“Combatting all forms of anti-2SLGBTQI+ hate, whether it’s discrimination at work or in our society, is a trade union issue,” said Bea Bruske, President of the Canadian Labour Congress (CLC). “Even as conservative politicians try to divide our country by scapegoating 2SLGBTQI+ communities, workers will continue to proudly unite against hate.”

2SLBTQI+ communities have been targets of record high levels of harassment and violence, both here in Canada and around the world.  According to Statistics Canada, in 2023 alone, hate crimes motivated by sexual orientation rose by 69% from the previous year. What’s worse, between 2016 to 2023, this number has increased by a staggering 388%.

In fact, the CLC’s most recent report on harassment and violence at work found that 73% of gender diverse workers experienced violence and harassment at work. That’s why the CLC is advocating for greater protections from harassment and violence in the workplace for all workers, including 2SLGBTQI+ workers. This includes lobbying our newly elected federal government to take action to end violence and harassment at work by fully implementing the International Labour Organization’s Convention 190, a global treaty to end this violence.

“Rising levels of anti-2SLGBTQI+ hate have a ripple effect in the workplace. This means 2SLGBTQI+ workers are increasingly and disproportionately impacted by harassment and violence at work,” said Larry Rousseau, Executive Vice President of the CLC. “Unions have historically and will continue to play a crucial role in defending the rights of 2SLGBTQI+ workers, whether at the bargaining table or in the legislative halls. Everyone has the right to work safely, without fear of violence and harassment because of who they are or who they love.”

Join the CLC and take action to show your solidarity and defend the rights of 2SLGBTQI+ workers today: https://canadianlabour.ca/campaigns/pride-solidarity/#:~:text=Let’s%20come%20together%20to%20celebrate,today%20by%20adding%20your%20name.

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“We care about the well-being of children. We also know that it is tough for kids to feel different from others growing up, and how important it is to feel safe and included at school. Unfortunately, conservative politicians are trying to make it more challenging for kids and youth by undermining the ability of parents, caregivers, educators, and health care providers to support them,” said Bea Bruske, President of the CLC. “Unions are in the business of defending people’s human rights, whether they’re union members or not. We will not sit by as 2SLGBTQI+ kids’ rights are attacked.”

Bruske added: “Political leaders have a choice to either facilitate bullying and harm against trans children and youth or to protect their safety and well-being.”

In the past year, there’s been a rise in policies, legislation, and actions that undermine the ability of 2SLGBTQI+ youth to learn and grow in safe and affirming environments. Even before this recent increase in harmful policies, 2SLGBTQI+ children were facing difficulties at school. In 2021, Egale’s second national climate survey on homophobia, transphobia and biphobia in Canadian schools revealed:  

• 2SLGBTQ students report more incidents of homophobic, biphobic, and/or transphobic verbal, physical, and sexual harassment and other forms of targeted bullying than their cisgender heterosexual peers;

• 77% of 2SLGBTQ Indigenous students had been harassed at school in the year leading up to the survey, the highest percentage of any group, and they were more likely to report skipping school due to feeling unsafe; and

• 2SLGBTQ Black students were most likely to be verbally harassed about their race and to indicate that they wished they attended a different school.

• Overall, 62% of 2SLGBTQ respondents reported feeling unsafe at school, compared to 11% of cisgender heterosexual students.  

“Recent policy changes are fueling hate, forcing 2SLGBTQI+ kids and youth to hide their identities and go without support from their teachers. They’re losing access to critical education about gender identity and sexual orientation. It shouldn’t be a struggle for educators to create affirming, inclusive, and welcoming school environments, but educators are facing backlash, with many of them identifying this as a barrier to creating school-wide gender inclusivity,” said Larry Rousseau, Executive Vice-President of the CLC.

In Alberta, for example, parents and doctors are facing government overreach, disrupting their ability to provide quality healthcare to trans and gender-diverse kids and youth. 

Pink Shirt Day began as an initiative in a small-town Nova Scotia school in 2007 to counter homophobia and transphobia at school. It has since grown into a movement to create a more kind and inclusive world by raising awareness and funds for anti-bullying initiatives. 

This year, Canada’s unions remind governments that all children deserve the freedom to grow and express themselves without fear of bullying, ostracism, or violence. Anything less is unacceptable.

In solidarity with 2SLGBTQI+ leaders, we are calling on conservative politicians to stop bullying 2SLGBTQI+ kids: 

• Repeal any legislation and rescind any policies that deny trans and queer youth the ability to be safe and thrive at school and in their communities; and

• Collaborate with 2SLGBTQI+-led organizations to identify educational resources and best practices to create welcoming, safe, inclusive learning environments. 

You can take action too! Sign on to the Free and Equal Alberta letter writing campaign.

