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Document Resource Content of Department Human Rights

Work, Inclusion and 2slgbtq+ People in Sudbury and Windsor

Sudbury and Windsor have proud labour histories and a strong sense of community tied to mining and manufacturing employment. These stories, however, often leave out the experiences of 2SLGBTQ+ workers. To gain insight into the work experiences of 2SLGBTQ+ people in Sudbury and Windsor, the research team collected 673 survey responses and conducted 50 in-depth interviews over the past 3 years. The research shows that despite the many advances that have been made in terms of sexual and gender minority rights, most 2SLGBTQ+ workers don’t feel comfortable at work. Just over half (50.6%) of the 2SLGBTQ+ people surveyed were not fully out at work and two out of three people experienced some type of harassment or discrimination in their current job. Those surveyed were also less likely to be working in well-paid jobs in mining and/or manufacturing, and more likely to be working in the low-wage service and/or the public sector. 2SLGBTQ+ people’s decisions about what job to take or where to work were also shaped by fears about whether workplaces or industries would be accepting. A substantial number of 2SLGBTQ+ workers also left workplaces that were not supportive. Reports of unsupportive workplaces were common in all sectors, with people working in male-dominated sectors or occupations least likely to feel supported at work. When workers did not feel comfortable and supported at work, they were also more likely to have poor mental health. Transgender and racialized workers in our sample faced even greater constraints and challenges in the labour market and workplace and transgender and bisexual participants had poorer mental health than lesbian and gay participants. The hope is that this report will encourage employers and unions to engage in open, honest assessments of their workplace practices and cultures, undergo training and education about sexual and gender diversity, and put in place more diverse and inclusive workplace practices.

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