Supplier Name: Delvinia Inc. Contract Number: 35035-192085/001/CY Contract Value: $24,860.00 (including HST) Award Date: February 24, 2020 Delivery Date: March 31, 2020 Registration Number: POR-108-19 LGBTQ2 Experiences with Stigma and Discrimination in the Workplace Final Report Prepared for the Privy Council Office For more information, please contact the Privy Council Office at por-rop@pco-bcp.ca Cette publication est aussi disponible en français.
LGBTQ2 Experiences with Stigma and Discrimination in the Workplace 1 LGBTQ2 Experiences with Stigma and Discrimination in the Workplace Prepared for the Privy Council Office Supplier name: Delvinia Inc. March 2020 Permission to reproduce This publication may be reproduced for non-commercial purposes only. Prior written permission must be obtained from the Privy Council Office at por-rop@pco-bcp.ca © Her Majesty the Queen in Right of Canada, 2020 Catalogue Number: CP22-188/2020E-PDF International Standard Book Number (ISBN): 978-0-660-34808-7
LGBTQ2 Experiences with Stigma and Discrimination in the Workplace 2 Table of Contents Executive Summary 5 Summary of Key Findings 6 Notes to Readers 8 Statement of Political Neutrality 8 Detailed Description of the Research and Findings 9 Background and Objectives 9 Methodology 9 Detailed Findings 13 Quantitative Findings 13 Qualitative Findings 14 Appendix A - Survey Questionnaire (English) 21 Appendix B - Survey Questionnaire (French) 28 Appendix C - Sentiment Analysis Report 35
LGBTQ2 Experiences with Stigma and Discrimination in the Workplace 3 Table of Figures Figure 1.1: The unweighted demographic profile of respondents who completed the 11 quantitative survey Figure 1.2: The unweighted employment profile of respondents who completed the 11 quantitative survey Figure 1.3: The profile of the qualitative interviewees 12 Figure 1.4: Incidence of LGBTQ2 population 13 Figure 1.5: Incidence of LGBTQ2 population by age 13 Figure 1.6: Incidence of LGBTQ2 population by size of workplace 14 Figure 1.7: Demographic profile of LGBTQ2 population 14 Figure 1.8: The profile of the qualitative interviewees 15 Figure 1.9: The sexual orientation of the qualitative interviewees 15 Figure 1.10: Length of time at current workplace 15 Figure 1.11: Awareness of gender identity and/or sexual orientation in the workplace 16 Figure 1.12: Have experienced stigma or discrimination in the current workplace 16 Figure 1.13: Have formally addressed with employer stigma or discrimination experienced 17 Figure 1.14: Mechanisms in place to report the issue 17 Figure 1.15: Satisfaction with employer response 18 Figure 1.16: Reasons for not having experienced stigma or discrimination in current workplace 19 Figure C.1: Overall sentiment for all answers combined 35 Figure C.2: Description of the workplace 35 Figure C.3: Awareness of LGBTQ2 Identity at the workplace 36 Figure C.4: Reason for the low level of awareness of LGBTQ2 identity 36 Figure C.5: Reason for hidden LGBTQ2 identity 37 Figure C.6: By what type of colleague 37 Figure C.7: Experience of stigma and discrimination 38 Figure C.8: Other examples of stigma and discrimination 38 Figure C.9: Addressing issue with the employer 39
LGBTQ2 Experiences with Stigma and Discrimination in the Workplace 4 Figure C.10: Employer response to the incident of stigma and discrimination 39 Figure C.11: Emotional response to the experience 40 Figure C.12: Post-incident improvement in the workplace conditions 40 Figure C.13: Reasons for not addressing the issue with the employer 41 Figure C.14: Desired employer response 41 Figure C.15: Inclusive workplace 42 Figure C.16: Other reasons they feel they haven’t had this experience 42 Figure C.17: Opportunities to make the workplace more inclusive 43
LGBTQ2 Experiences with Stigma and Discrimination in the Workplace 5 Executive Summary Background and Objectives The Privy Council Office (PCO) commissioned Delvinia Inc. to conduct online in-depth interviews on the experiences of LGBTQ2 individuals with stigma and discrimination in the Workplace. Although LGBTQ2 people enjoy the benefit of workplace protections in all Canadian jurisdictions, there are still potential negative workplace culture and norms that may lead to challenging experiences for LGBTQ2 people. The purpose of this research project is to learn how anti-LGBTQ2 stigma and discrimination affects employees, not only when it happens, but throughout the course of their career. The objective of this research was to collect narrative accounts of the lived experiences of stigma and discrimination that LGBTQ2-identified people have had in the workplace. These narrative accounts aim to provide information to direct conversations with partners both internal and external to government regarding the need for any further research and the development of policy priorities. Methodology A survey was administered to a national online panel, AskingCanadians, according to the Standards for the Conduct of Government of Canada Public Opinion Research—Qualitative Research and Standards for the Conduct of Government of Canada Public Opinion Research—Online Surveys. The respondents had the right to respond to the survey in their preferred official language. For the purpose of identifying and recruiting LGBTQ2 individuals who are currently employed for follow-up in-depth interviews, the study was conducted in two (2) parts from March 13 to March 20, 2020: 1. As part of the quantitative qualification, LGBTQ2 individuals who are currently employed were identified through the screener by means of self-identification questions on birth gender, gender identity, sexual orientation1, and employment status. 2. Once the quantitative screener was completed, a cross-representation of LGBTQ2-identified individuals were invited to take part in a qualitative online interview using artificial intelligence (AI) in-depth interviews called CRIS (Conversational Research Insight System)2. Participation in the interviews was completely voluntary. The data and charts displayed here are weighted according to the national representation of sex, age and region, as per the most recent Statistics Canada census data. 1 Questions required to identify LGBTQ2 individuals are based on Statistics Canada standards. 2 Detailed information about AskingCanadians, recruitment process and CRIS tool is in the Detailed Description of the Research and Findings section.
LGBTQ2 Experiences with Stigma and Discrimination in the Workplace 6 Sample Profile Overall, the screener questions of the quantitative portion of the research were completed by 3,002 survey respondents. To minimize the non-response bias and to ensure that the total sample is representative of the Canadian labour force, hard quotas were implemented for the age and region of the respondents. Any minor variations in the final data were corrected by weighting the data to the national standards defined by the most recent Statistics Canada census data3,4. The total sample includes only labour force participants. This was identified as Canadians who either are working full-time (that is, 35 or more hours per week), working part-time (that is, less than 35 hours per week), or self-employed, and all work with organizations that employ 2+ employees. The qualitative portion of the study was completed by 62 respondents who had identified themselves as LGBTQ2 and were willing to answer further questions about their experiences in the workplace. The fall-out was natural with a minimal sample control over the participants chosen for the interview. Soft quotas of minimum one (1) complete per each demographic group of LGBTQ2-identified individuals to ensure diversity of the sample. In total, 42 people in English and 20 in French went through the interview with the virtual moderator. The average CRIS interview length was 6 minutes overall (n = 62) with an average of 10 minutes among those who had experiences with workplace stigma and discrimination in the workplace (n = 16). Note on interpretation: As with all qualitative research, results are directional and not statistically projectable to the target population. Summary of Key Findings In total, 8.8% of the Canadian working population identified themselves as LGBTQ2. Of them: • 4.9% of respondents self-identified lesbian or gay, that is, sexually attracted to people of the same sex; • 3.3% of respondents self-identified as bisexual, that is, sexually attracted to people of both sexes; • 0.6% of respondents self-identified as transgender, which is individuals whose gender identity or expression does not match the sex they were assigned at birth. Key Qualitative Findings Sixty-two (62) respondents went through the interview with the virtual moderator; 42 in English and 20 in French. Respondents showed good representation in terms of sexual orientation (lesbian or gay n = 34, Bisexual n = 25, Other n = 3) and the majority of respondents (n = 60) identified as cisgender with two respondents (n = 2) identifying as transgender or other. From their descriptions of their current workplaces, we can see they 3 Statistics Canada 2020. Table 14-10-0017-01 Labour force characteristics by sex and detailed age group, monthly, unadjusted for seasonality (x 1,000). DOI: https://doi.org/10.25318/1410001701-eng. 4 Statistics Canada 2020. Table 14-10-0287-03. Labour force characteristics by province, monthly, seasonally adjusted. DOI: https://doi.org/10.25318/1410028701-eng.
