“Solidarity as a labour movement looks like participating in Pride events from coast to coast to coast, as well as continuing to celebrate and stand with 2SLGBTQI+ communities in defence of their human rights at work and in our communities all throughout the year, “said Bea Bruske, President of the Canadian Labour Congress.

2SLGBTQI+ communities continue to be disproportionately impacted by the affordability crisis facing workers and their families across Canada. This is due to several factors including persistent wage gaps, employment discrimination, housing instability, rising health care costs and barriers, and higher rates of poverty.

• In 2025, 46% of 2SLGBTQI+ individuals found it difficult or very difficult to meet financial needs, compared to 39% of non-2SLGBTQI+ individuals. In addition, research also shows that racialized 2SLGBTQI+ communities face even greater income gaps.
• A report from EGALE Canada revealed that 72% of Two Spirit, trans, and nonbinary workers report facing workplace discrimination; and nearly half have quit jobs due to lack of acceptance. From that same report, 74% of 2SLGBTQI+ people shared that they hid or minimized their identity during the job search process, fearing the consequences of widespread discrimination.
• Finally, a new report on harassment and violence at work from the CLC highlights that this issue continues to disproportionately affect 2SLGBTQI+ workers, with approximately a third (65%) of respondents reporting experiences of harassment and violence at work due to their sexual orientation, the most common form of harassment being sexual harassment (53%).

The reality of ongoing inequities facing 2SLGBTQI+ communities highlights the importance of continued advocacy on 2SLGBTQI+ rights both at work and in our communities.

“Supporting inclusive workplaces where everyone can feel safe and proud to be themselves benefits everyone. And when workplaces flourish, so do our communities, and our economy.” said Bruske.

Unions are an essential part of this equation.

• Unions push to end violence at work: We pushed for and won Canada’s ratification of ILO C-190 in 2023, for a world of work free of harassment and violence, including gender-based violence.
• Unions challenge discrimination: Union reps used the collective bargaining process to pioneer anti-discrimination clauses, anti- harassment policies, recognition of same sex spouses and 2SLGBTQI+ families in benefit and leave policies, as well as access to gender affirming care.
• Unions defending our democracy: We called out governments and conservative right-wing forces for attacking the human rights of 2SLGBTQI+ communities to distract us from their economic mismanagement by scapegoating the most vulnerable among us.
• Pride in our trade union movement: We will continue to loudly and proudly be led by and uplift 2SLGBTQI+ workers and fight for a safe, just and inclusive Canada.

“Whether it’s in the streets proudly representing our labour movement at marches and parades, defending workers at the bargaining table, and fighting for human rights in every decision-making space, we’ll be there.

Canada’s unions are unwavering in our commitment to celebrate and advocate for the rights 2SLGBTQI+ communities, with solidarity at the heart of our pride.” said Bruske.

—

You can show your solidarity this 2026 Pride season by taking the pledge to stand up for 2SLGBTQI+ workers’ rights with the CLC.

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“Attacks on 2SLGBTQIA+ rights, and all human rights, have no place in just and democratic societies like ours,” said Bea Bruske, President of the Canadian Labour Congress. “When Canada’s unions fight for dignity and respect in the workplace and in our communities, we fight for everyone. We will always relentlessly defend human rights as workers’ rights everywhere, on the job and in our communities.”

“The global IDAHOBIT 2026 theme recognizes the importance of justice for all as foundational to truly democratic societies.

In Canada, we’ve seen the impact to our democracy firsthand when conservative and right-wing politicians recklessly undermine the human rights of 2SLGBTQI+ people and other vulnerable communities in service of their anti-worker political agendas.

Most recently, governments in New Brunswick, Saskatchewan and Alberta have attempted to set a dangerous precedent of restricting human rights through the indiscriminate use of notwithstanding clause, the same provincial tactic used to force Albertan teachers back to work in the fall of 2025.

Using this loophole, these governments are shamefully pushing legislation they know violates the charter-protected human rights of 2SLGBTQI+ communities. They are deliberately using the human rights of their own constituents as scapegoats to try to divide communities. Unions are calling it out for what it is: a right-wing tactic designed to distract us from their economic mismanagement and the reality that while these policies do nothing to address the worsening affordability crisis, it is ultimately workers and their families, along with the most vulnerable amongst us, that are left to pay the price of deepening economic inequities.

“When we say an injury to one is an injury to all, that includes human rights,” said Bruske, “Canada’s unions are Workers United Against Hate, and we will proudly, loudly and boldly defend these principles—including 2SLGBTQI+ rights—as critical to the very foundation of our democracy.”

In response to rising global criminalization of 2SLGBTQI+ rights, freedoms and identities, and an emboldened anti-rights movement around the world, Canada’s unions also extend our advocacy agenda to the world stage. The CLC is proud to be united with our allies against hate and continues to lend our ongoing solidarity and support of 2SLGBTQI+ rights/SOGIE rights in international spaces like at the United Nations Commission for the Status of Women, and at the International Labour Organization.

“From coast, to coast, to coast, as well as across borders, our solidarity will never waver.” said Bruske.

—

Join us and take a stand with 2SLGBTQI+ workers. Sign the pledge now!

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Canada’s unions are marking 2025 gender equality week by rising with a bold vision for gender justice at the heart of our economy.

“Unions know thatthe economic resilience of our country, depends upon the labour of women and gender diverse workers, whether that is in the workplace, at home or in our communities,” said Bea Bruske, President of the Canadian Labour Congress.

Unfortunately, women, and in particular Indigenous, Black, racialized, newcomer, young, 2SLGBTQIA+, and women with disabilities, continue to bear the brunt of the affordability crisis.

This is why the CLC is urging this government to act now on gender inequities in our economy by: 

• Investing in the value of women’s work by adding an additional $20 million over three years to expedite the work of the Office of the Pay Equity Commissioner. This includes ensuring that this office has the resources necessary to support and enforce compliance, including regular independent public reviews and sustained funding for the development of the disaggregated data needed to support pay equity initiatives. 

• Providing sufficient and long-term core operational funding to women’s rights and equality-seeking organizations so they have the stability they need to continue to provide services and carry out vital advocacy and research, including an initial investment of $1 million for consultations on the development of a National Strategy for the Gender-Based Violence Workforce that addresses issues of precarious work, access to decent salaries, pensions, benefits, supports for workers, and retention and recruitment issues. 

• Investing in key social infrastructure to address the epidemic of gender-based violence, including fully funding the continuation of the 10-year National Action Plan to End Gender Based Violence.