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Canada is facing a crisis: Statistics Canada data released earlier this year showed a record jump in hate crimes against 2SLGBTQI+, Muslim, and Jewish communities in 2021. This number continues to increase. This includes an alarming rise in incidences of hate and hate crimes, divisive ideologies, and racist, prejudicial, and discriminatory acts, both online and offline. It is crucial for all Canadians to urgently come together, to confront and combat this hate head-on. 

Canada’s unions are urging the federal government to take immediate action to put an end to the rise of hate in this country. This includes releasing its National Action Plan on Combatting Hate, a much-needed tool to help combat the rapid increase and spread of hate.  

Hate speech also continues to thrive online. This environment allows white supremacist, fascist, and right-wing extremist groups to organize and spread hate-based rhetoric and ideologies, quickly and effectively. The federal government must release its long-promised online harms bill, aimed at countering the deeply troubling trend of online hate, harassment, and violence.  

To combat rising anti-2SLGBTQI+, anti-inclusion, and pro-violence campaigns across the country, Canada’s unions are also calling for the implementation of all 29 policy recommendations in the White Paper on the Status of Trans and Gender Diverse People.   

“This year marks the 75th anniversary of the Universal Declaration of Human Rights. As we mark and reflect on this significant milestone, we must unite against hate in all its forms. Hate—whether rooted in racism, xenophobia, homophobia, transphobia, or any other form of prejudice and discrimination—has no place in our society. It undermines the principles of human rights and jeopardizes the very fabric of our society,” said Larry Rousseau, Executive Vice President of the Canadian Labour Congress (CLC). 

Canada’s unions have long been at the forefront of human rights issues and will continue to fight for a more just and equitable future for all.  

“We will not let anyone roll back hard-won human rights. Every worker deserves to live a life free from fear, prejudice, and bigotry. We remain unwavering in our commitment to confronting hate in our workplaces, unions, and communities,” said Bea Bruske, President of the CLC. “The ongoing rise of hate requires an urgent response, and we’re calling on the federal government to take concrete steps to protect and preserve human rights in Canada. But we also have a collective role to play in confronting and combatting hate. It’s up to each of us, to stand up to hate when we see it and when we hear it. Only together can we make our workplaces and our communities safer for everyone.” 

Everyone in Canada must do their part to confront and combat hate. Join the fight by: 

• Downloading our Workers in Transition Guide to learn more about how you can support trans people in your workplace.  

• Downloading our report on confronting Islamophobia in our workplaces and communities
  Islamophobia at Work: Challenges and Opportunities.  

• Learning more about how right-wing extremism and populism are spreading online and in communities across Canada. 

• Sign the #TransEqualityNow petition to tell the federal government they must act. 

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For too many workers – especially women and gender-diverse workers – the risk of harassment and violence has become a daily reality. Seven in ten workers have experienced harassment and violence at work, often at the hands of third parties such as customers, patients, and members of the public. The risk is particularly high for those in public-facing jobs, like retail, journalism, health care, education, transportation and hospitality, sectors dominated by women and gender-diverse workers.

Following Canada’s ratification of ILO C-190 earlier this year, the government must implement a comprehensive strategy to enhance safety for all workers. Convention 190 is a global treaty aimed at eradicating violence and harassment in the world of work, and is the product of tripartite collaboration between unions, employer groups and governments.

“With Canada’s ratification of ILO C-190, we have a clear mandate to turn decades of advocacy into safer work for everyone,” said Bea Bruske, President of the Canadian Labour Congress. “But we have to get it right. Canada needs a comprehensive strategy to implement the convention, which would not only address immediate workplace safety concerns, but also align and incorporate initiatives outlined in the National Action Plan on Gender-Based Violence.”

In recent years, we have seen numerous equity-deserving groups targeted by an emboldened far right. This rising tide of hate has contributed to higher rates of third‑party violence linked with pervasive forms of discrimination and marginalization. 2SLGBTQI+ workers, Black, racialized, Indigenous workers, and those with disabilities are most likely to be targeted. Public homophobic and transphobic attacks on members of the 2SLGBTQI+ community are spilling over into workplaces, leaving workers feeling unsafe in an increasing number of places within their own lives.

One worker who participated in the CLC’s 2022 report on harassment and violence in the workplace identified that they didn’t find current solutions intersectional. They explained that the harassing and violent behaviours they experience have overlapping roots, based in racism, homophobia and misogyny. Workers with multiple and intersecting identities in particular need strategic and multi-faceted solutions, that will end workplace harassment on all fronts.