LGBTQ2 Experiences with Stigma and Discrimination in the Workplace 7 cover a wide range of professions (education, real estate, labour, management, professional, military, public and private sector) and a variety of job situations (office, factory, on the road, on worksites) and tenures. Fewer than half (n = 29) said their gender identity and/or sexual orientation is known by most or all in their workplace, while the remaining respondents (n = 33) said their gender identity and/or sexual orientation is known by some or not known in their workplace. Reasons for the lack of awareness vary, but a key theme, whether their gender identity and/or orientation is known only by some or not known at all, is that the respondent feels it is unnecessary or that they are more comfortable keeping it private. About a quarter of respondents (n = 16) say they have experienced stigma or discrimination in the current workplace. Often the stigma or discrimination that respondents have experienced is related to general insensitivity around stereotypes, language and jokes that makes them feel like an outsider and to a lesser extent overt name calling. Some of the stigma or discrimination that respondents have experienced has been implied, in that it takes the guise of another issue which they feel has impacted their career advancement. Of those who have experienced stigma or discrimination in their current workplace (n = 16), very few have formally addressed it with their employer (n = 4). When it was formally addressed, most respondents felt their employers had clear mechanisms in place to report the issue and were satisfied with the outcome. The mechanisms for reporting the issue included having clear workplace policies, written documentation and providing the ability to have frank conversations. The majority who have experienced stigma or discrimination in their current workplace have not formally addressed it with their employer (n = 12). The reasons they have not addressed it tended to be related to fear that doing so would not change anything and might potentially make matters worse. There was some hope that things are changing for the better, but respondents still felt that more could be done to stop stigma and discrimination in the workplace, including having clear policies and leading by example. Among those who say they haven’t experienced stigma or discrimination in their current workplace, most said the main reason driving this is that their workplace is inclusive (n = 28) or that their gender identity and/or sexual orientation is not known in the workplace (n = 14). Those who feel their workplace is inclusive attributed this to the nature of the industry they are in and to the open-mindedness of people they work with. Some also talked about policies that are in place, and an environment where there is zero tolerance for any kind of stigma or discrimination (not just related to gender identity or sexual orientation). When asked for their final thoughts on how workplaces in general could be more inclusive, many talked about ensuring that clear policies are in place. And several talked about how important leadership is in setting the right example in terms of appropriate language and behaviour. Additionally, the sentiment of each of the participant’s responses was analysed using the Google Cloud Language API. (An Application Programming Interface, or API, is a software intermediary that allows two applications to talk to each other. In this case, CRIS calls the Google Cloud Language API to return the sentiment score for each response). Across all participants and responses, the average overall sentiment was neutral. However, negative sentiment was observed in approximately half of the responses when participants shared their specific workplace situations and experiences of stigma and discrimination.
LGBTQ2 Experiences with Stigma and Discrimination in the Workplace 8 Notes to Readers • All quantitative results in the report are expressed as a number, unless otherwise noted. • Where applicable, the unweighted sample size for various demographic groups is shown in brackets under the chart. • All qualitative results are expressed by numerical counts, as to avoid any implication that results are projectable. • The number of respondents changes throughout the report because questions were asked of sub-samples of survey respondents. Readers should be aware of this and exercise caution when interpreting results based on smaller numbers of respondents. • The survey questionnaire (including the questions asking in the qualitative CRIS experience) is appended to the report. • The tabulated data are available under separate cover. Contract Value: $24,860 (including HST) Statement of Political Neutrality: I hereby certify as a Senior Officer of Delvinia Inc. that the deliverables fully comply with the Government of Canada political neutrality requirements outlined in the Communications Policy of the Government of Canada and Procedures for Planning and Contracting Public Opinion Research. Specifically, the deliverables do not contain any reference to electoral voting intentions, political party preferences, standings with the electorate, or ratings of the performance of a political party or its leader. Original signed by Raj Manocha Chief Revenue Officer Delvinia Inc.
LGBTQ2 Experiences with Stigma and Discrimination in the Workplace 9 Detailed Description of the Research and Findings Background and Objectives The Privy Council Office (PCO) commissioned Delvinia Inc. to conduct online in-depth interviews on the experiences of LGBTQ2 individuals with stigma and discrimination in the Workplace Although LGBTQ2 people enjoy the benefit of workplace protections in all Canadian jurisdictions, there are still potential negative workplace culture and norms that may lead to challenging experiences for LGBTQ2 people. The purpose of this research project is to learn how anti-LGBTQ2 stigma and discrimination affects employees, not only when it happens, but throughout the course of their career. The objective of this research was to collect narrative accounts of the lived experiences of stigma and discrimination that LGBTQ2-identified people have had in the workplace. These narrative accounts aim to provide information to direct conversations with partners both internal and external to government regarding the need for any further research and the development of policy priorities. Methodology A screener survey was administered to n = 3,002 respondents, participants of the national online panel AskingCanadians. All data recruitment and data collection was according to the Standards for the Conduct of Government of Canada Public Opinion Research—Qualitative Research and Standards for the Conduct of Government of Canada Public Opinion Research—Online Surveys. The respondents had the right to respond the survey in their preferred official language. For the purpose of identifying and recruiting LGBTQ2 individuals, who are currently employed for follow-up in-depth interviews, the study was conducted in two (2) parts from March 13 to March 20, 2020: 1. As part of the quantitative qualification, LGBTQ2 individuals who are currently employed were identified through the screener by means of self-identification questions on birth gender, gender identity, sexual orientation5, and employment status. 2. Once the quantitative screener was completed, a cross-representation of LGBTQ2-identified individuals were invited to take part in a qualitative online interview using artificial intelligence (AI) in-depth interviews called CRIS (Conversational Research Insight System). Participation in the interviews was completely voluntary. The data and charts displayed here are weighted according to the national representation of sex, age, and region, as per the most recent Statistics Canada census data. 5 Questions required to identify LGBTQ2 individuals are based on Statistics Canada standards.
LGBTQ2 Experiences with Stigma and Discrimination in the Workplace 10 AskingCanadians AskingCanadians, a Delvinia company, was established in 2005 as an online data collection firm dedicated to helping market researchers gather high quality information from Canadian consumers. Delvinia owns and manages the AskingCanadians online research community, and its French counterpart Qu’en pensez vous, which includes a panel of more than 1,000,000 demographically representative and profiled Canadians who have opted-in to participate in online surveys that significantly influence today's leading brands. AskingCanadians and Qu’en pensez vous are built through incentive partnerships with Aeroplan, Via Rai, Petro Points, HBC Rewards and Walmart. The result is an average response rate that eclipses the industry, at 30%. To maintain quality control and representation of respondents, the following procedures were put in place: 1. The survey (quantitative research component) was launched in two stages: a. Soft launch: a small sample of targeted population received the survey. Upon collecting approximately ~100 quantitative completes (~25 French and ~75 English) a quality check was conducted to ensure that all variables are stored and all questionnaire logic was working correctly. No issues were encountered b. Full launch: when the quality check was completed, the survey was full launched to the remaining sample 2. Hard quotas were placed on the key demographic factors such as region and age 3. The in-depth interviews (qualitative research component) were pre-tested with 4 respondents (2 English, 2 French) 4. The survey was available in both desktop and mobile-first format 5. The experience from the quantitative, directly into the qualitative CRIS platform was fluid with no technology drop-offs. The respondents are incentivized by points incentives via the loyalty rewards program that the panellists have selected as preferred. CRIS CRIS is a virtual moderator that uses AI to conduct one-on-one text-based interviews on a secure web-based platform. Participants chat with CRIS at a time and place that is convenient for them and the conversational format encourages layered responses and far more in-depth feedback compared to traditional static open-ends and unmoderated bulletin boards. Given the sensitive nature of the topic, CRIS technology provided several advantages: • Anonymity: the anonymous AI chat (without a human interviewer) provided a neutral environment where participants can share their experiences free from perceived judgment as they share them. • Convenience: participants were able to chat with CRIS at a time and place that is convenient for them • Depth of dialogue: the conversational format encouraged layered responses and for more in-depth feedback compared to traditional static open-ends and unmoderated bulletin boards • Automatization: each conversation is automatically recorded with verbatim answers for each participant provided as the output for each question. Responses are also summarized as a group within an automated report using sentiment analysis and machine learning to identify themes.