• Modernizing the Employment Equity Act with a commitment of $20 million over the next three years to establish:

• A dedicated Employment Equity Commissioner (similar to the Pay Equity Commissioner);

• Two new designated equity groups under the Act: Black people and 2SLGBTQIA+ people; and

• Improved data collection and disaggregation to support intersectional analyses and a better understanding of the distinct and nuanced challenges and barriers to employment faced by equity groups.

• Committing $30 million over the next three years to the operation of the Sectoral Table on the Care Economy to meaningfully respond to the gendered impacts of Canada’s care crisis.

“Any plan on the part of the government to strengthen our economy, which does not include investments in care and care work, will fall short of ensuring all workers, particularly women, are able to fully participate in the labour market,” said Siobhan Vipond, Executive Vice-President of the CLC and member of Canada’s inaugural sectoral table on the Care Economy.

“As this government prepares to unveil its first full budget this fall, Canada’s unions are putting our federal leaders on notice: it’s time to centre gender equity in our budgetary policy and ensure it is a key proponent of sustaining Canada’s economic growth,” added Vipond.

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“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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“Canada’s labour movement will always advocate for the end of all forms of gender‑based violence. This includes ending the vile targeting of trans communities across Canada from far-right groups and irresponsible politicians who fear monger and drive hate, in an attempt to undermine human dignity and human rights,” declared Bea Bruske, President of the Canadian Labour Congress.

Over the last few years, there has been a steady and alarming rise in transphobic violence and harassment across Canada. Statistics Canada’s most recent survey on the experiences of violent victimization found that trans people in Canada were more likely to experience violence and inappropriate behaviors in public, online and at work than cisgender people.

Canada’s unions have long been on the front lines of combatting all forms of gender‑based violence and harassment through our advocacy work in both the domestic and global context.

• In 2022, the CLC launched a national survey report on harassment and violence in the workplace that found 73% of gender-diverse respondents stated they had experienced sexual harassment and violence in the last two years. Since then, the CLC has called for concrete action from our federal government to address third party violence and harassment in the world of work through a tripartite process that brings employers, unions and governments together to develop a national strategy that addresses this urgent crisis.
• In 2023, unions celebrated Canada’s ratification of ILO C-190, the international convention asserting the right of all workers to a world of work free of all forms of gender-based violence. However there has been little progress achieved since then, and unions continue to urge our federal government to work with provincial and territorial counterparts and fully implement this convention as part of a comprehensive National Action Plan to End Gender-Based Violence in Canada.

“Whether it is on Parliament Hill, at the legislature, in the workplace or in our communities, Canada’s unions will always fight against transphobic violence and harassment for a world of work and a society free of gender-based violence for all,” said Larry Rousseau, CLC Executive Vice-President.

Take Action:

You can take action to mark TDOR by committing to trans inclusion in your workplace. Check out this CLC resource to support your efforts:

• Workers in Transition: A Practical Guide for Union Representatives and Trans Union Members

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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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Canadians are witnessing Conservative decision-makers wreak havoc. Rather than addressing the pressing crises of health care, affordability, and climate change, Conservatives across the country are indulging in political games. And who loses? Working-class families.

A year after a landmark health care agreement between the federal government and provinces and territories, Conservative premiers have failed to act and failed to care. Canada’s unions are hearing from health care workers who are under pressure to work harder and faster, facing dangerously high patient-to-care worker ratios.

These workers deserve support and action to strengthen our public health care system and better retain and recruit health care staff—but Conservatives won’t be the ones to deliver. Conservative premiers are actively pursuing the privatization of our public health care system, and Pierre Poilievre was a cabinet minister in a Conservative government that drastically cut health care.

Meanwhile, hard-earned paycheques are being swallowed by the sky-high price of groceries and other necessities. Workers need a helping hand so they can build a good life but instead, we get cuts for everyday people and a gravy train for corporate giants—such as the Ford government’s handouts to big business while slashing public services. Danielle Smith wants to throw hard-working people under the bus by dismantling the Canada Pension Plan, while Mr. Poilievre opposes a universal public pharmacare plan that would put more money in workers’ wallets.

At the same time, Canadians are grappling with the very real impacts of the climate crisis, but Conservative leaders don’t have a serious plan for working people and our communities. How much did Danielle Smith’s seven-month moratorium on renewable energy set back Albertan workers? And Poilievre’s Conservatives are trying to block pro-worker legislation, jeopardizing jobs and opportunities in a sustainable economy.

With so many real and urgent issues on the agenda, Canada’s unions oppose Conservative efforts to stoke a culture war by attacking trans kids and adults rather than offer real solutions, as we’ve seen Blaine Higgs, Scott Moe, and now Danielle Smith do. The playbook is familiar: shirk responsibility for making life harder for working people, stoke fear about a scapegoat, and then ride the fear train for power and personal gain.

Make no mistake, Conservatives stand against workers. Canada’s unions will defend working people and their families against Conservative games at all costs. We will fight for sustainable jobs, we will fight to make life more affordable, we will fight for our public health care system—and we will fiercely oppose attacks on vulnerable Canadians.

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Politicians must be held accountable to make evidence-based, compassionate decisions and Smith’s proposed policies are the exact opposite, relying instead on disinformation and putting trans and queer kids at risk. 

Premier Smith claims to “care deeply” about trans and gender-diverse children and youth. But her proposals are a cynical attempt to violate queer and trans children’s rights to privacy and safety in Alberta.  

We are witnessing an increase in legislated transphobic violence, namely, the rise of so-called “parental rights” policies and legislation in Canada and we will not stand for it.  

Canada’s unions will not stand for Smith’s tactics to sweep the real issues under the rug at the expense of 2SLGBTQI+ youth. We need to prioritize the health and well-being of 2SLGBTQI+ youth by rejecting transphobic policies. 

This announcement is the latest in a string of decisions by Smith’s government that have had a detrimental effect on Albertans and does nothing to fix the real crises they face. Choices made by the Smith government, for example, have exacerbated the affordability crisis and have led to a spike in food bank usage. At a time when Smith is losing support from Albertans generally and UCP members specifically, she has taken a page from a damaging conservative playbook to try and gain political points. 

This week’s announcement also makes Smith the third conservative Premier to use trans kids as political pawns, and we won’t stand for it. Canada’s unions will not be idle while Premier Smith and other conservative leaders play politics with trans and gender-diverse communities, we will continue to unite workers across the country and work in solidarity with 2SLGBTQI+ advocates to strike down these discriminatory policies. 

We cannot allow our governments to overstep their boundaries to push their personal agenda or use kids as a political tool to deflect attention from their failure to confront the real challenges facing workers and their families – like the cost-of-living crisis.”

