June to September is Pride Season in Canada, a time to celebrate 2SLGBTQI+ people (that is, people who are Two-Spirit, lesbian, gay, bisexual, transgender, queer, or intersex, or who use other terms related to sexual or gender diversity) and honour the contributions that they have made and continue to make. 

At the Canadian Media Guild, we stand in solidarity with the 2SLGBTQI+ community. We recognize the diverse identities and experiences within our membership and beyond. Our commitment to diversity and inclusion extends beyond words to actions that create a more equitable workplace for all. As we celebrate Pride season, we reaffirm our commitment to fostering inclusive and supportive workplaces where everyone can thrive.

This Pride Season, let us support our 2SLGBTQI+ siblings through learning and inclusive action. Pride at Work writes that several research reports show violations of labour rights, wage gaps, microaggressions, harassment, and systemic barriers to being out at work. As union members, we acknowledge that there is work still to be done to ensure equality and respect for all. 

There are some actions Pride at Work shares to support a more inclusive workplace:

• evidence of commitment to 2SLGBTQIA+ employees at a systemic level and demonstration of accountability
  – for example, demonstrated ethical use and actualization of employee feedback and data from internal diversity surveys while prioritizing confidentiality

• explicit policies, procedures, strategic directions, and action plans that include the protected grounds of gender expression, gender identity and sexual orientation
  – for example, dress code policies should be based very specifically on safety related to the job, and inclusive options should be considered when not entirely removed. Dress codes have historically been how employers have penalized gender non-conforming, Black, Indigenous, and people from minority religions, including but not limited to Muslims and Sikhs

• meaningful relationships developed with 2SLGBTQIA+ communities
• representation of 2SLGBTQIA+ individuals in leadership
• evidence of ongoing commitment to learning

A big win for the Canadian Media Guild, has been getting a gender-neutral collective agreement. Several locations within the Guild are joining local pride celebrations. In 1993, standing for 2SLGBTQI+ rights meant fighting for same-sex partners to be recognized by health benefits. As members today, what opportunities do you see to continue supporting 2SLGBTQIA+ siblings in the workplace?