LGBTQ2 Experiences with Stigma and Discrimination in the Workplace 11 Sample Profile Overall, the full screener questions of the quantitative portion of the research were asked among n = 3,002 respondents. To minimize the non-response bias and to ensure that the total sample is representative of the Canadian labour force, hard quotas were implemented for the age and region of the respondents. Any minor variations in the final data were corrected by weighting the data to the national standards defined by the most recent Statistics Canada census data6,7. Figure 1.1: The unweighted demographic profile of respondents who completed the quantitative survey Demographic Respondents Age 18 to 34 645 35 to 49 958 50 to 54 480 55 to 64 688 65 or older 231 Region West (including Territories) 837 Ontario 1,206 Quebec 768 Atlantic Provinces 191 Gender Identity Male 1,602 Female 1,382 Other 11 Prefer not to answer 7 (n = 3,002) Labor force population was identified as Canadians who are either working full-time (that is, 35 or more hours per week), working part-time (that is, less than 35 hours per week), or self-employed, and they all work with organizations that employ 2+ employees. Figure 1.2: The unweighted employment profile of respondents who completed the quantitative survey Demographic Respondents Employment Status Working full-time, that is, 35 or more hours per week 2,419 Working part-time, that is, less than 35 hours per week 420 Self-employed 163 Size of Workplace 2-50 employees 1,114 51-500 employees 923 500+ employees 965 (n = 3,002) The qualitative portion of the study was completed by 62 respondents who had identified themselves as LGBTQ2 and were willing to answer further questions about their experiences in the workplace. The fall-out was natural with a minimal sample control over the participants chosen for the interview. Soft quotas of minimum one (1) complete per each demographic group of LGBTQ2-identified individuals to ensure diversity of the sample. 6 Statistics Canada 2020. Table 14-10-0017-01 Labour force characteristics by sex and detailed age group, monthly, unadjusted for seasonality (x 1,000). DOI: https://doi.org/10.25318/1410001701-eng. 7 Statistics Canada 2020. Table 14-10-0287-03. Labour force characteristics by province, monthly, seasonally adjusted. DOI: https://doi.org/10.25318/1410028701-eng.
LGBTQ2 Experiences with Stigma and Discrimination in the Workplace 12 In total, 42 in English and 20 in French went through the interview with the virtual moderator. The average CRIS interview length was 6 minutes overall (n = 62) with an average of 10 minutes among those who had experiences with workplace stigma and discrimination in the workplace (n = 16). Figure 1.3: The profile of the qualitative interviewees Demographic Completed Interviews Language English 42 French 20 Age 18 to 34 22 35 to 49 19 50 to 54 13 55 to 64 5 65 or older 3 Gender Identity Cisgender Male 38 Cisgender Female 22 Transgender/Other 2 Sexual Orientation Lesbian or Gay 34 Bisexual 25 Other 3 Employment Working full-time, that is, 35 or more hours per week 55 Working part-time, that is, less than 35 hours per week 7 The LGBTQ2-identified sample of participants who experienced workplace stigma and discrimination cannot be considered as a random and representative sample and the results cannot be extrapolated to a broader audience. As such, no weighting scheme can be applied to make the results representative. Key experiential themes were still observed and analyzed directionally to provide insights into future research8. Note on interpretation: As with all qualitative research, results are directional and not statistically projectable to the target population. 8 Guest et al believe data saturation typically occurs by the twelfth interview, with meta-themes becoming identifiable after the sixth interview provided the research scope is narrow and the target audience is relatively homogenous (Guest, G., Bunce, A. & Johnson, L. (2006). How many interviews are enough? An experiment with data saturation and variability. Field Methods. 18, 59).
LGBTQ2 Experiences with Stigma and Discrimination in the Workplace 13 8.8%4.9%3.3%0.6%0.6%LGBTQ2, in TotalLesbian or GayBisexualTransgenderOtherS11. What was your sex at birth? S12. What is your gender identity? S13. What is your sexual orientation? Detailed Findings Quantitative Findings Proportion of LGBTQ2 population In total, 8.8% of the respondents were identified as LGBTQ2 (Figure 1.4). Of them: • 4.9% of Canadians self-identified as lesbian or gay, that is, sexually attracted to people of the same sex; • 3.3% of Canadians self-identified as bisexual, that is, sexually attracted to people of both sexes; • 0.6% of Canadians self-identified as transgender, that is a people whose gender identity or expression; does not match the sex they were assigned at birth; • 0.6% of Canadians identified their sexual orientation as Other. Figure 1.4: Incidence of LGBTQ2 population (n = 252) *Note: Totals do not add up to 8.8%, as not all categories are mutually exclusive (e.g. transgender person can identify as gay or lesbian). A greater majority of the LGBTQ2 population is between the ages 18 to 54. Among this segment of the population, the average incidence of LGBTQ2 population is between 9.1% and 9.9% (Figure 1.5). The proportion of the population drops to 4.4% among 65 years of age and older. Figure 1.5: Incidence of LGBTQ2 population by age 9.9%9.9%9.1%5.9%4.4%18 to 34(n = 645)35 to 49(n = 958)50 to 54(n = 480)55 to 64(n = 688)65 or older(n = 231)S11. What was your sex at birth? S12. What is your gender identity? S13. What is your sexual orientation? S3. In what year were you born?
LGBTQ2 Experiences with Stigma and Discrimination in the Workplace 14 Respondents who identified themselves as LGBTQ2 are more likely to be employed by the larger size organizations that have 501+ employees (Figure 1.6). Figure 1.6: Incidence of LGBTQ2 population by size of workplace Figure 1.7: Demographic profile of LGBTQ2 population Demographic Survey Respondents Percentage Age 18 to 34 37.5% 35 to 49 37.1% 50 to 54 11.7% 55 to 64 11.7% 65 or older 2.3% Region West (including Territories) 33.3% Ontario 36.4% Quebec 24.2% Atlantic Provinces 5.7% Gender Identity Male 54.9% Female 39.0% Other 5.7% Prefer not to answer 0.4% (n = 252) Qualitative Findings Interview participants In total, 62 respondents went through the interview with the virtual moderator; 42 in English and 20 in French. We had originally anticipated that we might have a sample of only 15-20 interviews, however the incidence of LGBTQ2 individuals who were currently working and who agreed to participate in the interview was higher than expected. As a result, we made the decision while we were in field to increase the number of interview invitations to achieve more breadth in the qualitative responses, while capping the number of interviews to remain in budget. 7.8%8.5%10.3%2-50 employees(n = 1,114)51-500 employees(n = 923)501+ employees(n = 965)S11. What was your sex at birth? S12. What is your gender identity? S13. What is your sexual orientation? S10. Including yourself, what is the approximate total numberof employees at your workplace?