“Dismantling gender-based violence at work also requires a unified response against rising hate. We know there won’t be a one size fits all solution to addressing harassment and violence in the workplace. It’s time for the federal government to bring union, employer and government leaders together to develop holistic strategies to prevent and address third-party violence at work,” said Siobhán Vipond, CLC Executive Vice-President. “Together we can close the gaps within existing legislation and regulations, and deepen our collective understanding of violence and harassment at work.”

“Everyone deserves to work free from violence and harassment,” said Bruske. “Unions are ready to work collaboratively with employers and governments on a comprehensive strategy to prevent, address and eliminate third-party violence at work, ensuring that everyone can work without fear and making work a safe and dignified place for all.”

To read the results of the National Survey on Harassment and Violence at work click here. 

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By enacting these policies, these governments have condoned the hateful behaviour of people across the country who are targeting and endangering trans children. In this climate of rising hate, Canada’s schools should be inclusive and safe spaces for children and staff to be present and protected, not places that out kids to potentially unsupportive families. 

Politicians must be held accountable to make evidence-based, compassionate decisions that prioritize human rights and support the protection of marginalized communities such as 2SLGBTQI+ youth from violence and harassment. 

A silver lining in all of this has been the swift action taken by workers and their unions across the country. As news of hate-based marches and protests spread, so too did plans for counter-protests, often organized by unions, labour councils, and federations of labour. Standing in solidarity against hate and injustice has always been a cornerstone of the labour movement, and that was proven again this week. 

I am proud to be part of the fight against regressive and hate-motivated actions like the recent decisions in New Brunswick and Saskatchewan and the increasing harassment of trans youth. 

Canada’s unions will always fight for a fairer, just, and more equitable future for all – including children.  

-Bea 

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“Whether on the shop floor, in union halls or in government spaces, Canada’s unions know that we are stronger together. We will continue to build unity not only to celebrate, but to defend the diversity within our movement. Our commitment to fighting against homophobic and transphobic violence and discrimination is a daily practice that extends beyond just Pride season,” said Bea Bruske, President of the Canadian Labour Congress (CLC). “Pride is an important opportunity for us to highlight this work, but our solidarity and support reaches much further.”

The rise of anti-2SLGBTQI+ phobia and violence has been an alarming trend across Canada and around the world. According to a recent report from Statistics Canada, domestic police-reported hate crimes based on sexual orientation increased drastically – by almost 60 per cent between 2019 and 2021. A 2018 report also found that transgender Canadians are disproportionately more likely to experience violence than their cis-gender counterparts, including in public, online and at work.

According to ACLED, a non-partisan organisation that compiles statistics on violence globally, anti-LGBTQ mobilizations in the United States more than tripled in 2022 compared to 2021. This led to horrific tragedies including the Colorado nightclub shooting, and has raised concerns of a spillover effect in Canada.

In fact, anti-inclusion and pro-violence campaigns are continuing to gain momentum in our country, targeting a growing number of Pride events and related programming. They also seek to undermine important legislative gains aimed at increasing equity and inclusion of 2SLGBTQI+ communities in Canada. This includes disruptions at local drag story-time events and attacks against inclusive curriculum development in schools. Many of these anti-2SLGBTQI+ mobilizations have documented connections to far right and white supremacist groups . These connections include direct funding from and similar strategy to anti-2SLGBTQI+ fascist organisations, based in the U.S. and globally. 

In the face of mounting hate, we will continue to vehemently oppose racism, colonialism, homophobia, biphobia, intersexphobia and transphobia in all of its forms, across Canada and around the world.

“The actions of a hateful few threaten to injure the progressive, inclusive and equitable vision for all that our labour movement has defended for decades. But make no mistake: Canada’s unions will continue to show up to defend these hard-fought gains on 2SLGBTQI+ rights, in the workplace and in our communities. We will fervently defend against the bigotry and ignorance peddled by the far right,” said Larry Rousseau, Executive Vice-President of the CLC.

While the new federal 2SLGBTQI+ Action Plan is an important first step, more direct action is needed to support local organisations, particularly in rural areas. Canada’s unions will continue to lobby governments at every level to support and protect these organisations dedicated to combatting homophobia and transphobia. We are equally committed to helping sustain safe community spaces for 2SLGBTQI+ people across Canada and around the world.

Canada’s unions must also be part of the solution to end homophobia, transphobia and 2SLGBTQI+ phobia internally by showing leadership and challenging discrimination anywhere we see it. We can do this with member education, awareness campaigns, bargaining 2SLGBTQI+ collective agreement language, and participating in pride events every year. 

Show your support by attending Pride events in your community. Be sure to download our Workers in Transition Guide to learn more on how you can support trans people in your workplace.

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“All workers, regardless of their sexuality or gender identity, deserve to work free of violence and harassment. Unfortunately, this reality is especially untrue for 2SLGBTQI+ workers, who often face disproportionate amounts of discrimination and bullying at work.” said Larry Rousseau, Executive Vice-President of the Canadian Labour Congress. 

