Better inclusion: The trans and non-binary side of the LGBTQ2+ equation

By Ken Evans | kevans@apexpr.com

Ken Evans outlines the benefits for a brand of taking action to be diverse and how to seek out information on topics that may be unfamiliar.

Many organizations claim to be inclusive and have LGBTQ2S+-friendly workplaces, but seldom walk the talk across the spectrum.

Overall, we’ve come far in including individuals who identify as lesbian, gay and bisexual, but we could do a lot more to be inclusive of those who identify as transgender, queer, two-spirit and non-binary.

Provincial and Canadian laws have been changing over time, going beyond just the promotion of inclusivity. However, an Ontario-based study found that 50 per cent of trans people were living on less than $15,000 a year even with 70 per cent having post-secondary credentials.

Why should companies become educated? Brands have an important role to play in this conversation. Well-crafted messages and actions have the power to change the way people see the world.

Companies that have taken action to ensure that they are diverse, and specifically trans-inclusive, benefit because:

1. They seek diverse perspectives to better represent their customers
2. They seek out overlooked talent
3. They make data-driven hiring and promotion decisions

As communicators we need to do better. And it starts by understanding how to be a genuine trans, queer, non-binary and two-spirited ally and why it matters now.

My agency recently partnered with Mariana Cortes and Angel Glady, two prominent advocates in the LGBTQ2S+ community, to help bring their immense expertise, knowledge and wisdom to our team, peers and beyond.

So, what’s an ally exactly? Mariana and Angel shared this video with five tips for anyone who “wants to fight for a marginalized group that they’re not a part of.”

One of the main learnings from the workshop was that to simply claim that you are an ally is not enough. A truly inclusive culture extends far beyond the basic hiring of staff who come from diverse backgrounds. It takes training and time to ensure that an organization is inclusive to its core.

Companies that are looking forward and taking a pro-diversity stance are standing out. Brands have an important role and a well-crafted message has the power to change. Levi’s, Cineplex and Home Depot are all examples of companies that have built inclusion and diversity into their core values.

These companies benefit because they are seeking out overlooked talent and gaining a more diverse perspective to better represent their customers.

Companies need to be taking a proactive approach by reviewing policies, recruitment practices, dress-codes, health benefits, HR metrics, and instilling in their company culture the importance of using inclusive language.