LGBTQ2 Experiences with Stigma and Discrimination in the Workplace 15 Figure 1.8: The profile of the qualitative interviewees Demographic Completed Interviews Language English 42 French 20 Age 18 to 34 22 35 to 49 19 50 to 54 13 55 to 64 5 65 or older 3 Gender Identity Cisgender Male 38 Cisgender Female 22 Transgender/Other 2 Sexual Orientation Lesbian or Gay 34 Bisexual 25 Other 3 Employment Working full-time, that is, 35 or more hours per week 55 Working part-time, that is, less than 35 hours per week 7 Figure 1.9: The sexual orientation of the qualitative interviewees Demographic Completed Interviews Cisgender Male Cisgender Female Transgender Other Sexual Orientation Lesbian or Gay 34 27 6 1 Bisexual 25 10 14 1 Other 3 1 2 Current employment situation Respondents showed good representation in terms of tenure at their current workplaces (Figure 1.10). From their descriptions of their workplaces, we can see they cover a wide range of professions (education, real estate, labour, management, professional, military, public and private sector), and a variety of job situations (office, factory, on the road, on worksites) Figure 1.10: Length of time at current workplace Total English French Less than one year 9 5 4 Between 1-5 years 20 14 6 6-10 years 11 10 1 More than 10 years 21 12 9 Not stated 1 1 Total 62 42 20
LGBTQ2 Experiences with Stigma and Discrimination in the Workplace 16 Awareness of gender identity and/or sexual orientation in the workplace Fewer than half said their gender identity and/or sexual orientation is known by most or all in their workplace (Figure 1.11). Figure 1.11: Awareness of gender identity and/or sexual orientation in the workplace Total English French Not known 17 13 4 Known by some 16 11 5 Known by most 9 7 2 Known by all 20 11 9 Total 62 42 20 Among those who said their gender identity and/or sexual orientation is known by some, there are still many roles in their organization who don’t know. For example, respondents mention key roles such as their manager, supervisors and co-workers as not being aware. Reasons for the lack of awareness vary, but a key theme, whether their gender identity and/or orientation is known only by some or not known at all, is that the respondent feels it’s unnecessary or that they are more comfortable keeping it private. For example: “I decide with whom I share my private life based on friendship and trust and not on the work relationship” (French, Government, Bisexual Female) “I see no reason to talk about personal things with most of my co-workers. Sometimes things come up in conversation, but I never make a point of telling people. If it comes up in conversation, then I'll tell them. I am a private person by nature and keep a lot of personal things to myself in my work” (English, Entertainment Industry, Gay Male) There were a handful of participants who very overtly shared that they haven’t been open based on being judged, including for religious and generational reasons. “Myth that gay men are pedophiles is prevalent in Canadian society. Catholic School District has discriminated against students and staff in the past” (English, teacher, Gay Male) “I don’t feel comfortable sharing this information with them, and most of them are older and might not understand” (French, Municipal Government, Pansexual Female) Experiences of stigma or discrimination in the current workplace About a quarter of respondents said they have experienced stigma or discrimination in the current workplace (Figure 1.12). Figure 1.12: Have experienced stigma or discrimination in the current workplace Total English French Yes 16 12 4 No 46 30 16 Total 62 42 20
LGBTQ2 Experiences with Stigma and Discrimination in the Workplace 17 Often the stigma or discrimination that respondents have experienced is related to general insensitivity around stereotypes, language and jokes that makes them feel like an outsider. For example: “Homophobic jokes that weren’t directed at me directly deeply humiliated me” (French, Furnishing Industry, Gay Male) But some experiences involved overt name calling or stigmatization, for example: “Avoiding me, avoid me offering food/drink items for fear of contamination” (English, Flight Attendant, Gay Male) Some of the stigma or discrimination that respondents have experienced has been implied, in that it takes the guise of another issue which they feel has impacted their career advancement. For example: “As I was progressing in my field, a group of 3 co-workers filed a complaint with the provincial licencing authority for my field of work stating alleging that my qualification for advancement were falsified by me and my supervisor” (English, University, Gay Male) “Inequalities experienced by gays since the beginning of time and nothing has changed, only the media and governments that try to make it seem like it’s accepted. Special rules for me compared to others, no raise for over 5 years. ETC.” (French, Medical Technology, Gay Male) Addressing the stigma or discrimination Of those who have experienced stigma or discrimination in their current workplace, very few have formally addressed it with their employer (Figure 1.13). Figure 1.13: Have formally addressed with employer stigma or discrimination experienced Total English French Yes 4 3 1 No 12 9 3 Total 16 12 4 Among those who reported an incident, most of their employers had clear mechanisms in place to report the issue (Figure 1.14). And, it is the same employers who had clear mechanisms in place whose employees were very satisfied with the outcome (Figure 1.15). Figure 1.14: Mechanisms in place to report the issue Total English French Yes 3 2 1 No 1 1 0 Total 4 3 1
LGBTQ2 Experiences with Stigma and Discrimination in the Workplace 18 Figure 1.15: Satisfaction with employer response Total English French Very satisfied 3 2 1 Somewhat satisfied 0 0 0 Not very satisfied 0 0 0 Not at all satisfied 1 1 0 Total 4 3 1 The mechanisms for reporting the issue included having clear workplace policies, written documentation and providing the ability to have frank conversations. For example: “It was nice to know what the policy was and that it was there to back me up” (English, Military IT Dept, Gay Male) “Our employer doesn’t tolerate any discrimination from the customers, whether it’s sexual or racial. So if there is an untoward comment we ask them to leave the restaurant. And with the cooks we have a meeting with the general manager in order to explain to them that comments about my sexual orientation are not any more acceptable than if people were to talk about the colour of their skin” (French, restaurant cook, Gay Male) Those who were satisfied with their employers’ response felt that their workplace changed for the better after the incident. However, the person who was not at all satisfied, and feels that they have been passed up for promotions, didn’t feel that anything changed at all. Reasons for not addressing the issue The majority who have experienced stigma or discrimination in their current workplace have not formally addressed it with their employer. The reasons they have not addressed it tended to be related to fear that doing so would not change anything and might potentially make matters worse. For example: “Worried it would cause tension or that he would disagree with me or that "he doesn't see it that way" so why should I even bother” (English, Addictions Counsellor, Bisexual Female) “I don't want to be the test case between religious rights and individual rights” (English, Teacher, Gay Male). “Did not feel the regulation authorities were capable of addressing those concerns without loss of employment in the process” (English, Janitorial Services, Gay Male) There is some hope that things are changing for the better, but respondents still felt that more could be done to stop stigma and discrimination in the workplace, including having clear policies and leading by example.
LGBTQ2 Experiences with Stigma and Discrimination in the Workplace 19 Reasons for not having experienced stigma or discrimination in current workplace Over half (driven by English) of respondents feel they haven’t experienced stigma or discrimination in their current workplace because their workplace is inclusive (Figure 1.16). Figure 1.16: Reasons for not having experienced stigma or discrimination in current workplace Total English French My workplace is inclusive 28 21 7 My gender identity and/or sexual orientation is not known in my workplace 14 8 6 Other reason 4 1 3 Total 46 30 16 Those who feel their workplace is inclusive attribute this to the nature of the industry they are in and to the open-mindedness of people they work with. Some also talked about policies that are in place, and an environment where there is zero tolerance for any kind of stigma or discrimination (not just related to gender identity or sexual orientation). “Corporate policy on inclusion (ethics line, clearly stated that discrimination on the basis of sexual orientation isn’t tolerated)” (French, Telecom, Gay Male) “In general, I believe that the film industry attracts people who hold socially liberal views. In addition, I have found that lots of turnover and short contracts mean that people who succeed are those who are easy to work with. The common denominator is socially liberal people so these are the views that persist. Many studios also implement a zero-tolerance policy for discrimination based on orientation or identity” (English, Film Industry, Gay Male) Other reasons for not having experienced stigma or discrimination in their current workplace are related to ‘blending in’ with co-workers (not necessarily that their workplace is inclusive). For example: “I look straight and I'm super friendly and outgoing so you'd have to be a real bad person not to like me. :) I'm also not dramatic nor do I put it in anyone’s face. They know I'm gay and I talk about my partner, but we are very hetero lifestyled which makes us seem "normal" to others” (English, Government, Lesbian Female) Final thoughts When asked for their final thoughts on how workplaces in general could be more inclusive, many talked about ensuring that clear policies are in place. Several talked about how important leadership is in setting the right example in terms of appropriate language and behaviour. “There is still a long way to go before this issue is no longer an issue. Progress is made every day by not laughing at sexist or homophobic jokes” (French, Real Estate, Bisexual Male) “It needs to come from the top down. We are a very small office & can be quite informal at times. But sometimes the president will say things that are questionable, where no one would ever say anything because we don’t have HR” (English, Marketing Agency, Bisexual Male)
LGBTQ2 Experiences with Stigma and Discrimination in the Workplace 20 “No gendered bathrooms; relaxed dress codes; tougher repercussions for sexist, misogynistic, homophobic and transphobic behaviour; mental health days” (English, Forestry, Transgender) Finally, while there is a sense that the situation has improved over the years, respondents are finding that people in workplaces still make heteronormative assumptions. “In general, I think the policies and regulations in place provide a strong framework for people to assert their rights. The challenge that now remains is changing individual people's minds in regards to inclusivity---the most prevalent example that comes to mind for me is that most people still assume that everyone is heterosexual. When meeting new staff or clients for the first time, it is still routine for people to inquire about the "wife and kids", which leaves me in an awkward position about how much I want to share with them or if it is even worth the bother for a brief encounter” (English, University, Gay Male) Sentiment Analysis Additionally, the sentiment of each participant’s responses was analysed using the Google Cloud Language API. (An Application Programming Interface, or API, is a software intermediary that allows two applications to talk to each other.) In this case, CRIS calls the Google Cloud Language API to return the sentiment score for each response, between -1 and +1. A score in the range of -1 to -0.25 indicates negative sentiment. A score in the range of -0.24 and +0.24 is neutral, and a score in the range of +0.25 to +1 indicates positive sentiment. Across all participants and responses, the average sentiment was neutral. However, negative responses tended to register when participants shared their specific workplace situations and experiences of stigma and discrimination. Negative sentiment was observed in approximately half of the responses when participants talked about why their gender identity and/or sexual orientation is known by some or not known in their workplace (Figure C.4 and Figure C.5), when participants talked about their experience and gave examples of stigma and discrimination in the workplace (Figure C.7 and Figure C.8) and when participants were identifying anything their employer could do or communicate to make them feel comfortable addressing issues like this (Figure C.12). There also were several participants who registered negative sentiment (n = 27 out of 62) when they offered their final thoughts on what workplaces in general could do to be more inclusive (Figure C.16).