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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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TDOR is observed every year on November 20. This year’s TDOR theme “Trans Equality Now” highlights the urgent need for legislation that protects the trans community and advances their rights. Trans and gender-diverse people are experiencing ongoing and increasing levels of violence and discrimination, including a push by conservative politicians for dangerous and discriminatory legislation. 

“Right-wing decision-makers are using dog whistle tactics to attack trans and gender-diverse people. They’re using human rights as a wedge to distract voters from their failure to deliver relief on the very real affordability and other challenges facing Canadian families,” said Bea Bruske, President of the Canadian Labour Congress (CLC). “But while they play politics with people’s lives, the impact of their actions is very real and dangerous for trans and gender-diverse people, especially young people. The federal government has a duty to uphold trans rights in Canada, like they promised to do in Bill C-16. Without concrete action to put these measures into practice, they aren’t worth the paper they’re written on.” 

In 2023, there has been a significant uptick in legislated transphobic violence, namely, the rise of so-called “parental rights” policies and legislation in Saskatchewan and New Brunswick, which undermines the safety of trans and gender-diverse children. Governments in Ontario and Alberta have expressed interest in similar legislation.  

“These governments are setting an alarming precedent, made worse by other Conservative leaders across the country looking to copy them. In Saskatchewan, Scott Moe went so far as to use the notwithstanding clause to push through this regressive legislation,” said Larry Rousseau, Executive Vice-President of the CLC. “This shows that he knows what he’s doing is not only wrong, it’s unconstitutional. We need urgent action at the federal level to protect trans and gender-diverse people from further attacks by leaders who are stripping away their human rights.” 

Here in Canada, and across North America, we’ve also witnessed a marked increase in violence against diverse gender expression, like  right-wing protests and threats aimed at shutting down drag-queen story events and targeting schools, school boards and libraries. 

Along with discrimination, trans and gender-diverse communities also face staggering social and economic disparities. In 2020, trans women and men were more likely to experience poverty than their cisgender counterparts, and more than 1 in 5 non-binary people lived in poverty – more than twice the national rate. Poverty, housing and food insecurity are among the key contributors to poorer health outcomes. These outcomes are even worse for trans people of colour.

Last year, the government released Canada’s first-ever 2SLGBTQI+ Action Plan, and while this was a step in the right direction, much more needs to be done. 

“It’s not enough for federal leaders to acknowledge what is going on; they need to act. We know that 2023 has seen unprecedented anti-2SLGBTQI+ legislation and violence globally,” said Bruske. “Trans and gender-diverse people in Canada can’t afford to keep waiting. The federal government must take concrete steps to address these issues, now.” 

Get involved:  

• Sign the #TransEqualityNow petition to tell the federal government they must act now.  
• Learn more about how to support trans people in your workplace by downloading the CLC’s Workers in Transition Guide. 

The post Trans Equality Now: Canada’s unions call for urgent action appeared first on Canadian Labour Congress.

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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This ground-breaking report explored systemic racism in union structures, our communities, institutions and society. It highlighted the perspectives, concerns, and recommendations of labour and community activists from across the country.

“This year’s United Nations’ theme for Human Right Day is ‘Dignity, Freedom, and Justice for All.’ We live by these words and adopt an anti-racism lens in all the work we do. However, while good progress has been made when it comes to advancing human rights and anti-racism in the twenty-five years since the release of the Task Force report, we know there is still work to be done to dismantle racism in all its forms,” said Larry Rousseau, CLC Executive-Vice President, “and we must all commit to working together to get there.”

Recent data from Statistics Canada showed a sharp rise in hate in Canada since the start of the COVID-19 pandemic, underscoring the urgent necessity for this collective work. From 2019 to 2021, there was a 72 percent increase in reported hate crimes, largely targeting religion, race ethnicity, and sexual orientation.

“This rise in police-reported hate crimes is deeply troubling, and we know this is just the tip of the iceberg, as countless incidents go unreported,” said Bea Bruske, President of the CLC. “These alarming numbers demonstrate the effects of continued normalization and mainstreaming of hate. It is our responsibility to work together to counteract this trend by confronting all forms of racism, xenophobia, Islamophobia and antisemitism.”

Canada also has an obligation to do more to address its history of colonialism and its legacy and ongoing impacts experienced by First Nations, Inuit and Métis peoples. Canada’s unions continue to call on the federal government to implement every one of the National Inquiry into Missing and Murdered Indigenous Women and Girls’ Calls for Justice and the Truth and Reconciliation Commission’s Calls to Action.

To mark Human Rights Day and celebrate 25 years of union activism against racism, the CLC will be hosting a webinar on December 13, 2022. Click here to register.

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Canada’s unions are marking Trans Week of Awareness with a renewed commitment to supporting trans people in the workplace by calling for a comprehensive and targeted approach to violence and harassment prevention. Members, governments and employers must work together to ensure a coordinated response.

“The evidence is painstakingly clear. Two spirit, trans, non-binary and gender non confirming people are bearing the brunt of violence and harassment both within and outside of the workplace,” said Larry Rousseau, Executive Vice President at the Canadian Labour Congress (CLC). “Almost three quarters of gender diverse respondents have faced sexual harassment and violence at work. And while no one should ever go through this, these staggering results show that gender diverse individuals are disproportionally impacted. This is compounded by the fact that these folks are also more likely to experience other forms of harassment in their day to day lives, like online harassment.”

The data from the CLC survey is echoed in a forthcoming report from Justice Trans, a national organization dedicated to increasing access to justice for Two Spirit, trans, non-binary and gender non-conforming (2STNBGN) communities across Canada. In a trans-Canadian Access to Justice Legal Needs Assessment for 2STNBGN people, Justice Trans found that 73% of respondents cited experiences of targeted discrimination and harassment as a top legal issue they have faced in their lifetime, and many cited specific instances of transphobic harassment and violence occurring both at work and in union spaces. 

The CLC recently developed Workers in Transition, a guide designed specifically for trade union leaders, union staff representatives, local executives, committee members and shop stewards to take action to support 2STNBGN workers. Some examples of actions unions can take to support trans workers include:

• Negotiating benefit coverage for the medical treatments required for life as a trans person and for gender-affirming transition; 
• Provide educational sessions for members and union reps;
• Negotiate anti-harassment training that includes harassment based on gender identity as well as homophobia and make it clear to employers that the union will challenge any attempts to discriminate against trans workers;
• Negotiate transition plans and support plans that include transition leave, benefit coverage, and plans for transitioning on the job;
• Publicise the union’s support of the rights of trans workers among the membership;
• Encourage delegates to union training and union events to use the pronoun field on name tags and tent cards to avoid misgendering each other; and
• Publish the union’s anti-discriminatory positions and news about the actions the union takes to fight discrimination.