In fact, the CLC’s most recent survey on harassment and violence in Canadian workplaces found that 73% of gender-diverse respondents reported experiencing multiple forms of harassment and violence at work, a disproportionately high number compared to their cisgender colleagues. LGBTQ2S+ respondents were also more likely to have experienced harassment and violence, particularly sexual harassment and violence.

A 2020 study on Lesbian, Gay and Bisexual earnings in the Canadian labour market also found these populations were more likely to earn lower incomes, experience more discrimination in the workplace and deal with increased barriers to finding and advancing in employment compared to their heterosexual counterparts. And a 2020 Trans PULSE Canada survey report on trans and non-binary Canadians found that less than half of trans respondents were employed full‑time, while 35% were employed part-time.

“While these statistics paint a grim picture of the reality of anti-2SLGBTQI+ sentiments in the workplace, it doesn’t have to be this way. Canada’s unions believe in the power of properly implementing ILO C-190, the newly ratified global standard on harassment and violence at work, as a key part of the puzzle to address discrimination based on sexual orientation, gender identity and expression, and sex characteristics in the workplace,” continued Rousseau

Unions applauded the recent news of Canada’s ratification of ILO C-190, a historic global convention to end violence and harassment at work, first introduced in 2019. However, ratification is only the first step toward meaningful change. There needs to be a strong plan for implementation in all jurisdictions, which requires a coordinated effort involving governments, employers and unions.

“As Pride season commences from coast to coast, there is no better time for governments to take action and bring all stakeholders together to end all forms of violence and harassment at work. 2SLGBTQI+ workers deserve to feel safe at work and it’s time Canada take action to make this a reality,” concluded Rousseau.

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“Across the globe, we are seeing unprecedented attacks on the rights of 2SLGBTQI people,” said Bea Bruske, President of the Canadian Labour Congress (CLC). “In 2022 alone, we’ve witnessed the introduction of more than 240 anti-LGBTQ bills in the United States, and increasing criminalization and violence against 2SLGBTQI populations in regions including Eastern Europe and West Africa.”

A concrete first step in advancing protections for 2SLGBTQI workers and reaffirming a commitment to protecting those with diverse sexual orientations, gender identities, gender expressions and sex characteristics is for the government to ratify ILO C-190 and affirm the right to a world of work free from harassment and violence.

The CLC and researchers from the University of Western Ontario and the University of Toronto recently released the initial findings of a national survey on workplace harassment and violence in Canada. The findings are unsettling, with 7 in 10 workers reporting having experienced a form of harassment and violence at work. The survey also found that women, trans, nonbinary and gender-diverse workers are experiencing higher rates of harassment and violence. 73 percent of gender-diverse respondents reported having experienced sexual harassment and violence at work, compared to 46 percent of women and 38 percent of men. Nearly 5000 workers took part in the survey.

“Violence and harassment is not part of the job. Governments and employers must do more to make workplaces safer and more inclusive for all,” said Larry Rousseau, Executive Vice‑President of the CLC. “These eye-opening survey results should push governments and employers to address and prevent all forms of gender-based violence and harassment in the world of work, including homophobic and transphobic violence and harassment.”

ILO C-190 is the first international standard of its kind that acknowledges the universal right to a world of work free from violence and harassment, and establishes a clear framework for ending it. Once ratified, governments are accountable for preventing and addressing all forms of violence and harassment, including gender-based violence and harassment. It also gives unions the tools they need to make work safer for everyone.

The Convention was adopted in June 2019, by the ILO at the International Labour Conference, and came into force in June 2021. To date, 12 countries have ratified the Convention.

In recent years and during the course of the pandemic, hate crimes targeting sexual orientation have increased. Statistics Canada reports that people belonging to sexual minority groups are almost three times more likely to experience violent victimization than heterosexual people. This reinforces reports of how COVID-19 has exacerbated pre-existing inequities and impacted various populations differently.

IDAHOTB was first recognized in 2004 to raise awareness and mobilize to end discrimination and violence faced by 2SLGBTQI people globally. May 17 was chosen to commemorate the day on which the World Health Organization decided to declassify homosexuality as a mental disorder in 1990. Today, IDAHOTB is celebrated in over 130 countries around the world.

Send a tweet to Canada’s Minister of Labour calling on Canada to ratify C-190

Check out the CLC’s Workers in Transition Guide on how to support trans workers and combat transphobia in the workplace

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OTTAWA –– After waiting three decades, Canada’s unions welcome today’s decision by the Canadian government to reverse its discriminatory blood donation policy, which had been in place since 1992.   