LGBTQ2 Experiences with Stigma and Discrimination in the Workplace 21 Appendix A - Survey Questionnaire (English) Invitation This is a Government of Canada research study on diversity and inclusion. Delvinia has been hired to administer the study. Si vous préférez répondre au sondage en français, veuillez cliquer sur français. The following questionnaire should take a maximum of 30 minutes to complete. Your participation is voluntary and your responses will remain completely anonymous and confidential. Any information you provide will be administered in accordance with the Privacy Act and other applicable privacy laws http://laws-lois.justice.gc.ca/eng/acts/p-21/.To view the research firm’s privacy policy, click here https://www.askingcanadians.com/communities/default.aspx?p=p430686807&n=1795610795 For any enquiries about the study, please contact isabelle.cote@pco-bcp.gc.ca CAPITALIZED TEXT IS NOT SHOWN TO THE RESPONDENTS S.1. Is your primary residence in Canada? 1. Yes 2. No IF ANSWERED YES, CONTINUE, ELSE TERMINATE S.2. What region of Canada do you live in? 1. British Columbia 2. Alberta 3. Saskatchewan 4. Manitoba 5. Ontario 6. Quebec 7. New Brunswick 8. Nova Scotia 9. Prince Edward Island 10. Newfoundland and Labrador 11. Territories (Nunavut, Yukon or Northwest Territories) 12. None of the above TERMINATE NONE OF THE ABOVE QUOTAS: NATIONALLY REPRESENTATIVE WITH TERRITORIES AS IT FALLS
LGBTQ2 Experiences with Stigma and Discrimination in the Workplace 22 S.3. In what year were you born? DROP-DOWN [YYYY] Prefer not to answer IF PREFERS NOT TO PROVIDE A PRECISE BIRTH YEAR, ASK: S.3.A. Would you be willing to indicate in which of the following age categories you belong? 1. 17 or younger 2. 18 to 34 3. 35 to 49 4. 50 to 54 5. 55 to 64 6. 65 or older 7. Prefer not to answer TERMINATE IF NOT 18 YEARS OR OLDER OR PREFER NOT TO ANSWER S.9. Which of the following categories best describes your current employment status? Are you…? 1. Working full-time, that is, 35 or more hours per week 2. Working part-time, that is, less than 35 hours per week 3. Self-employed 4. Unemployed, but looking for work 5. A student attending school full-time 6. Retired 7. Not in the workforce (Full-time homemaker, unemployed, not looking for work) 8. Other 9. Prefer not to answer CONTINUE IF S.9. = 1-3, OTHERWISE TERMINATE S.10. Including yourself, what is the approximate total number of employees at your workplace? 1. 1 employee (just myself) 2. 2-10 employees 3. 11-50 employees 4. 51-100 employees 5. 101-500 employees 6. 501-1,000 employees 7. 1,001-10,000 employees 8. 10,000+ employees 9. Prefer not to answer CONTINUE IF S.10. = 2-8, OTHERWISE TERMINATE
LGBTQ2 Experiences with Stigma and Discrimination in the Workplace 23 FOR ANYONE WHO TERMINATES ABOVE: Thank you for participating in this study. Unfortunately you are not eligible for this particular study. We do appreciate that you took the time to participate. You may now close this window. S.4. What is the highest level of education that you have completed? 1. Some high school or less 2. High school diploma or equivalent 3. Registered Apprenticeship or other trades certificate or diploma 4. College, CEGEP or other non-university certificate or diploma 5. University certificate or diploma below bachelor's level 6. Bachelor's degree 7. Post graduate degree above bachelor's level 8. Prefer not to answer S.5. Are you an Aboriginal person, that is, First Nations, Métis or Inuk (Inuit)? First Nations includes Status and Non–Status Indians. 1. Yes 2. No DO NOT ASK S.6. IF YES to S.5. S.6. People living in Canada come from many different ethnic and cultural origins. Would you describe yourself as…? Select all that apply RANDOMIZE 1. White 2. South Asian (e.g., East Indian, Pakistani, Sri Lankan) 3. Chinese 4. Black 5. Filipino 6. Latin American 7. Arab 8. Southeast Asian (e.g., Vietnamese, Cambodian, Malaysian, Laotian) 9. West Asian (e.g., Iranian, Afghan) 10. Korean 11. Japanese 12. Other 13. Prefer not to answer
LGBTQ2 Experiences with Stigma and Discrimination in the Workplace 24 S.7. Where were you born? RANDOMIZE 1. In Canada 2. Outside of Canada S.8. What language do you speak most often at home? RANDOMIZE 1. English 2. French 3. Other SHOW INTRO, S.11. , S.12. ON SAME SCREEN The following questions are about sex and gender identity. Sex refers to sex assigned at birth. Gender identity refers to current gender which may be different from sex assigned at birth and may be different from what is indicated on legal documents. S.11. What was your sex at birth? 1. Male 2. Female 3. Prefer not to answer S.12. What is your gender identity? 1. Male 2. Female 3. Other (Please specify ____________) 4. Prefer not to answer S.13. What is your sexual orientation? 1. Heterosexual or straight (that is, sexually attracted to people of the opposite sex) 2. Homosexual or lesbian or gay (that is, sexually attracted to people of the same sex) 3. Bisexual (that is, sexually attracted to people of both sexes) 4. Other (Please specify ____________) 5. Prefer not to answer QUALIFY AS LGBTQ2 IF S.11. = 1 & S.12. = 2 OR S.11. = 2 & S.12. = 1 OR S.12. = 3 OR S.13. = 2, 3, or 4
LGBTQ2 Experiences with Stigma and Discrimination in the Workplace 25 IF THEY DON’T QUALIFY: Thank you for participating in the study CRIS: ONLY ASK AMONG THOSE WHO QUALIFY AS LGBTQ2 For the next part of the research you’re invited to participate in a one-on-one text-based interview with a virtual moderator named Cris. Cris is kind of like a chatbot and will be asking you questions about whether you have encountered stigma or discrimination in the workplace as it relates to your gender identity and/or sexual orientation. The Government of Canada really wants to understand your experiences in the workplace and your feelings around this topic. As with the previous questions you just answered, all the information you provide will remain anonymous and confidential, and the results will be reported in aggregate. As part of the introduction, Cris will be asking what you’d like to be called, and you can provide any name you want. Would you like to participate in the one-on-one interview with the virtual moderator? 1. Yes – CONTINUE 2. No – THANK & TERMINATE VIRTUAL MODERATOR EXPERIENCE BEGINS Please follow CRIS' prompts until you reach the end of the session. The chat should take approximately 15-20 min to complete. If you encounter any pauses or errors, you may refresh the page and your chat script will remain on the page upon refreshing. Hello, my name is Cris and I'm a virtual moderator. Go ahead and tap 'Hi' below to get started. DISCUSSION Thank you for agreeing to talk with me today and being part of this very important research. I’ll be asking you some open-ended questions about your experiences in the workplace, and I hope you feel free to share with me. Ready to begin? Prompt – Yes! 1. I’m going to be asking you to tell me about your experiences in a bit, but first, could you describe your current workplace for me? I’m looking for things like what is the industry or sector, what are your job responsibilities/type of work that you do, how big is your immediate work team, and what type of physical environment do you work in (e.g. office, retail store, warehouse)? 2. That’s helpful. How long have you been working there? Prompt – Less than one year, Between 1-5 years, 6-10 years, More than 10 years 3. Now getting to the topic, to what extent is your gender identity and/or sexual orientation known by others in your workplace?