“Trans Week of Awareness is a critical opportunity to not only look outwardly but inwardly too. We all have a role to play to better protect the rights of our trans members and ensure they have the support they need in our workplaces, in our unions and in our communities,” said Rousseau.

TWA is a week-long international visibility and awareness effort to bring to light the challenges faced by trans people in our societies. The week runs from November 13 to 19, just before Trans Day of Remembrance on November 20, which is a day to memorialise the lives of trans people who were murdered due to transphobic violence in the previous year. Learn more about TWA and TDOR here. 

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Canada’s unions are calling on the federal government to ratify the International Labour Organization’s Convention No. 190 (ILO C-190) and affirm the right to a world of work free from harassment and violence. The government must also implement a federal LGBTQ2S+ action plan that addresses a range of action areas including health care, mental health, poverty reduction, justice reform and international assistance, among others. This should be backed by funding for 2SLGBTQI organizations providing essential services and supporting 2SLGBTQI people across the country.

“Pride season is a time for celebration and support for 2SLGBTQI communities. But racist and anti-gender movements have become increasingly bold, putting human rights and peoples’ lives at risk,” said Bea Bruske, President of the Canadian Labour Congress (CLC). “Whether it be the wave of homophobic and transphobic bills being introduced across the United States, to increased hate crimes against 2SLGBTQI people here in Canada, we are seeing unprecedented and calculated assaults on 2SLGBTQI rights. We are committed to standing in solidarity with 2SLGBTQI folks and calling on our governments to do more to protect everyone’s basic right to live free from harassment and violence.”

2SLGBTQI people also experience other forms of violence and discrimination, which can impact access to health care, housing and employment. Just last month, the CLC and researchers from the University of Western Ontario and the University of Toronto released initial findings from a national survey on workplace harassment and violence in Canada. It found that 73 percent of gender-diverse respondents reported having experienced sexual harassment and violence at work.

“We have some important victories to celebrate this Pride season, like the fact that conversion therapy is now illegal and the end to the discriminatory blood ban. But we remain vigilant and continue to fight for the rights of 2SLGBTQI people,” said Larry Rousseau, Executive Vice‑President of the CLC. “From the ratification of ILO C-190, to improving access and inclusion across all public services, there is still much work to be done.”

Following muted Pride festivities throughout the first two years of the pandemic, this year, there is a shift back towards in-person events. We urge labour councils, local unions and union members to take part and show your support for 2SLGBTQI rights, whether in-person or online.

Together, let’s move #ForwardWithPride.

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Unions across Canada will be participating and visible in Pride events in their regions. Click here for a full list of Pride events and to find one near you.

Send a tweet to Canada’s Minister of Labour calling on Canada to take action to address violence and harassment at work by ratifying C-190.

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

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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”.

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

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The Transgender Day of Remembrance celebrates and honours trans, non-binary and two-spirit people whose lives have been lost due to transphobic violence.

“When Parliament resumes on November 22, the federal government must take immediate action to reintroduce this important and human rights-affirming legislation,” said Canadian Labour Congress Executive Vice-President, Larry Rousseau. “Conversion practices are abhorrent and unacceptable and we must do everything in our power to end them and support survivors.”

Conversion therapy aims to change an individual’s sexual orientation, gender identity, or gender expression. This coercive and harmful practice negatively impacts 2SLGBTQI+ people and has been denounced by medical, health, and human rights organizations.

Earlier this month, the CLC joined over 100 2SLGBTQI+, health care, human rights, academic, faith, labour and civil society organizations from across Canada in supporting a “Community Call to Action.” The memorandum, which has 106 signatories from across 10 provinces and territories, urges Parliament to prohibit all forms of conversion practices, develop accompanying policies to support survivor healing, and create public education and awareness programs.

A 2018 Statistics Canada study found that transgender Canadians were more likely to have experienced violence and inappropriate behaviours in public, online and at work than cisgender Canadians. The COVID-19 pandemic, as well as growing anti-rights movements, have further impacted the health and rights of transgender people, both globally and domestically.

“At home, at work, and in our unions, we must do more to combat and end transphobic violence, harassment, and discrimination. Passing legislation to ban conversion therapy is just the start and Canada’s unions will continue to support and promote the rights of all trans, non-binary and 2SLGBTQI+ people,” said Rousseau.

Learn more about trans rights in the workplace in the Canadian Labour Congress’ Workers In Transition Guide handbook.

Learn about events taking place to honour the Transgender Day of Remembrance here.

Need support? Contact Trans Lifeline, LGBT YouthLine, or Crisis Services Canada.

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“Pride is and has always been political, with deep roots in protest and resistance,” said Larry Rousseau, CLC Executive Vice-President. “As we enter the second Pride season marked by lockdowns and stay-at-home orders, it’s more important than ever to celebrate Pride with calls to action. This includes strengthening Canada’s social safety net so that we are all part of a strong pandemic recovery.”

Prior to the COVID-19 pandemic, 2SLGBTQI communities were already experiencing severe inequities. Over a year later, the situation has become even more dire, as 2SLGBTQI populations have been heavily impacted by the pandemic.

The recent federal budget committed to a $15 million investment over three years for a new LGBTQ2 Projects Fund, and $7.1 million, also over three years, for Heritage Canada to continue to operate the LGBTQ2 Secretariat.

While welcome, these funding commitments won’t address chronic underfunding of supports and services for these populations.

“Without proper investments in community organizations and support services, those who are already most vulnerable will be overlooked and left out when it comes to pandemic recovery,” said Rousseau.

In the coming months, the federal government will be developing an 2SLGBTQI Action Plan to guide its work around issues affecting 2SLGBTQI communities and conducting consultations with organizations to shape the Action Plan.

In order to meet the needs of 2SLGBTQI communities, the root causes of systemic inequity must be addressed. Canada’s unions urge the federal government to:

• Guarantee, in partnership with provinces and territories, long-term, core operational funding for 2SLGBTQI community organizations and service providers across the country, so that they are better equipped to provide the supports needed by community members;
• Strengthen the Employment Equity Act by including 2SLGBTQI workers as a designated population under the Act to combat systemic barriers and discrimination based on sexual orientation, gender identity or expression. They must ensure that 2SLGBTQI communities are thoroughly consulted during the process of modernizing of the Act; and
• Ensure that the implementation of GBA+ analysis across all levels of government includes meaningful intersectional 2SLGBTQI experiences and perspectives to properly identify the possible impacts of government policies, programs and services on 2SLGBTQI communities across Canada.

This Pride season, Canada’s unions continue to stand in solidarity with and fight alongside 2SLGBTQI workers and communities. We are calling for change toward a more equitable Canada for all. Sign our petition and join the fight.