“This is a positive step in addressing ongoing systemic discrimination experienced by 2SLGBTQI people,” said Bea Bruske, President of the Canadian Labour Congress (CLC).  “By ending the ban on blood donation for men who have sex with men, the government and Canadian Blood Services are finally ending this discriminatory and unscientific practice which perpetuated negative homophobic and transphobic stereotypes.”

The ban reinforced a negative stigma surrounding men who have sex with men and misgendered trans women for the purposes of blood donation, preventing potentially healthy donors from donating blood.

“It should not have taken such a long time to ensure that all people are treated equally. Fear and negative stereotypes about men who have sex with men made this ban last for three decades,” said Larry Rousseau, CLC Executive Vice-President. “Today, the government and Canadian Blood Services have adopted criteria that is gender neutral with behaviour-based screening and finally ended this unacceptable homophobic and transphobic policy, once and for all. Now Canadian Blood Services must work to earn the trust of the 2SLGBTQI community and encourage much-needed donations.”

The federal Liberals made a campaign promise in 2015 to end the discriminatory blood ban following years of activism and pressure from the 2SLGBTQI and human rights advocates. The ban has been challenged at the Canadian Human Rights Tribunal, and in June 2021 the federal government lost an attempt to terminate the tribunal’s inquiry.  

“Today we celebrate alongside all of the activists and the 2SLGBTQI community and we thank the advocates who have worked so hard to make this day possible,” said Bruske. “This victory has taken far too long, but today’s announcement is about saving lives, and making up for years of missed opportunities for those who were excluded from donating simply because of their sexuality or gender identity”.

-30-

To arrange an interview, please contact:
CLC Media Relations
media@clcctc.ca
613-526-7426

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Although Canada adopted Convention 190 in 2019, the federal government has yet to ratify the convention, which would turn the global treaty into law.

Pink Shirt Day is recognized across Canada and around the world as a day to recommit ourselves to challenging bullying and harassment in our schools, communities, and in our workplaces. This year, the focus of Pink Shirt Day is about working together and treating everyone with dignity and respect as we all navigate the unprecedented realities of the COVID-19 pandemic.

“There is no place for bullying and harassment in our unions, workplaces, or in our communities. This includes homophobic and transphobic bullying,” said Larry Rousseau, CLC Executive Vice-President. “COVID-19 has forced many workplaces to become virtual, exacerbating existing concerns around online violence and harassment.”

A recent study by Statistics Canada on the Experiences of Discrimination during the COVID-19 Pandemic found that three in ten respondents reported harassment in the workplace, while almost a third of all respondents reported experiences of online harassment.

In addition, the same study found that 68% of gender diverse respondents reported experiences of harassment online, while half of all Black and South Asian respondents experienced discrimination in public spaces, such as retail, restaurants and banks.

Workers experiencing harassment – including transphobic and homophobic bullying – whether virtual or in person, may feel increased pressure not to report due to the economic insecurities felt throughout this pandemic.

“It’s past time for our government to take a stance against violence and harassment at work,” said Rousseau. “Canada must join other countries around the world by ratifying this convention and solidifying our government’s commitment to the right to a workplace free of violence and harassment for all.”

Canada’s unions have long organized and fought for anti-harassment policies and awareness initiatives at work that ensure safer workplaces for everyone. Even in the midst of a pandemic, unions are leading the way in advocating for every worker’s right to safety in the workplace. This includes the recent launch of a national survey on harassment and work in Canada and the creation of a new Workers in Transition handbook.

Pink Shirt Day started as an initiative in a small town Nova Scotia school in 2007, to address homophobia and transphobia. Since then, it has grown into a global celebration of all identities and includes participants from all over the globe. Learn more about the origins of Pink Shirt Day here.

To show your virtual support, upload a photo of yourself, your workplace or your community with the hashtags #PinkShirtDay and #LiftEachOtherUp. Be sure to include a message on anti-bullying to your social media platforms.

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As celebrations across the country are cancelled, rescheduled or shifted to digital platforms in the wake of the COVID-19 pandemic, Canada’s unions stand with our 2SLGBTQI members, friends and family to celebrate and fight for those facing homophobic, transphobic and biphobic violence and harassment.

“For decades, Canada’s unions have joined Pride festivities across Canada in solidarity with 2SLGBTQI communities across the country,” said Larry Rousseau, Executive Vice-President of the Canadian Labour Congress (CLC). “This Pride season will be no different – unions will be there to show our support, no matter how we celebrate. It reminds us that we are a community, even when physical distancing requirements keep us apart.”

With the theme Exist-Persist-Resist, Global Pride 2020 is a political celebration of visibility and civil rights for Two-Spirit, Lesbian, Gay, Bisexual, Transgender and Intersex communities. Even as lockdowns remain in place across the country and around the world, Pride festivities can offer much needed spaces for community gatherings, healing, and political engagement.