LGBTQ2 Experiences with Stigma and Discrimination in the Workplace 26 Prompt - Not known (skip to Q.6.), Known by some (continue to Q.4.), Known by most (skip to Q.7.), Known by all (skip to Q.7.) 4. What types of colleagues don’t know (e.g. co-workers, supervisor, management, staff you manage etc.)? 5. What are the reasons for that? (skip to Q.7.) 6. What are the reasons that your gender identity and/or sexual orientation is not known in your workplace? 7. Now let’s talk about stigma and discrimination in the workplace based on gender identity or sexual orientation. Stigma means a negative stereotype. Discrimination means unfair treatment because of a personal characteristic or distinction, which, whether intentional or not, has an effect that imposes disadvantages not imposed on others. Prompt – Ok, I’ve read the definition These topics can be difficult to talk about. When completing this section, only share as much information as you are comfortable with. Prompt – I understand 8. Keeping in mind the definitions of stigma and discrimination, have you ever experienced stigma or discrimination in your current workplace as a result of your gender identity and/or sexual orientation? Prompt – Yes (continue), No (skip to Q.21.) 9. By what type of colleague (e.g. co-worker/s, supervisor, management, staff etc.)? 10. Keeping in mind the definitions of stigma and discrimination, can you tell me what you experienced? 11. Thanks. Are there any other examples you can tell me about? 12. Have you formally addressed with your employer any of the stigma or discrimination that you have experienced? Prompt – Yes (continue) No (skip to Q.19.) 13. What were the key points you raised with them? 14. Were there clear mechanisms in place for you to be able to report the issue? Prompt – Yes, No 15. How satisfied were you with the response from your employer? Prompt - Very satisfied, Somewhat satisfied, Not very satisfied, Not at all satisfied 16. What was it your employer did to respond to the issue? 17. Tell me how you felt about that? 18. Do you feel your workplace changed after the incident? What’s it like for you at work now? (skip to Q.24.)
LGBTQ2 Experiences with Stigma and Discrimination in the Workplace 27 19. What are the reasons that you didn’t address the issue with your employer? 20. Is there anything your employer could do or communicate to make you feel comfortable addressing issues like this? Tell me what they could do? (skip to Q.24.) 21. What is the reason you feel that you haven’t experienced stigma or discrimination at your workplace? Prompt – My workplace is inclusive (skip to Q.22.), My gender identity and/or sexual orientation is not known in my workplace (skip to Q.24.), Other reason (skip to Q.23.) 22. What makes your workplace inclusive? What could other organizations learn from yours? (skip to Q.24.) 23. What are the reasons you feel you haven’t had this experience? 24. Do you have any final thoughts on what workplaces in general could do to be more inclusive? That's all of the questions that I have. Thank you for participating. Please click "Submit and end chat" below and then the next arrow button in the survey window to continue to the end of the survey. Have a great day, _____. Bye for now!
LGBTQ2 Experiences with Stigma and Discrimination in the Workplace 28 Appendix B - Survey Questionnaire (French) Invitation Ceci est une étude du gouvernement du Canada portant sur la diversité et l’inclusion. La compagnie Delvinia a été mandatée pour réaliser l’étude. If you prefer to answer in English, please click on English. Il vous faudra 30 minutes tout au plus pour répondre à ce questionnaire. Votre participation est volontaire et vos réponses demeureront entièrement anonymes et confidentielles. Tous les renseignements que vous fournirez seront traités conformément à la Loi sur la protection des renseignements personnels et aux autres lois applicables en matière de vie privée https://laws-lois.justice.gc.ca/fra/lois/p-21/. Pour consulter la politique de confidentialité de la compagnie de recherche, cliquez ici : https://www.quenpensez-vous.com/communities/default.aspx?p=p430686807&n=1795610795&dlvl=3084 Pour toute demande au sujet de l’étude, veuillez communiquer avec Isabelle Côté à isabelle.cote@pco-bcp.gc.ca LE TEXTE EN MAJUSCULES N’EST PAS PRÉSENTÉ AUX RÉPONDANTS. S.1. Votre résidence principale est-elle située au Canada? 1. Oui 2. Non EN CAS DE RÉPONSE OUI, CONTINUER, SINON TERMINER S.2. Dans quelle région du Canada demeurez-vous? 1. Colombie-Britannique 2. Alberta 3. Saskatchewan 4. Manitoba 5. Ontario 6. Québec 7. Nouveau-Brunswick 8. Nouvelle-Écosse 9. Île-du-Prince-Édouard 10. Terre-Neuve-et-Labrador 11. Territoires (Nunavut, Yukon ou Territoires du Nord-Ouest) 12. Aucun des choix ci-dessus TERMINER SI 12. AUCUN DES CHOIX CI-DESSUS QUOTAS : REPRÉSENTATIFS À L’ÉCHELLE NATIONALE AVEC LES TERRITOIRES QUAND ÇA SE PRODUIT S.3. En quelle année êtes-vous né(e)?
LGBTQ2 Experiences with Stigma and Discrimination in the Workplace 29 MENU-DÉROULANT [AAAA] Je préfère ne pas répondre SI PRÉFÈRE NE PAS DONNER UNE ANNÉE DE NAISSANCE PRÉCISE, DEMANDER : S.3.A. Pourriez-vous indiquer auquel des groupes d’âge suivants vous appartenez? 1. 17 ans ou moins 2. 18 à 34 ans 3. 35 à 49 ans 4. 50 à 54 ans 5. 55 à 64 ans 6. 65 ans ou plus 7. Je préfère ne pas répondre TERMINER SI PAS PLUS DE 18 ANS OU PRÉFÈRE NE PAS RÉPONDRE S.9. Parmi les catégories suivantes, laquelle décrit le mieux votre situation professionnelle actuelle? Êtes-vous…? (Choisir une réponse.) 1. Employé(e) à temps plein (35 heures ou plus par semaine) 2. Employé(e) à temps partiel (moins de 35 heures par semaine) 3. Travailleur(se) autonome 4. Sans emploi, mais en recherche d’emploi 5. Un(e) étudiant(e) fréquentant un établissement scolaire à temps plein 6. Retraité(e) 7. Je ne fais pas partie de la population active (personne au foyer à temps plein, sans emploi et pas en recherche d’emploi) 8. Autre 9. Je préfère ne pas répondre CONTINUER POUR S.9. = 1-3, SINON TERMINER S.10. Y compris vous-même, quel est le nombre approximatif d’employés que compte votre milieu de travail? 1. 1 employé(e) (seulement moi) 2. 2 à 10 employés 3. 11 à 50 employés 4. 51 à 100 employés 5. 101 à 500 employés 6. 501 à 1 000 employés 7. 1 001 à 10 000 employés 8. 10 000 employés et plus 9. Je préfère ne pas répondre CONTINUER POUR S.10. = 2-8, SINON TERMINER POUR TOUS QUI TERMINENT
LGBTQ2 Experiences with Stigma and Discrimination in the Workplace 30 Merci d’avoir participé à cette étude. Malheureusement, la prochaine série de questions ne s’applique pas à votre profil. Merci d'avoir participé à cette étude. Vous pouvez fermer cette fenêtre. S.4. Quel est le plus haut niveau de scolarité que vous avez atteint? 1. Quelques années d’études secondaires ou moins 2. Diplôme d’études secondaires ou l’équivalent 3. Apprentissage enregistré ou autre certificat ou diplôme professionnel d’une école de métiers 4. Certificat ou diplôme d’un collège, cégep ou autre établissement non universitaire 5. Certificat ou diplôme universitaire inférieur au baccalauréat 6. Baccalauréat 7. Diplôme d’études universitaires supérieur au baccalauréat 8. Je préfère ne pas répondre S.5. Êtes-vous un Autochtone, c’est-à-dire un membre des Premières Nations, un Métis ou un Inuit? Les Premières Nations incluent les Indiens inscrits et non-inscrits. 1. Oui 2. Non NE PAS DEMANDER S.6. SI OUI À S.5. S.6. Les gens qui vivent au Canada ont de nombreuses origines ethniques et culturelles différentes. Vous décririez-vous comme étant…? Veuillez choisir toutes les réponses pertinentes. RANDOMISER 1. Blanc(he) 2. Sud-Asiatique (p. ex. Indien de l’Inde, Pakistanais, Sri-Lankais) 3. Chinois(e) 4. Noir(e) 5. Philippin(e) 6. Latino-américain(e) 7. Arabe 8. Asiatique du Sud-Est (p. ex. Vietnamien(ne), Cambodgien(ne), Malaisien(ne), Laotien(ne)) 9. Asiatique occidental (p. ex. Iranien(ne), Afghan(e)) 10. Coréen(ne) 11. Japonais(e) 12. Autre 13. Je préfère ne pas répondre S.7. Où êtes-vous né(e)? RANDOMISER 1. Au Canada 2. À l’extérieur du Canada