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“There is no place for homophobic, transphobic or biphobic violence in our communities,” said Larry Rousseau, Executive Vice-President of the Canadian Labour Congress (CLC). “Two Spirit, lesbian, gay, bisexual, trans and intersex people face disproportionately high levels of violence in our workplaces and in our communities. The federal government must act immediately to address this alarming trend.”

The most recent Statistics Canada report on police reported hate crimes highlights a record high rate of hate crimes targeting individuals in the 2SLGBTQI community. Although members of the 2SLGBTQI community are less likely to report violent incidents to the police than other Canadians, the data indicates a 41% increase in hate crimes against 2SLGBTQI reported to the police, between 2018 and 2019. Over half of those reported crimes were violent.

Canada’s unions will join other organizations across the country in providing input to help shape Canada’s LGBTQ2 Action Plan. The CLC also created a new Workers in Transition handbook to help combat transphobia in the workplace.

“We are always recommitting ourselves to eradicating all forms of discrimination and harassment, whether it is on the shop floor, at the union meeting or at a community event,” said Rousseau. “We want to set an example for workers around the world, that inclusion is necessary for true worker solidarity.”

Canada’s unions continue to organize and fight for anti-harassment policies and awareness initiatives at work that ensure safer workplaces and unions for everyone. Even in the midst of a pandemic, unions are continuing to lead the way in advocating for every worker’s right to safety in the workplace. This includes a national survey on harassment and violence at work in Canada launched late last year.

The International Day Against Homophobia was first created in 2003 in Quebec, and was later amended in 2009 and 2015 to include transphobia and biphobia respectively. You can learn more about the history of IDAHOTB here.

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The International Trans Day of Visibility is celebrated around the world on March 31^st as an opportunity to highlight the contributions of trans and non-binary community members.

“It’s challenging to celebrate a day like today when many trans and non-binary community members continue to fear for their safety and well-being. Trans people face disproportionately high levels of violence and harassment, both in the workplace and in the community,” said Larry Rousseau, Executive Vice-President of the CLC. “Furthermore, transphobic violence has worsened during the pandemic. The federal government must take action to make workplaces safer by immediately ratifying ILO convention C-190. Everyone has a right to enjoy a workplace free from harassment and violence.”

Convention C-190 was adopted by the ILO in 2019 and is the first-ever global treaty on violence and harassment in the world of work. It sets out clear, gender-responsive policies for governments and employers to implement in order to work towards the elimination of all forms of violence and harassment at work.

The numbers paint a stark picture. According to research by Égale Canada, 30 percent of Canadian LGBTQ2SI workers report experiencing discrimination in the workplace. For trans workers, the economic impacts of this kind of discrimination are particularly dire. Forty-nine percent of trans people are turned down or suspect they are turned down from a potential job opportunity because they are trans.

Racialized trans and non-binary people experience harassment at even higher rates. A recent report from Trans PULSE Canada on the health and wellbeing of racialized trans and non-binary people during the pandemic found that 72 percent had experienced verbal harassment in the past five years and almost half of respondents had been harassed at work or school. The majority also worried about being stopped or harassed by police or security because of who they are.

Download your copy of Workers in Transition today to learn how to be a workplace advocate for trans workers

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Since the onset of the COVID-19 pandemic, Canada’s unions have collaborated with disability rights coalitions like the Include Me Campaign, to highlight the unique challenges and barriers faced by persons with disabilities during this health crisis.

“We know that the current health crisis has intensified the discrimination and stigma towards workers with disabilities. Hard-won workplace accommodations are at risk when the office becomes virtual, and workers with disabilities are at a greater risk of being laid off or having their jobs furloughed,” said Larry Rousseau, CLC Executive Vice-President.

“It’s critical that we shine a light on the challenges faced by persons with disabilities during this pandemic, especially those whose experiences are amplified by multiple marginalized identities including women, Indigenous and racialized people, and those in the LGBTQ2SI community.”

Even before the pandemic, unemployment rates ranged between 35 per cent for people with ‘mild’ disabilities to 74 per cent for people with ‘severe’ disabilities. High levels of poverty and unemployment have only worsened for persons with disabilities in the midst of this crisis.

Meanwhile, the reliance on affordable housing, income and health care supports is greater than ever – programs for which funding and availability already vary greatly across the country.

The federal government’s throne speech earlier this fall highlighted many new and important initiatives to help address the disproportionate impacts of this crisis on persons with disabilities. This included a new Disability Inclusion Plan, which would feature:

• A new Canadian Disability Benefit modelled after the Guaranteed Income Supplement for seniors;
• A robust employment strategy for Canadians with disabilities; and
• A better process to determine eligibility for government disability programs and benefits.

“While we welcome the new disability inclusion strategy, we are also calling for the voices of workers with disabilities and their unions to be at the forefront,” added Rousseau.

“These discussions will guide the design and implementation of this strategy and must ensure that it adequately addresses the barriers to employment and economic security that workers with disabilities face.”

The federal government can help alleviate anxiety by investing in jobs and collaborating with unions on initiatives like a robust employment strategy for persons with disabilities, making long-term care part of public health care, supporting a child care strategy, and implementing national pharmacare.

Learn more about the CLC’s Forward Together campaign at canadianplan.ca.

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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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Persons with disabilities – especially those living at the intersections of multiple marginalized identities – face high unemployment rates and high levels of poverty and need additional support during the COVID-19 crisis and after.

“The current health crisis has intensified the discrimination and stigma workers with disabilities were already facing,” said Larry Rousseau, Executive Vice-President of the Canadian Labour Congress. “Hard-won workplace accommodations are at risk when the office becomes virtual, and workers with disabilities are at a greater risk of being laid off or having their jobs furloughed.”

The Canadian Labour Congress is marking National AccessAbility Week to shine a light on the challenges faced by persons with disabilities, and those whose experiences are amplified by multiple marginalized identities, including being a woman, Indigenous, racialized and 2SLGBTQI, et al.

Canada’s unions have joined with disability rights organizations in the Include Me coalition, calling for a number of priorities to protect the health and safety and provide care and support to persons with disabilities during the COVID-19 pandemic. The federal government has yet to announce specific targeted income supports for persons with disabilities to navigate their unique financial impact of this crisis.

Unemployment rates are between 35 per cent for people with ‘mild’ disabilities and 74 per cent for people with ‘severe’ disabilities. High levels of poverty and unemployment means more reliance on affordable housing, income and health care supports – programs whose funding and availability vary greatly across the country.

“We are working together to ensure that Canada’s response to this crisis leaves no one behind,” said Rousseau. “We need to see targeted income supports for persons with disabilities to address the impacts of the COVID-19 crisis, and, in the longer-term, recovery planning must make accessibility and inclusion a core priority.”

