Improving the Well-Being of GLBT Persons in the Workplace

There are many simple, effective, and inexpensive ways to foster a healthy work environment that is free of conflict and homophobia.

Respect diversity

A GLBT employee was asked to describe his idea of the best possible work environment. His answer: "The ideal work environment for GLBT persons is the ideal environment for all employees. A place where respect for diversity is not just a nice-sounding motto, but a value that is put into practice on a daily basis. A place where managers and employees all refuse to accept intolerance."

Come out at work

In a healthy workplace where diversity is respected, one way for GLBT employees to improve their well-being is to reveal their sexual orientation or gender identity to their colleagues. Many people who have stopped making the constant effort required to hide their sexual orientation or gender identity say they are less stressed and more comfortable at work and feel more a part of their team. However, coming out has sometimes proven to be a negative experience. It is up to each individual to decide when to come out, according to the particular situation and the person's own comfort level.

" Coming out of the closet" is not a one-time experience, either at work or elsewhere. It is an ongoing process that one goes through over and over again. At work, alone, there are numerous situations in which GLBT persons must choose whether or not to come out. Here are a few examples:

• When providing the name of an emergency contact person, GLBT persons must "come out" if they wish to give their partner's name and are asked the nature of their relationship.
• When required to attend the funeral of a member of their partner's family, GLBT persons must "come out" if they want to request bereavement leave rather than vacation leave.
• When they begin the process of changing their name and sex on official employment-related forms, transgendered persons must "come out" to human resources personnel.
• If GLBT persons wish to include their accomplishments in the GLBT community among the volunteer activities listed on their CV, they must "come out" to prospective employers.

Some examples of positive coming out experiences, as told by GLBT employees:

• I began by coming out to a few colleagues whom I trusted and it went well. Right away, I felt more relaxed at work and I put a photo of my partner on my desk.
• One day, a colleague who was commenting on a news article about gay rights told me she had never met a single lesbian.I laughingly told her that she need look no further. This led to an open and honest discussion that she said she really appreciated.
• When I decided to finalize my male-to-female transition, I discussed it with my supervisors and together we agreed on a plan of action. We held an information session on transgenderism and it went quite well. Now that my colleagues are better informed, our professional relationship has improved.

GLBT employees who are considering coming out at work can contact the GLBT Pride@PCH and Parks Canada group for advice and support.

Remember that you should never reveal a GLBT person's sexual orientation or gender identity without his or her permission. Sharing this kind of personal information about someone shows a lack of respect and might, in some cases, create problems and even be considered a form of harassment.

Know your rights and responsibilities

Familiarizing yourself with everyone's rights and responsibilities in the workplace is one way to help ensure the fair treatment of all employees--including GLBT employees.

Keep in mind that all employees, regardless of their sexual orientation or gender identity, have the right to be treated with respect and dignity, and the responsibility to treat their colleagues in the same way. The primary duty of all those employed by the federal public service is to fulfil the particular requirements of their position. They must make use of Government information responsibly and in good faith, in conformance with their obligation of loyalty, and comply with the regulations and policies governing their conditions of employment, in particular the Values and Ethics Code for the Public Service.

Benefits

As a result of a 1996 decision by the Human Rights Tribunal, federal government employees living with same-sex partners now enjoy the same benefits as employees living with opposite-sex partners. These provisions apply to all GLBT employees, including members of management and those who are not covered by collective agreements.

All employees who have been living with a same-sex partner for at least a year are entitled to family responsibility and spouse relocation leave, as well as bereavement leave, just like non-GLBT common-law spouses and married persons.

Under the directives of the Treasury Board and Parks Canada Agency's collective agreement, marriage leave must be granted to employees regardless of their sexual orientation. In provinces where same-sex marriage is not an option, the Treasury Board stipulates that leave may be granted to participate in a public commitment ceremony. It is recommended that employees check the applicable leave codes with a human resources specialist. It should be noted that in cases of marriage leave, the employer has the right to request proof in the form of a marriage certificate, a solemn declaration, or a declaration under oath attesting to a public commitment ceremony.

Regarding public service dental and health care plans, employees who have been living with their partner for at least one year and who wish to convert their "single employee" coverage to "family" protection to cover their partner may request the change from their pay and benefits advisor.

Survivor benefits are now granted to same-sex partners of participants in the Public Service Superannuation Plan who died on or after September 14, 1999.

All GLBT employees who live with their partner are strongly advised to make arrangements with their pay and benefits advisor to have their beneficiary's name listed in their personnel file.

Resolving conflict

Conflict is part of life in any organization or workplace, and can be used to bring about positive change. However, we often avoid conflicts rather than resolving them constructively. This can make the situation even worse, and contribute to a negative work environment.

Whenever a conflict arises that affects us, no matter who we are and no matter what our occupational level is, we should attempt to resolve it informally as quickly as possible. However, when a difficult situation develops into a major conflict or harassment, it is the employer's responsibility to examine the situation and take the necessary corrective measures to restore a healthy work environment.

It's not easy for anyone to report improper conduct, object to offensive jokes, or demand respect from colleagues in the workplace. It takes courage and determination. And it can be particularly difficult for GLBT employees, who must, at the same time, reveal their sexual orientation or gender identity if the conflict centres on discrimination or homophobia.

Politely letting colleagues know that their behaviour is unacceptable is often a simple and effective way to prevent a disagreement from developing into a more serious conflict. This also gives them a chance to recognize their mistake and change their behaviour. You can easily point out--over a cup of coffee, perhaps even somewhat humourously--how important it is to respect one another at work. It can help make your work environment healthier and more open.

If, however, the informal approach doesn't work, you should feel free to ask for help and address the appropriate people so that corrective measures can be taken.

Even before a work conflict arises or becomes serious, all employees and managers should familiarize themselves with the Treasury Board's harassment policy (http://publiservice.gc.ca/hr/policy_e.html) and any other relevant internal policies. These policies do not simply describe the disciplinary measures to be taken in cases of conflict; they also explain employees' and managers' rights and responsibilities. You might also wish to familiarize yourself with the Canadian Human Rights Act (http://www.chrc-ccdp.ca), which specifically prohibits discrimination on the basis of sex and sexual orientation.

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