobs they found to be inclusive and affirming and detailed positive experiences that pointed to potential solutions. For instance, they highlighted the significance of supportive colleagues and managers, inclusive employer practices, and people-centred workplaces to their ability to succeed and progress in employment. Even where participants struggled to identify positive workplace experiences, they offered strategies they believed would enhance 2SLGBTQIA+ people’s employment outcomes. While these findings are offered as participant-proposed solutions rather than formal recommendations, we hope they mobilize people to action, with a view to developing policy and program interventions that are evidence-informed, inclusive, equitable, and effective for this population,” read part of the research.
For many 2SLGBTQIA+ people who are not cis- or straight-passing, the job application process can be extremely stressful. Navigating interviews is particularly challenging for them since they do not know how they will be received, given the risk of prejudice and discrimination.
As a result, 2SLGBTQIA+ persons now constantly have to self-identify themselves during the interview process as a means of avoiding being hired by a potentially unsafe employer, even though this might possibly result in losing opportunities.