“The Pride movement arose out of the Stonewall riots, as well as protests against police raids of gay establishments, most notably the Bathhouse Raids in Toronto,” said Rousseau. “This year’s Pride takes place in the context of significant pushback against anti-Black racism and police violence in the US and Canada. Pride has always been political, and this year especially we remember the role that Black and Latinx trans women played in Stonewall. Pride events and calls for change must highlight the interconnectedness of movements struggling against oppression.

“We know that Pride season is an important time to connect, to celebrate and to organize for so many,” said Rousseau. “Yes, this Pride will be different, but it will still be ours. It can still bring us together. And it can still be political. Together we can emerge stronger, more united, and more Proud than ever.”

The CLC encourages labour councils and local unions to get involved in regional Pride events, to show solidarity with the 2SLGBTQI community and the Pride movement in this pandemic.

Show your pride and solidarity by downloading the CLC’s new pride zoom backgrounds.

Stay up to date with COVID-19 Pride festival updates across Canada with Fierté Canada Pride’s tracking tool.

Learn more about Global Pride 2020 here.

Learn more about the demands of nearly 100 2SLGBTQI organizations in Canada in the context of the COVID-19 crisis here.

Read about the specific impacts of COVID-19 on 2SLGBTQI communities in Canada here.

Commit to being a better trans ally in the workplace this Pride season with the CLC’s newest handbook Workers in Transition: A Practical Guide for Union Representatives and Trans Union Members.

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2SLGBTQI peoples are more vulnerable to discrimination, violence, harassment and stigma on the basis of sexuality and gender identity right now. The lockdown makes it more difficult to find support and to escape a less than accepting situation at home.

“COVID-19 has amplified the inequities in our society, including the discrimination faced by 2SLGBTQI peoples,” said Larry Rousseau, Executive Vice-President of the Canadian Labour Congress. “We may all be practicing social distancing, but that doesn’t mean marginalized communities are less impacted by the reality of homophobic, transphobic and biphobic intolerance and violence.”

As the first waves of lockdown hit communities across Canada, over 100 2SLGBTQI organizations sounded the alarm in a letter addressed to Canada’s federal government.

According to data collected by Egale, 53 per cent of Canada’s 2SLGBTQI households have been impacted by job losses since mid-March, compared to 39 per cent of the general population. Further, 42 per cent of 2SLGBTQI respondents to Egale’s recent survey said they have experienced negative mental health impacts due to the added stress, compared to 30 per cent of the general public.

“We need action from the federal government to support 2SLGBTQI organizations dealing with an increase in demand from community members struggling with a lack of resources due to the pandemic,” continued Rousseau. “We also need federal and provincial governments to mandate collection of disaggregated data across Canada to give health officials and policy makers a greater understanding of the disproportionate impact of this pandemic on marginalized communities, including 2SLGBTQI people.”

Learn more about the specific impacts of COVID-19 on 2SLGBTQI communities in Canada here, and learn more about the history of IDAHOBIT here.

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While many us are making sure that we #stayathome, we still need to be aware of the threat of homophobic and transphobic violence that persists online, at home, and for those on the front lines.

“This year, we are taking action online to take a stand, joining people around the world for a #VirtualDayofPink,” said Larry Rousseau, Executive Vice-President of the Canadian Labour Congress. “Solidarity is a key strength of our union movement. The #VirtualDayofPink is an opportunity for leaders in the trade union movement, in business and government, as well as everyday people, to stand together against homophobia and transphobia everywhere and in all of its forms.”

Canada’s unions have a role to play in educating and empowering our members so that all workplaces are welcoming and inclusive for all. In the context of COVID-19, our federal government needs to step up to ensure that 2SLGBTQI people are not left behind during and after this pandemic.

Around the world, 2SLGBTQI communities face disproportionately high levels of harassment and violence.

According to research from EGALE Canada, “Approximately 47 per cent of LGB workers (in Canada) have experienced workplace harassment and/or violence based on their sexual attraction (orientation), while approximately 90 per cent of transgender and gender variant employees report experiencing workplace harassment and/or violence stemming from their gender identity and expression.”

“Everyone has a role to play to better protect the rights of 2SLGBTQI people and ensure that they have the support they need in our workplaces, in our unions and in our communities,” said Rousseau “Our federal government must lead efforts with a dedicated gender-based plus analysis of the pandemic’s impacts, and by ensuring that additional emergency funds are available to support 2SLGBTQI organizations and communities to survive this crisis.”

You can mark the International Day of Pink right by:

1. Tagging your union and snapping a photo of you in pink to share online with the hashtag #VirtualDayofPink.
2. Downloading the CLC’s newest resource: Workers in Transition and learn how to be a Trans ally in your workplace today.
3. Read, share and support the demands of over 100 2SLGBTQI organizations amid the COVID-19 pandemic.