LGBTQ2 Experiences with Stigma and Discrimination in the Workplace 31 S.8. Quelle langue parlez-vous le plus souvent à la maison? RANDOMISER 1. Anglais 2. Français 3. Autre AFFICHER INTRO, S.11. , S.12. SUR LE MÊME ÉCRAN Les prochaines questions portent sur le sexe et l’identité de genre. Par sexe, on entend le sexe assigné à la naissance. Par identité de genre, on entend le genre actuel, qui peut différer du sexe assigné à la naissance ou de celui inscrit dans les documents légaux. S.11. Quel était votre sexe à la naissance? 1. Masculin 2. Féminin 3. Je préfère ne pas répondre S.12. Quelle est votre identité de genre? 1. Masculin 2. Féminin 3. Autre (Veuillez préciser ____________) 4. Je préfère ne pas répondre S.13. Quelle est votre orientation sexuelle? Êtes-vous…? 1. Hétérosexuel(le) (c’est-à-dire attiré(e) sexuellement par des personnes de sexe opposé) 2. Homosexuel(le) ou lesbienne ou gai (c’est-à-dire attiré(e) sexuellement par des personnes de même sexe) 3. Bisexuel(le) (c’est-à-dire attiré(e) sexuellement par des personnes des deux sexes) 4. Autre (Veuillez préciser ____________) 5. Je préfère ne pas répondre QUALIFIER COMME LGBTQ2 SI S.11. = 1 & S.12. = 2 OU S.11. = 2 & S.12. = 1 OU S.12. = 3 OU S.13. = 2,3, ou 4 S’ILS NE SE QUALIFIENT PAS : Cela conclut notre sondage. Nous vous remercions sincèrement d’avoir participé à cette étude. DEMANDEZ UNIQUEMENT À CEUX QUI SONT QUALIFIÉS COMME LGBTQ2
LGBTQ2 Experiences with Stigma and Discrimination in the Workplace 32 Pour la prochaine partie de la recherche, nous vous invitons à participer à une entrevue individuelle sous forme de clavardage avec un animateur virtuel. Cet animateur virtuel est une sorte de robot conversationnel qui vous posera des questions pour savoir si vous avez été confronté(e) à de la stigmatisation ou à de la discrimination dans votre milieu de travail en lien avec votre identité de genre ou votre orientation sexuelle. Le gouvernement du Canada désire vraiment comprendre vos expériences dans votre milieu de travail ainsi que vos sentiments sur ce sujet. Comme pour les questions auxquelles vous venez de répondre, tous les renseignements que vous fournissez demeureront anonymes et confidentiels, et les résultats seront présentés de manière globale. Dans le cadre de l’introduction, l’animateur virtuel vous demandera comment vous voulez vous faire appeler. Vous pouvez donner n’importe quel nom. Souhaitez-vous participer à l’entrevue individuelle réalisée avec l’animateur virtuel? 1. Oui – CONTINUER 2. Non – REMERCIER ET TERMINER L’EXPÉRIENCE DU MODÉRATEUR VIRTUEL COMMENCE Veuillez suivre les directives de l’animateur virtuel jusqu’à la fin de la séance. La conversation devrait prendre environ 15 à 20 minutes de votre temps. En cas de pauses ou d’erreurs, vous pouvez rafraîchir la page et votre conversation restera sur la page une fois cette dernière rafraîchie. Bonjour. Je suis un modérateur virtuel. Allez-y, tapez « Salut » ci-dessous pour commencer. DISCUSSION Merci d’avoir accepté de vous entretenir avec moi aujourd’hui et de prendre part à cette recherche de grande importance. Je vais vous poser des questions à réponses ouvertes sur vos expériences en milieu de travail, et j’espère que vous vous sentirez à l’aise de partager vos commentaires avec moi. Prêt(e) à commencer? Option de réponse – Oui! 1. Je vais vous inviter à me parler de vos expériences dans quelques instants, mais pourriez-vous d’abord me décrire votre milieu de travail actuel? Veuillez inclure des renseignements tels que le secteur ou l’industrie, les responsabilités professionnelles que vous avez/le type de travail que vous effectuez, la taille de votre équipe de travail immédiate, et le type d’environnement physique dans lequel vous travaillez (p. ex. bureau, magasin de détail, entrepôt). 2. Voilà qui est utile. Depuis combien de temps travaillez-vous à cet endroit? Options de réponse – Moins d’un an, 1 an à 5 ans, 6 à 10 ans, plus de 10 ans 3. Abordons maintenant le sujet principal de notre discussion : dans quelle mesure votre identité de genre ou orientation sexuelle est-elle connue par vos collègues de travail? Options de réponse – N’est pas connue (Passer à Q.6.), Est connue de certaines personnes (Continuer à Q.4.), Est connue de la plupart (Passer à Q.7.), Est connue de tous (Passer à Q.7.) 4. Quels types de collègues ne la connaissent pas (p. ex. compagnon de travail, superviseur, direction, personnel sous votre responsabilité, etc.)?
LGBTQ2 Experiences with Stigma and Discrimination in the Workplace 33 5. Quelles sont les raisons qui expliquent cela? (Passer à Q.7.) 6. Pour quelles raisons votre identité de genre ou orientation sexuelle n’est pas connue dans votre milieu de travail? 7. Parlons maintenant de la stigmatisation et de la discrimination au travail fondées sur l’identité de genre ou l’orientation sexuelle. La stigmatisation signifie un stéréotype négatif. La discrimination, c’est le fait de réserver à quelqu’un un traitement inéquitable en raison d’une caractéristique personnelle ou d’une distinction, intentionnellement ou non, qui a pour effet d’imposer des désavantages non imposés à d’autres. Option de réponse – D’accord, j’ai lu la définition. Ces sujets sont de nature sensible. Répondez à cette section en indiquant uniquement l’information que vous êtes à l’aise de partager. Option de réponse – Je comprends. 8. En gardant à l’esprit les définitions de la stigmatisation et de la discrimination, avez-vous déjà subi de la stigmatisation ou de la discrimination dans votre milieu de travail actuel, en raison de votre identité de genre ou de votre orientation sexuelle? Options de réponse – Oui (Continuer), Non (Passer à Q.21.) 9. Par quel type de collègue (p. ex. compagnon de travail, superviseur, direction, personnel, etc.)? 10. En gardant à l’esprit les définitions de la stigmatisation et de la discrimination, pouvez-vous me parler de ce que vous avez subi? 11. Merci. Y a-t-il d’autres exemples dont vous pourriez me parler? 12. Avez-vous officiellement abordé avec votre employeur la stigmatisation ou la discrimination que vous avez subie? Options de réponse – Oui (Continuer), Non (Passer à Q.19.) 13. Quels étaient les points fondamentaux que vous avez soulevés avec votre employeur? 14. Y avait-il des mécanismes clairs mis en place pour vous permettre de signaler le problème? Options de réponse – Oui, Non 15. Dans quelle mesure avez-vous été satisfait(e) de la réponse de votre employeur? Options de réponse – Très satisfait(e), Plutôt satisfait(e), Pas très satisfait(e), Pas du tout satisfait(e) 16. Qu’a fait votre employeur pour corriger la situation? 17. Comment vous êtes-vous senti(e)? 18. Avez-vous le sentiment que votre milieu de travail a changé après cet incident? À quoi ressemble votre situation dans votre milieu de travail maintenant? (Passer à Q.24.) 19. Quelles sont les raisons pour lesquelles vous n’avez pas abordé le problème avec votre employeur? 20. Y a-t-il quelque chose que votre employeur pourrait faire ou communiquer pour que vous soyez à l’aise d’aborder de telles questions? Expliquez-moi ce qu’il pourrait faire. (Passer à Q.24.) 21. Pour quelle raison avez-vous le sentiment de ne pas avoir subi de stigmatisation ou de discrimination dans votre milieu de travail? Options de réponse – Mon milieu de travail est inclusif (Passer à Q.22.), Mon identité de genre ou mon orientation sexuelle n’est pas connue dans mon milieu de travail (Passer à Q.24.), Autre raison (Passer à Q.23.) 22. Qu’est-ce qui fait de votre milieu de travail un environnement inclusif? Qu’est-ce que d’autres organisations pourraient apprendre de la vôtre? (Passer à Q.24.)
