b'7 TIPS By Anna-Liza BadalooDIVERSITY, EQUITY & INCLUSIONto Strengthen LGBTQ+ Workplace DEIM ore and more workplaces areWhat do organizations that areThis can lead to understaffed DEI implementing Diversity, Equitysuccessfully implementing authentic, lastingprograms with few supports. It cant just and Inclusion (DEI) programs.impact and DEI change have in common?be one person, because then it turns into But DEI programs dont automaticallyThey start from a big-picture perspective,performative tokenism, explains John. translate to substantive LGBTQ+ equitysays Pichette. They start with buy-in fromBut it also needs to be financially resourced progress in the workplace. Worse still,leadership. They start with providingover the long run. They might not see those such programs may actually harm the verynetworks for employees, including providingbusiness drivers come out of one years employees they are meant to support. them with budgets and direct support andworth of work. Just like reconciliation QBiz sat down with Jade Pichette,engagement with the organization as with Indigenous people, its an ongoing manager of programs at Pride at Worka whole. commitment to those values and beliefs. That Canada, and Gregory John, a gay MtisEmployee resource groups (ERG) and3 ENSURE EXTERNAL cant be done in a short time period.man who works in Indigenous engagementnetworks can effectively foster workplace in the energy sector (and nominee for thiscommunity, providing employees with years CGLCC LGBT Business Advocate ofopportunities to connect and develop.ACTIONS MATCH the Year Award), to get their pro tips on howEmployee resource groups are a reallyINTERNALcompanies can go beyond superficial DEIimportant piece of employee development, orEMPLOYEE SUPPORTS1 START WITH EMPLOYEEthey can be, says Pichette. Sometimes theyFor many companies, programs to create lasting change. result in a lot of effort by a small number ofparticipating in Pride parades and decking people, but they can be a really out their brand in rainbows are the ultimate SUPPORT INSTEAD OFpowerful resource. show of support for the LGBTQ+ community. DEI TRAINING2 ALLOCATE ENOUGHUnfortunately, such external optics can take Its easy to book a trainer to holdpriority over providing internal support to a DEI workplace course. ButRESOURCES TO queer employees. that doesnt mean its the best place to start.DEI INITIATIVES Take the 2016 shooting at the Pulse In fact, holding DEI training without otherOften, the business imperativeNightclub in Florida. We saw this organizational supports in place can seriouslyis the driver for theseoutpouring of support from big companies backfire. One workplace had an issue whereinitiatives, notes John. So, when they dontwho put out all these messages saying, somebody made transphobic commentsget those business outcomes immediately,We support the LGBTQ2+ communities, during the training, and that had a ripplethey wonder whether the program is worthand were here for you! recalls Pichette. effect on other employees, notes Pichette. resourcing. I find the number-one issue is theMeanwhile, they forgot to check in with I think its a more common experience thanlack of resources. their queer staff and say, Hey, if you are we realize.struggling right now and need to take an 12| QBiz CANADA | Issue 1 2022'