let’s talk about sex baby

sexuality is a spectrum

Sexuality is a spectrum. Each and every one of us have our own unique location on that spectrum. Sexuality is comprised of one’s biological sex, sexual orientation, gender identity, and sexual practices.

alphabet soup

Conversations and understandings surrounding sexuality are constantly evolving. It’s not uncommon to hear people express frustration with not being able to keep tabs on the meanings of all the terminology emerging out of this evolution. However, it’s important to remember that our use of language is constantly developing with new words being introduced to us every day. Language pertaining to gender and sexuality is no exception.

lgbtqia2s+ glossary

L – lesbian: a woman whose primary sexual and romantic orientation is towards other women

G – gay: a sexual and romantic orientation towards people of the same gender

B – bisexual: a person whose primary sexual and romantic orientation is towards people of both the same and other genders, or for some people regardless of their gender

T -transgender: a person whose internal knowledge of gender is different from conventional or cultural expectations based on the sex that person was assigned at birth

Q – queer: an umbrella term for people whose gender and/or sexuality do not conform to dominant expectation * historically used as a slur, people have reclaimed the word queer however not all people who identify as LGBTQIA use “queer” to describe themselves and you should always check with someone before using this term to describe them

I – intersex: an umbrella term to describe a wide range of natural body variations that do not fit neatly into conventional definitions of male or female

A – aromantic/asexual:

aromantic – a romantic orientation characterized by not feeling romantic attraction or a desire for romance

asexual – a broad spectrum of sexual orientations characterized by feeling a lack of sexual attraction to others, or low or absent interest in or desire for sexual activity

2S – Two-Spirit: an umbrella term encompassing a wide range of nation-specific genders and sexualities for Indigenous communities exclusively

+: symbolizes other gender or sexual identities that are not already included in the acronym, such as

pansexual – people who have romantic, sexual or affectional desire for people of all genders and sexes.

gender fluid – a person whose gender identification and presentation shifts, whether within or outside of societal, gender-based expectations

non binary – a gender identity and experience that embraces a full universe of expressions and ways of being that resonate for an individual, moving beyond the male/female gender binary

sexuality in the workplace

Queer employees often struggle to be themselves in the workplace out of various concerns. These include fears that they may face discrimination from their boss or colleagues or that being open about their identity may be detrimental to their career leading them to be passed over for promotions or fired. In a study by McKinsey and Company, it was found that more than one in four LGBTQ+ employees are not broadly out at work—and those who are have reported having to come out again and again, with 50% of participants reporting having to come out at work at least once a week.

Some people say that conversations surrounding sexuality and sexual orientation don’t really have anything to do with the workplace. The thing is, sexuality is a part of us – including asexual folks. It is an important piece of our identity and how we move through the world. When we are unable to show up as our full authentic selves at work we miss out on connecting with colleagues and participating in our environment. LGBTQIA2S+ folks should not have to actively hide parts of themselves against their own will from their boss and colleagues out of fear when asked if they have a partner or family. Although no one should ever be forced to come out in the workplace, it can be stressful for those who do wish to be out to wonder about how their boss or colleagues may react to one’s identity even though their partner(s) or family are just as important to them as those of heterosexual folks.

If this is an issue in the workplace, consider bringing in an DEI professional to help implement LGBTQIA2S+ diversity and inclusion training for all employees in order to educate your team on
the use of respectful vs. harmful language and how to be a better ally to the community. You may also form a plan of action for how to go about supporting an employee who has experienced and/or witnessed discrimination.

anti-harassment and anti-discrimination policies

Setting clear expectations on a zero-tolerance policy for LGBTQIA2S+ harassment and discrimination through formal, written policy is essential in fostering an inclusive workplace. Employers should ensure that all anti-harassment and anti-discrimination policies include LGBTQIA2S+ individuals and explicitly reflect sexual orientation and gender identity as prohibited grounds of discrimination. Providing clear examples of what constitutes homophobic and transphobic discrimination may help employees understand what type of behaviour is unacceptable. Conducting formal reviews of these anti-harassment and anti-discrimination policies on a regular basis helps guarantee that language used is reflective of the present moment and that it is meeting human rights legislative requirements.

employee resource groups

Employee resource groups (ERGs) are employee-led affinity groups that are comprised of employees who share a common identity or interest to provide networking opportunities and increase employee engagement. Developing an ERG for LGBTQIA2S+ employees provides them a safe space to connect with one another and work to form networks of support for issues related to sexual orientation and gender identity in the workplace. Providing financial support for
ERGs with a budget encourages employees to organize inclusive social events and initiatives within the workplace.

inclusive employee benefits

Designing an employee benefits package that is inclusive to LGBTQIA2S+ employees can be instrumental in many people’s lives. It’s important to perform regular reviews on these benefits packages to ensure that the medical and health needs specific to LGBTQIA2S+ peoples are being met and inclusive language is being used. An inclusive employee benefits package may include coverage for drugs related to HIV/AIDs such as PrEP and coverage for transition
related costs such as gender affirmation surgery.

tips for queer employees looking for a safe workplace

When looking at a prospective new workplace, it’s important to assess whether this potential employer is queer friendly. Unfortunately, it’s not just about performative elements of LGBTQIA2S+ allyship like having a pride sticker on the front door. Rather, it’s the actual practices that a company centres in their organization and whether or not management is genuinely putting in the work to ensure their employees are safe.

Address your need for an LGBTQIA2S+ friendly work environment openly during the recruiting process. When asked by the recruiter what questions you have for them or what you are looking for in a workplace during the interview, ask them what measures they have in place to protect LGBTQIA2S+ employees at work. Inquire about the the culture of the workplace and if there are any initiatives or events in support of the community or to raise awareness and educate other employees. Additionally, take a look at the upper management and leadership team to examine the representation of queer people within the organization can be a big indicator of how inclusive a workplace is. Having an awareness of these things during the job hunting process will help ensure that you will be safe before putting yourself in a potentially hostile environment.