LGBTQ2 Experiences with Stigma and Discrimination in the Workplace 34 23. Pour quelles raisons avez-vous le sentiment de ne pas avoir vécu une telle situation? 24. Pour terminer, avez-vous des réflexions sur ce qui pourrait être fait en milieu de travail de manière générale pour que l’environnement soit plus inclusif? Voilà qui met fin à mes questions. Merci de votre participation. Veuillez cliquer sur « Soumettre et mettre fin au clavardage » (ci-dessous), puis cliquez sur la flèche « Suivant » dans la fenêtre du sondage pour terminer le sondage. Passez une belle journée. Au revoir!
LGBTQ2 Experiences with Stigma and Discrimination in the Workplace 35 Appendix C – Sentiment Analysis Report Note: Sentiment is analyzed and scored using Google Cloud Language API. Results are tabulated by total counts within each range. Figure C.1: Overall sentiment for all answers combined * Total Sample Figure C.2: Description of the workplace * Total Sample Q.1. I’m going to be asking you to tell me about your experiences in a bit, but first, could you describe your current workplace for me? I’m looking for things like what is the industry or sector, what are your job responsibilities/type of work that you do, how big is your immediate work team, and what type of physical environment do you work in (e.g. office, retail store, warehouse)? Machine Learning Text Summarization My immediate work team is approximately 5 people and my physical environment is a typical corporate office setting. Office work in the furnishings sector on a team of 4 people. Work as part of an IT Team with a team of 6 supporting about 200 people in my office.
LGBTQ2 Experiences with Stigma and Discrimination in the Workplace 36 Figure C.3: Awareness of LGBTQ2 Identity at the workplace *Among participants who say their gender identity and/or sexual orientation known by some in their workplace. Q.4. What types of colleagues don’t know (e.g. co-workers, supervisor, management, staff you manage etc.)? Figure C.4: Reason for the low level of awareness of LGBTQ2 identity * Among participants who say their gender identity and/or sexual orientation known by some in their workplace. Q.5. What are the reasons for that? Machine Learning Text Summarization Not really sure - it doesn't come up often in discussion so more people may be aware than I know of. People who I don't tend to talk to as much might not know. Most of the employees and the boss don’t know about my personal life. Machine Learning Text Summarization I am a private person by nature and keep a lot of personal things to myself in my work. I see no reason to talk about personal things with most of my co-workers. I am not comfortable talking about my personal life.
LGBTQ2 Experiences with Stigma and Discrimination in the Workplace 37 Figure C.5: Reason for hidden LGBTQ2 identity * Among participants who say their gender identity and/or sexual orientation is not known in their workplace. Q.6. What are the reasons that your gender identity and/or sexual orientation is not known in your workplace? Figure C.6: By what type of colleague * Among those who say they have experienced stigma or discrimination in their current workplace. Q.9. By what type of colleague (e.g. co-worker/s, supervisor, management, staff etc.)? Machine Learning Text Summarization Because my sexual orientation is private, my co-workers don’t need to know about my private life. While I am "out" in most of the rest of my life, I have never come out in my workplace just because it doesn't have any advantage to do so. It’s my private life. Machine Learning Text Summarization Co-workers, and customers. Co-workers when working in USA and some parts of Asia, they can be strict in beliefs but I have come to expect such things. A co-worker with whom I share the office.
LGBTQ2 Experiences with Stigma and Discrimination in the Workplace 38 Figure C.7: Experience of stigma and discrimination * Among those who say they have experienced stigma or discrimination in their current workplace. Q.10. Keeping in mind the definitions of stigma and discrimination, can you tell me what you experienced? Figure C.8: Other examples of stigma and discrimination * Among those who say they have experienced stigma or discrimination in their current workplace. Q.11. Are there any other examples you can tell me about? Machine Learning Text Summarization My manager is male and laughed it off and said he really liked the client and wasn't worried about the situation. Have had issues with male educational aides who made jokes about athletic ability and the arts. Machine Learning Text Summarization One of the employees wanted to prove to the other one that this subject made me uncomfortable, and that this proved that I was gay. One time was called names about eight years in regards to my sexual orientation. One evening two employees mentioned the subject of homosexuality while we were talking about a totally different subject. .
LGBTQ2 Experiences with Stigma and Discrimination in the Workplace 39 Figure C.9: Addressing issue with the employer * Among those who say they have experienced stigma or discrimination in their current workplace, and have formally addressed the issue with their employer. Q.13. What were the key points you raised with them? Figure C.10: Employer response to the incident of stigma and discrimination * Among those who say they have experienced stigma or discrimination in their current workplace, and have formally addressed the issue with their employer. Q.16. What was it your employer did to respond to the issue? Machine Learning Text Summarization Base size too low to be summarized. Machine Learning Text Summarization Not enough similarities in responses to be summarized.
LGBTQ2 Experiences with Stigma and Discrimination in the Workplace 40 Figure C.11: Emotional response to the experience * Among those who say they have experienced stigma or discrimination in their current workplace, and have formally addressed the issue with their employer. Q.17. Tell me how you felt about that? Figure C.12: Post-incident improvement in the workplace conditions * Among those who say they have experienced stigma or discrimination in their current workplace, and have formally addressed the issue with their employer. Q.18. Do you feel your workplace changed after the incident? What’s it like for you at work now? Machine Learning Text Summarization Base size too low to be summarized. Machine Learning Text Summarization Base size too low to be summarized.
LGBTQ2 Experiences with Stigma and Discrimination in the Workplace 41 Figure C.13: Reasons for not addressing the issue with the employer * Among those who say they have experienced stigma or discrimination in their current workplace, and have not formally addressed the issue with their employer. Q.19. What are the reasons that you didn’t address the issue with your employer? Figure C.14: Desired employer response * Among those who say they have experienced stigma or discrimination in their current workplace, and have not formally addressed the issue with their employer. Q.20. Is there anything your employer could do or communicate to make you feel comfortable addressing issues like this? Tell me what they could do? Machine Learning Text Summarization My employer was also defending its position and the provincial regulation body dismissed the complaint as unfounded relatively quickly. Did not feel the regulation authorities were capable of addressing those concerns without loss of employment in the process. Machine Learning Text Summarization Create a clear policy that this publicly addressed. Make it a company policy to talk against sexual orientation. My employer could make it clear that it's okay for us to talk about things like this, but they could take it a step further and start the conversation themselves.
LGBTQ2 Experiences with Stigma and Discrimination in the Workplace 42 Figure C.15: Inclusive workplace * Among those who say they haven’t experienced stigma or discrimination in their workplace, and say their workplace is inclusive. Q.22. What makes your workplace inclusive? What could other organizations learn from yours? Figure C.16: Other reasons they feel they haven’t had this experience *Among those who chose ‘other’ to the question “What is the reason you feel that you haven’t experienced stigma or discrimination at your workplace?” Q.23. What are the reasons you feel you haven’t had this experience? Machine Learning Text Summarization I also think the industry that I work in is fairly accepting of people of different genders and sexual orientations, so that makes a difference too. Our skills are recognized based on our work, nothing related to our sexual orientation. Machine Learning Text Summarization Base size too low to be summarized.
LGBTQ2 Experiences with Stigma and Discrimination in the Workplace 43 Figure C.17: Opportunities to make the workplace more inclusive Q.24. Do you have any final thoughts on what workplaces in general could do to be more inclusive? Machine Learning Text Summarization They can just be more open & realize that some of the great workers & people who are discriminated against. I think that the employer has really done their part, it’s the people’s mentality that is the reason. Open and understanding people are key to a good workplace.