Charles Benayon

Founder & CEO of Aspiria


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LGBT Pride Month: How to Foster Inclusion in the Workplace

IMG_7553.jpegJune is LGBT Pride Month, and I feel this is a great opportunity to discuss why LGBT inclusion in the workplace is important for employee wellness and how employers can foster an environment of inclusion.

According to a recent study by Telus, about one-third of respondents don’t find their workplace safe and inclusive for lesbian and gay employees. In addition, the study found that:

  • 57% per cent of respondents said they’re not fully out at work
  • 22% are worried about a hostile work environment
  • 15% are concerned about losing out on career opportunities
  • 10% are worried about personal safety

Many LGBT individuals facing discrimination in the workplace suffer mental health issues

“LGBT-identified individuals experience higher levels of depression and anxiety, and have higher incidents of suicide,” says Colin Druhan of Pride at Work”. “And the discriminatory treatment they receive from others, including in the workplace, contributes to those statistics. People should feel safe at their job, not afraid of being shamed or harmed. But many LGBT employees choose not to reveal their sexual orientation in their workplace, thinking it will make co-workers uncomfortable, or alienate them. Some fear retaliation.”

What can employers do?

Although many companies have policies regarding inclusion, it is clearly not widespread enough. And while protecting employees from discrimination is both a legal and ethical responsibility for employers, there is often a disconnect between policy and practice. There are many things that you as an employer can do to foster an inclusive work culture that is welcoming to all:

  • Develop company-wide policies regarding inclusion
  • Institute anti-discrimination and harassment policies that address homophobia
  • Promote diversity at work
  • Educate all employees and support lesbian, gay and transgender employees through resource and networking groups
  • As a company, oppose laws that suppress gay rights
  • Take part in community, fundraising and volunteering events that support the LBGT community

Why is diversity important in the workplace?

Diversity promotes and encourages different perspectives and different talents. It can inspire employees to think beyond their own views, push their boundaries, and reduce stigma. I believe we need to create cultures of diversity and inclusion so that everyone feels free and safe to be who they are. Diversity will strengthen your company. It will enhance your recruiting and retention efforts. Employers who fail to create safe, respectful environments risk losing valued employees and clients to more inclusive companies. And according to Pride at Work, the LGBT community has an annual economic impact in Canada of over $100 billion. Doesn’t it make business sense then to promote diversity at work?

Does your company have an inclusion policy in place? How does your company promote diversity and inclusion? Do you actively recruit a diverse workforce?

 

 

 

 


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Who Cares for the Caregiver?

My wife and I are in our 50s with careers, are caregivers to our 3 children who live at home, are caregivers to our own parents who are in their 80s, and wait a minute, are caregivers to my grandmother who is 102 years old. True story. What gives? Most likely the health of the caregiver.

We’ve become a nation of caregivers. According to Statistics Canada, our aging population is fuelling caregiving needs across the country. By 2030, seniors are projected to account for 25% of our population. We now bear the responsibility of caring for the elderly, the sick and our children in addition to holding down fulltime jobs. Many caregivers are so overburdened that they have no choice but to put careers on hold. I thought I would share with you some knowledge we have around this issue, for you to consider:

  • More than 8 million Canadians provide informal care to a family member or friend.
  • More than 1 million caregivers are older than 65.
  • 44% of caregivers between the ages of 45-64 care for both a parent and children.
  • The number of seniors requiring care is set to double over the next 15 years.
  • 39% of caregivers look after the needs of their parents, 8% care for a spouse.
  • 35% of Canada’s workforce provides informal, unpaid work while working.
  • 6 million caregivers take time off work to provide care.
  • 10% of caregivers spend more than 30 hours per week providing care.
  • 80% of all care given to seniors in the community and 30% of services to seniors in institutions are provided by informal caregivers.
  • The economic value of caregivers is astounding: caregivers who look after seniors save Canada’s health care system between $24 to 31 billion annually.

*Data provided by CARP

It’s estimated that every year Canada loses the equivalent of nearly 558,000 fulltime employees from the workforce due to their inability to manage the conflicting demands of paid work and care (The Vanier Institute). These employee losses can cause tremendous disruption to the workplace and can negatively impact a business. Caring for a caregiver is not only an act of human kindness but it makes very sound business sense. It can enhance your organization’s image and reputation, facilitate recruitment and increase retention. Employee wellness and wellbeing increases productivity and job performance, boosts morale and inspires loyalty.

Trying to meet your employees’ responsibilities as caregivers and their obligations to the job is a Herculean task. Many caregivers lack the skills and resources to cope with the demands and as a result caregiving can take a toll on their mental and physical health. There are many ways that you can support your caregiver employees, such as providing:

  • EAP services
  • Flexible hours
  • Work-from-home options
  • Job sharing
  • Parental/compassionate leave

 

Flexibility is of paramount importance when trying to accommodate your caregiver employees. Each case will be different and should be evaluated on its own merit, so it is important to have the conversation with your staff to ensure they feel heard and considered. It takes effort, but it benefits both the employer and the employee.

Providing needed care for caregivers is an ongoing issue that is bubbling to the surface now. Do you have a plan in place for supporting employees who are caregivers?