Learning more about International Day of Pink and how you can join #VirtualDayofPink here.

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“Pride season is an important moment to come together and celebrate the victories and visibility of LGBTQ2SI activism in our communities”, said Larry Rousseau, Executive Vice-President of the Canadian Labour Congress (CLC). “It is also a critical moment to reflect on how tenuous those victories are with the surge of hate messages and attacks on human rights seen globally. Canada’s unions are ready to defend against clawbacks to the gains we’ve made for the rights and freedoms of sexual and gender minorities.”

Canada’s labour movement has an important role to play both domestically and internationally when it comes to protecting the rights of LGBTQ2SI communities. In June, the International Labour Conference concludes negotiations toward a new international labour standard on violence and harassment in the world of work, a clear direction to governments and employers to prevent, remedy and address violence and harassment in the world of work.

“We are working hard to negotiate a comprehensive and inclusive standard that recognizes that some groups of workers, including LGBTQ2SI workers, are disproportionately exposed to and impacted by violence and harassment,” said Marie Clarke Walker, CLC Secretary-Treasurer. “The ILO needs to send a clear message that violence and harassment should never be part of the job,” added Walker.

In Canada, unions have played a crucial role in challenging homophobia and transphobia, and building workplaces and communities that are inclusive and supportive of LGBTQ2SI people and families. The Public Service Alliance of Canada recently launched their ‘Building Trans-Inclusive Workplaces’ online tool kit, which includes materials to support trans workers and their allies in the workplace. The British Columbia Teachers’ Federation has been mobilizing to defend the modernization of the provincial education system with meaningful inclusion of anti-homophobia and anti-transphobia resources and lesson plans. In Ontario, the Elementary Teachers’ Federation of Ontario and the Ontario Secondary School Teachers’ Federation are joined by students and activists across all major social justice movements to fight back against a 10 year set-back to the provincial sexual health and gender education curriculum.

“Make no mistake, it is clear that there is a coordinated and ideological attack on the rights of LGBTQ2SI communities in Canada and globally,” said Rousseau. ”This Pride season, I’m proud to be a part of a labour movement that is ready to resist and defend the rights of all of our workers and their families.”

Canada’s unions are leading the push for a national pharmacare plan. LGBTQ2SI people face worse health outcomes because of the compounding impacts of homophobia and transphobia in our health care system and in our society. Access to health care, including medication, is a fundamental human right. For members of the LGBTQ2SI community, that means a universal, single-payer pharmacare plan we can be proud of.

Unions across Canada will be participating and visible in Pride events in their regions. For a full list of Pride event and to find one near you, please click here.

The post Time for Pride celebration, and resistance to attacks on human rights, say Canada’s unions appeared first on Canadian Labour Congress.

“The deferral from one year to three months, while an important step forward, nonetheless continues to perpetuate the homophobic and unscientific concept that the blood of men who have sex with men is somehow unsafe and unfit for donation,” said Larry Rousseau, Executive Vice-President of the Canadian Labour Congress (CLC). “Furthermore, Canadian Blood Services (CBS) also discriminates against trans people by applying similar deferrals of blood donation if they are screened as ‘men who have sex with men’, irrespective of their gender identity.”

Deferral policies for blood donations from ‘men who have sex with men’ first began as a fear-based response to the tragic AIDS epidemic of the 1980s. However, there is no conclusive scientific evidence to prove that blood deferrals on the basis of sexuality or gender identity can reduce the transmission of sexually transmitted diseases in blood donations. Therefore, these policies rely on unfounded and discriminatory stereotypes about ‘men who have sex with men’.

The CLC joins calls for CBS to develop and enforce blood donation policies that are evidence and behaviour based, and that do not target one specific aspect of a donor’s identity.

“CBS should review all blood donations based on gender-neutral and behaviour-based screening,” said Larry Rousseau. “It’s time to end a blood ban based on fear and negative stereotypes about men who have sex with men.”

The IDAHOT is held on May 17^th every year since 2004. You can learn more about IDAHOT here.

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Summer is the time for Pride events and marches in Canada. But while these celebrations are now somewhat commonplace in many cities across the country, just over 45 years ago a small brave group of people marched on Parliament Hill to demand what was then referred to as “gay rights” in a manifesto entitled “We Demand”.