For more information on on-going advocacy efforts from disability related organizations in Canada during the COVID-19 pandemic, check out the Include Me coalition’s COVID-19 resource centre.

National AccessAbility Week was first introduced in 2019 after the implementation of the Accessible Canada Act, learn more about the history of the week here.

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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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Although there is still much we do not know about this tragedy, now the deadliest massacre in Canadian history, it has come to light that the killer began his shooting spree by assaulting his intimate partner.

Women’s shelters in Nova Scotia and across the country have called on the media and police to call the recent massacre what it is: an act of gender-based violence.

“We must acknowledge that these murders were rooted in misogyny,” said Marie Clarke Walker, Secretary-Treasurer of the Canadian Labour Congress. “They are not ‘senseless,’ ‘random’ or ‘isolated’. They are part of the nationwide crisis of violence against women. It is the same crisis that sees a woman or girl killed every three days in this country.”

Research shows that in the majority of mass shootings there is a history of domestic violence. Misogyny was also at the root of Canada’s other deadliest killings: the 1989 École Polytechnique massacre in Montreal and the 2018 Toronto van attack.

While misogynist violence can touch any woman, some groups of women are impacted disproportionately: Indigenous women, young women, women with disabilities, and trans women and non-binary folk all experience higher rates of domestic violence.

Other groups of women face barriers to support and to accessing justice. Black and Indigenous women, refugees and migrant women, and trans women may be reluctant to seek the support of police or social services because these systems may expose them to other forms of structural violence and discrimination. Accessible services are difficult to find for deaf women and women with disabilities. Few such services exist in rural and remote communities.

“This pandemic, along with the public health recommendation to stay at home has put women further at risk,” said Clarke Walker. “Canada’s unions applaud governments’ efforts to ensure that shelters and other support providers have the resources they need to manage an increase in demand and to assist women whose homes are not safe.”

Over the last five years, the Canadian labour movement successfully fought for and won paid domestic violence leave both federally and in the vast majority of provinces and territories. Now, we must go further.

Canada needs a National Action Plan on Violence Against Women and Girls. A Plan would help plug the gaps in anti-violence services while establishing clear targets for progress and ensuring consistency across and within jurisdictions. Although the federal government has signaled its intent to develop a Plan, it needs to establish the funding and the process to see it through.

The federal government needs to step up and accelerate these efforts. Women and non-binary people – especially those who are marginalized – are literally dying while we wait.

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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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While we are all struggling to make sense of the current crisis, we have to consider the most marginalized among us, who are always facing threats to their safety and security that the rest of us are now experiencing.

Trans folks are among our health care workers, they are re-stocking the shelves in our grocery stores, they are helping to deliver municipal services, all while facing uncertainty about their own access to much needed medications and gender-affirming surgeries. 

Being an ally means ensuring that trans people are not forgotten in our priorities as we look to rebuild after this crisis. 

“Trans people are part of our movement. We all have a role to play to better protect the rights of our trans members and ensure they have the support they need in our workplaces, in our unions and in our communities,” said Larry Rousseau, Executive Vice-President of the Canadian Labour Congress. 

Canada’s Unions are proud to mark the International Transgender Day of Visibility 2020 with the launch of a newly updated resource: Workers in Transition: A Practical Guide for Union Representatives and Trans Union Members. This revised version of the popular handbook includes a refreshed glossary of terms related to trans, Two Spirit and non-binary peoples’ experiences, as well as tools and strategies for workers, union representatives and activists to implement trans-inclusive policies and advocacy in all workplaces in Canada.

The labour movement will be a major part of Canada’s economic recovery, and we have the opportunity now to build awareness of the many barriers facing trans workers, and help trade union leaders, union staff representatives, local executives, committee members and shop stewards become better allies.

You can take action today by downloading your copy of the new Workers in Transition handbook now and becoming a trans ally in your workplace and in your community. 

To learn more about the International Transgender Day of Visibility, click here.

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This October 4, Canada’s unions are echoing calls from Indigenous families, communities and organizations for the implementation of all 231 Calls for Justice from the final report of the National Inquiry into Missing and Murdered Indigenous Women and Girls.

“The tireless efforts and painful testimony of Indigenous families, communities and organizations demands immediate attention,” said Marie Clarke Walker, Secretary-Treasurer for the Canadian Labour Congress. “With less than three weeks left in the federal election campaign, unions are calling on all parties to commit to developing an action plan to carry out the report’s recommendations.”  

The inquiry’s final report was delivered on June 3 after three years of powerful testimonies from 2,000 individuals and their families who have experience tragedy. These emotional testimonies were shared during dozens of community meetings across the country.

It includes 231 Calls for Justice, which include the immediate transformation of Indigenous policing, review and amendments to the Criminal Code, and other crucial steps that would make this country a safer place for Indigenous women, girls and Two-Spirit people.

“On October 4, we will be on Parliament Hill, standing in solidarity with all Indigenous families, communities and organizations demanding action to end violence against Indigenous women, girls and Two-Spirit people,” said Clarke Walker.

People across Canada can show their support for the implementation of the National Inquiry’s Calls for Justice by attending a vigil in their community.

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After over a year of negotiations with governments, employers, and workers, the Centenary International Labour Conference adopted the new framework at its convention in Geneva.

“It is a historic day,” said CLC’s Secretary-Treasurer Marie Clarke Walker, who served as Worker Vice-Chair for the negotiations. “We set out to draft a standard that would stand the test of time, that would carry us forward into the next century of the ILO, and would meet the challenges of the future world of work.”

The ILO is a United Nations agency whose mandate is to advance social justice and promote decent work by setting international labour standards.

The ILO Convention and Recommendation set out clear policies, grounded in social dialogue and requiring an integrated, gender-responsive approach to the prevention and elimination of violence and harassment in the world of work. The Convention is legally binding, while the Recommendation provides advice.

“I truly believe what you have before you today are texts that we can all be proud of – instruments that are both ground-breaking and visionary, but also practical and actionable,” said Clarke Walker in a speech to delegates at the conference.

“Having a global minimum standard to prevent and address violence and harassment in the world of work will bring hope to millions of workers – hope that a world of work free from violence and harassment is possible,” she added.

Canada’s unions congratulate Clarke Walker and all of the participants in the standard-setting process.

“This is a great achievement,” said Hassan Yussuff, CLC President. “Now that we have secured this ground-breaking convention, we urge Canada to be among the first countries to ratify. We stand ready to ensure its effective implementation, so everyone can fully enjoy the right to work free from violence and harassment.”

Read the full text of the new Convention and Recommendation 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.

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The report, released today, follows three years of painful testimonies from 2000 affected individuals and their families, shared during dozens of community meetings across the country.

“The final report calls what is happening to Indigenous women, girls and Two-Spirit people a ‘genocide’,” said Marie Clarke Walker, Secretary-Treasurer of the Canadian Labour Congress (CLC).

“Indigenous women remain six times more likely than non-Indigenous women to experience gender-based violence in Canada,” noted Walker. “This report must be the blueprint for an urgent action plan to address this national shame.”

Canada’s unions are calling on the federal government to:

• develop an action plan to implement the report’s recommendations;
• fully implement S-3, An Act to Amend the Indian Act; and
• pass Bill C-262, An Act to ensure that the laws of Canada are in harmony with the United Nations Declaration on the Rights of Indigenous Peoples.

The report offers sweeping recommendations, including the immediate transformation of Indigenous policing, review and amendments to the Criminal Code to eliminate definitions of offences that minimize the culpability of the offender, and other crucial solutions to make this country a safer place for Indigenous women, girls and Two-Spirit people.

“Canada’s unions will continue to consult with their working groups and community partners to develop an internal strategy and plan of action to support Indigenous communities,” added Walker.

The CLC and many of its affiliates have been closely monitoring and engaged with the inquiry’s process since its launch in 2015.

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“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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“Trans people face disproportionately high levels of violence and harassment. Ensuring respect and fair treatment for trans workers is a key priority for Canada’s unions,” said CLC Executive Vice-President, Larry Rousseau. “Our workplaces must lead the way in being inclusive spaces for all workers, no matter their gender identity and expression.”

Studies compiled by Egale Canada show that 90 percent of transgender and gender diverse employees report experiencing workplace harassment and/or violence based on their gender identity and expression. Trans people, and in particular trans women of colour, continue to be disproportionately targeted by sexual harassment and violence.

Canada’s unions have long stood with trans people in Canada. We supported private members’ bills and Bill C-16, which amended human rights legislation and the Criminal Code to add gender identity and gender expression to the list of prohibited grounds of discrimination. While almost all provinces and territories have made trans protection explicit in their human rights legislation, more remains to be done.

Unions continue to improve conditions for trans workers through collective bargaining, by securing rights to access to safe washrooms and change rooms and health benefit coverage for medical transition and hormone therapy. Our education programs and resources help build awareness to support a safer environment for workers to transition. The CLC has collaborated with Our Times labour magazine on a new to-do list for trans inclusion in the workplace. We will also be releasing an updated Workers in Transition guide in early 2019.

“We all have a role to play in promoting fairness, equality, and freedom from violence for trans people in our workplaces and in our communities,” said Rousseau.

Visit the official TDOR website to learn more about the origin and history of the campaign 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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Earlier in June, the Commission was only granted a six-month extension in response to its request to add an additional two years to their mandate.

“We must avoid making the same mistakes of the past and learn from our history,” said CLC President Hassan Yussuff. “This means we must centre the voices of Indigenous communities in order to fully confront the ‘destructive legacies of colonization’, as described by the Truth and Reconciliation Commission.”

The Commissioners called for an extension in response to the needs expressed by Indigenous communities, survivors and family members of those who are missing or have been murdered.

“If the process, the method, the solutions and the advocacy is not steered by those who are impacted, we are reinforcing the very colonial tactics that brought us here today with respect to our relationship with Indigenous, First Nations, Inuit and Metis peoples,” said Yussuff.

The extension balances the need to urgently address violence against Indigenous women and girls with the necessity of ensuring thorough and comprehensive recommendations in the final report. The two-year extension would allow for increased community participation, as well as specific consideration of LGBTQ and two-spirit people.

For Canada’s unions, recognizing National Indigenous Peoples Day is about recognizing the needs of Indigenous people and standing in solidarity with their social, economic, and political needs. The government has a responsibility to ensure that the public inquiry adequately meets the objectives set out in the Truth & Reconciliation Commission’s Calls to Action.

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The LGBTQ2SI community can often face more barriers than their straight and cisgender peers in accessing adequate health care. Yet, access to health care – including medication – is a fundamental human right.

“Universal pharmacare is about health equity. Everyone in Canada with a health card – regardless of their gender identity or sexual orientation – should have access to the medications they need,” said CLC President Hassan Yussuff.

Roughly one third of working people in Canada don’t have employer-funded prescription drug coverage. Many members of LGBTQ2SI communities face discrimination in the job market, which can restrict their access to meaningful employment with access to comprehensive drug benefits. Even those who do have workplace health benefits can find co-pays or deductibles prohibitive, preventing them from taking necessary medications as prescribed.

“Too many people in Canada must choose between paying for their prescription medications or buying groceries. For the LGBTQ2SI community, the barriers are even greater,” said Yussuff.

HIV prevention treatment, gender-affirming hormones, medication to treat anxiety or depression, and treatments in support of reproductive and sexual health and fertility – just to name a few – can be prohibitively expensive. Lack of access to some of these medications can have disastrous consequences.

“Universal pharmacare would improve the lives of so many by ensuring equal access to prescription medications for everyone. Here at home, Canada is making great strides in ensuring equality for LGBTQ2SI communities, but there is still a lot to be done,” added Yussuff.

The federal government has committed to addressing systemic discrimination experienced by LGBTQ2SI people. Canada’s unions have called on the government to do more, including ending the discriminatory ban on blood donation for all men who have sex with men. It’s past time to end this homophobic and transphobic policy once and for all.

Internationally, Canada has also become more engaged on LGBTQ2SI issues. Later this year, Canada will host Leaving No One Behind: the Equal Rights Coalition (ERC) Global Conference on LGBTI Human Rights and Inclusive Development in Vancouver. Co-chaired by Canada and Chile, the ERC is the first-ever intergovernmental coalition dedicated to the protection of the rights of lesbian, gay, bisexual, transgender and intersex (LGBTI) people around the world.

To learn more about the CLC’s pharmacare campaign, visit aplanforeveryone.ca.

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“Violence and harassment should never be part of the job. It’s time for our government to commit to ensuring that any worker who experiences homophobic and transphobic harassment and violence has the support they need,” said CLC President Hassan Yussuff.

May 17 is the International Day Against Homophobia, Transphobia and Biphobia (IDAHOTB), marking the anniversary of the World Health Organization’s (WHO) decision to remove homosexuality from its list of mental disorders and illnesses.

Canada’s unions have long championed LGBTQ2SI rights and safe and healthy workplaces, free from discrimination, violence and harassment. However, homophobia, transphobia and biphobia continue to affect LGBTQ2SI workers on the job and in communities. According to Statistics Canada, 13% of police-reported hate crimes in 2016 were motivated by hatred based on sexual orientation.