The labour movement in Canada has been, and continues to be, a strong ally and voice for LGBTQ2SI (Lesbian, Gay, Bisexual, Trans, Queer, 2-spirited, Intersex) rights and in fighting homophobia and transphobia in Canada – in the workplace and beyond. This includes:

• Hosting committees and working groups to fight against homophobia, transphobia and harassment. Many unions have changed their own constitution to reflect this.
• Negotiating a range of clauses in collective agreements that protect the rights of LGBTQ2SI workers above and beyond the law.
• Bringing to court violations of LGBTQ2SI rights such as individual grievances and provisions such as marriage leave, leaves of absence, spousal benefits, and pensions plan benefits.
• Mobilizing and lobbying to change laws including the Canadian Human Rights Act, equal benefits, employment equity, equal marriage and gender identity and gender expression.
• Collaborating with civil society organizations, within Canada and internationally, to fight for LGBTQ2SI rights through awareness campaigns and active participation in events.

Some of the work being done by unions and the labour movement:

• Canadian Labour Congress
• Public Service Alliance of Canada

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Stanley Moore and Dale Akerstrom were both employees of the federal government. Moore was a Foreign Service Officer, employed by the Department of External Affairs, while Akerstrom was working for the Canadian Employment and Immigration Commission.

In 1991, Moore was posted to the Canadian Embassy in Indonesia. When he applied for spousal benefits related to the move for his partner, Pierre Soucy, he was denied on the grounds that Soucy was not considered a spouse because he was the same gender as Moore.

In 1992, Akerstrom applied to change his benefit status from single to family to make his partner, Alexander Dias, his beneficiary for death benefits and his spouse under the Public Service Health Care Plan. He was denied because, under the terms of the plans, spouse was defined as a person of the opposite gender.

Both men filed complaints with the Canadian Human Rights Commission, which ruled in their favour, based on a 1992 ruling by the Ontario Court of Appeal (in the case of Haig v. Canada) that deemed discrimination based on sexual orientation to be prohibited under section 15 of the Canadian Charter of Rights and Freedoms.

The ruling stated it was “crystal clear that the law is that denial of the extension of employment benefits to a same-sex partner which would otherwise be extended to opposite-sex common-law partners is discrimination on the prohibited ground of sexual orientation.” The federal government was found to have discriminated against Moore and Akerstrom, was ordered to stop using the definition of spouse and to compensate both men.

In another case, Egan v. Canada, the Supreme Court unanimously endorsed a lower court’s finding that sexual orientation is a prohibited ground of discrimination under s. 15 of the Charter.

The federal government was out of options. In May of 1996, legislation was passed to amend the Canadian Human Rights Act by including “sexual orientation” to its list of prohibited grounds of discrimination. That change came into force on July 15, giving all federal government workers the same rights to benefits.

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Canada’s unions have a long history of standing up for fairness. This includes standing up for the rights of workers in the face of homophobia and discrimination based on their sexual orientation.

In 1991, Delwin Vriend worked in Edmonton as a full-time chemistry laboratory coordinator at The King’s College, a school affiliated with the Christian Reformed Church. Openly gay and equally open about his same-sex relationship, his supervisor ordered him to “quit or be fired” after the college adopted a statement of religious belief that targeted workers like him. Vriend refused and the college fired him.

Wronged, he contacted the Alberta Human Rights Commission to file a discrimination complaint but was refused because sexual orientation was not written into the Alberta Human Rights Code and, therefore, not protected. Denied justice, he sued the provincial government and the Human Rights Commission.

In 1994, an Alberta court ruled in Vriend’s favour. Echoing previous court rulings on the matter, the judge ruled that sexual orientation should be “written in” as a protected class under human rights law. The province’s Conservative government appealed, and in 1996, the Alberta Court of Appeal overruled the decision.

Vriend appealed to the Supreme Court of Canada, joined by the Canadian Labour Congress as one of the intervening parties. He won his case. The Court ruled on Vriend v. Alberta that provincial governments could not exclude protection of individuals from human rights legislation based on sexual orientation. It found no legal basis for drawing a distinction of the Charter of Rights and Freedoms between a positive act and an omission in the law – a controversial ruling because neither Alberta’s Human Rights Code nor the Charter made specific reference to sexual orientation.

With its decision, the Supreme Court read-in sexual orientation as a prohibited ground for discrimination. In response, a few religious groups and Alberta Conservative MLAs called on the governments of Alberta and Canada to invoke the “notwithstanding clause” to overrule the Court’s ruling. But the writing was on the wall and Conservative Premier Ralph Klein declined to take up the cause, even going so far as to suggest that public protests against the ruling were hateful.

The Vriend decision was one of many court challenges that saw interventions from Canada’s unions and the Canadian Labour Congress. Unions had been standing up for the rights of workers in same-sex relationships at the bargaining with employers, before legislative committees, in the courts and on the streets for years. Today, same-sex families and LGBTQ2SI workers can count on greater equality, access to the same pay, benefits and opportunities thanks to the work of unions.

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