“LGBTQ2SI workers face more barriers when it comes to reporting these crimes and accessing support services to deal with the impact of violence and harassment,” said Yussuff.

Later this month, the International Labour Organization (ILO) will begin negotiations for a new labour standard on violence and harassment in the workplace. Trade unions from around the world will be pushing for an inclusive standard to protect all workers and address the full spectrum of workplace violence and harassment.

The CLC is calling on Canada’s government to champion a standard that will protect workers who experience harassment and discrimination based on sexual orientation, and gender identity and expression.

“With leadership, education and action from our federal government, we can end harassment and violence and make workplaces safe for all workers, regardless of their sexuality or their gender identity and expression,” said Yussuff.

Add your voice and speak up against violence and harassment.

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“Harassment and violence are serious barriers to equality, particularly for LGBTQ2SI workers, who are disproportionately affected by violence, harassment and bullying. Canada’s unions have proudly negotiated anti-harassment, anti-violence and anti-discrimination policies in workplaces across the country, but there is more work to do,” said CLC Executive Vice-President Larry Rousseau.

For those of us who identify as gay, lesbian, bisexual, trans, non-binary and Two Spirit, harassment and violence can be exacerbated by other forms of discrimination, like racism, sexism or ableism. This is a daily reality for far too many people.

According to Statistics Canada, 13% of police-reported hate crimes in 2016 were motivated by hatred based on sexual orientation.

An Egale Canada report states that bullying can have long-lasting effects on an individual’s mental health, which can increase the risk of suicide. Studies confirm that suicide rates and suicidal thoughts are significantly higher in LGBTQ youth when compared to their non-LGBTQ peers.

The CLC’s groundbreaking research on the impact of domestic violence at work also revealed that trans workers reported substantially higher rates of experiencing domestic violence.

The International Day of Pink started in Nova Scotia when high school students intervened in support of a fellow student who was bullied for wearing pink. These students purchased pink shirts and encouraged their classmates to arrive at school wearing pink, in solidarity with their bullied peer. Everyone participated, effectively challenging homophobic and transphobic bullying in their school. The Day of Pink has since become a movement, with awareness-raising events taking place in across Canada and around the world.

In addition to helping raise awareness by participating on the Day of Pink, Canada’s unions continue to press for safer workplaces and an end to homophobic, transphobic and gender-based violence and harassment. This includes calling for a clear definition of violence and harassment to be applied to the recently-introduced federal legislation, Bill C-65, so that workers are protected from transphobic and homophobic harassment and violence, including bullying.

We also offer ongoing training and resources to help people address discrimination and create safer workplaces and communities free of gender-based violence, including homophobic and transphobic bullying.

The CLC recently launched #DoneWaiting, a campaign that outlines concrete steps the federal government can take to remove barriers to equality in Canada – which includes eliminating violence and sexual harassment in the workplace.

On the international stage, we are working with the global union movement to call for a new ILO Convention on gender-based violence in the world of work which explicitly includes protections for LGBTQ2SI workers.

“Violence and harassment should never be part of the job. We encourage everyone to challenge discrimination if and when they see it,” said Rousseau.

“On this Day of Pink we call on the federal government to make it safe for workers to report harassment and violence by implementing anti-reprisal measures, including whistleblower protection, to hire and train more federal health and safety officers to recognize and address all forms of harassment and violence, and to recognize domestic violence as a workplace hazard,” Rousseau added.

To learn more about CLC’s #DoneWaiting campaign visit donewaiting.ca. Read our LGBTQ2SI bargaining guide.

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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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“This is a good day for Canada’s LGBTQ2SI workers, and for all those who tirelessly pushed for justice,” said CLC President Hassan Yussuff. “In particular we should acknowledge the relentless advocacy of many unions who fought for this, and our allies and community partners Egale and the We Demand an Apology Network.”

Yussuff said he was especially pleased to see that a settlement had been reached in the class action lawsuit, and that there would be a process aimed at expunging the records of those convicted of criminal offenses. He was also pleased to see funding commitments for historical reconciliation, education and memorialization efforts, along with new awareness and support programs for the RCMP and the military.

“As a gay man, a labour leader and a public service worker, it was incredibly moving to hear the Prime Minister outline in detail the various ways that workers were persecuted and oppressed, just because they were gay, or suspected of being gay,” said CLC Executive Vice-President Larry Rousseau.

“What’s crucial now is that we remember that the systemic discrimination experienced by LGBTQ2SI folk does not end with this apology – too many continue to experience discrimination and violence on a daily basis. We are hopeful that this apology will be followed up with other concrete measures,” he added.

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What is “decent work”?

• Access for all workers to quality jobs, dignity, equality, and safe working conditions.

• Putting workers at the centre of development and giving them a voice in what they do.

This year’s global focus is on struggles to win living minimum wages and a pay raise for all workers.

The Canadian Labour Congress has outlined steps Canada needs to take in a letter to Prime Minister Trudeau, outlining several steps the federal government can take to ensure better access to decent work at home and abroad.

“We need federal leadership on decent work, not just so that we improve work for Canadians, but so we can set an example for other countries too,” said CLC President Hassan Yussuff.

What our federal government can do

• Ensure the creation of high-quality jobs needed by millions of unemployed, underemployed, and precariously-employed workers in Canada.

• Promote and uphold collective bargaining rights at home and abroad.

• Restore the federal minimum wage to $15 per hour, indexing it to wage growth, and bring back full employment as a primary policy target.

• Create public employment programs for regions and populations with high unemployment or a high concentration of low-wage workers. That should include job creation programs for youth, Indigenous and Northern communities, newcomers to Canada, Alberta and the Atlantic provinces;

• Commit to long-term funding for high-quality, public, universal, affordable child care;

• Adopt strong, proactive pay equity legislation incorporating the recommendations of the 2004 Pay Equity Task Force;

• Use all available tools to eliminate discrimination in hiring, promotion, and pay, including strengthening the Employment Equity Act and the Federal Contractors Program;

• Introduce paid sick leave and paid leave for victims of domestic violence for workers in the federal jurisdiction, and encourage provinces and territories to follow suit;

• End the systematic violation of migrant workers’ rights by abolishing tied work permits and implementing a proactive compliance assessment and enforcement regime;

• Promote fairness by tightening regulations on hours of work and scheduling;

• Increase staffing, training and resources for federal employment standards and health and safety inspectors; and

• Improve the Wage Earner Protection Program to better protect wages when employers go bankrupt or simply disappear.

Canada’s unions are also asking the federal government to promote decent work in global supply chains and the extractive sectors by:

• Appointing a human rights ombudsperson to investigate how Canadian companies’ foreign operations impact human rights;

• Introducing national due diligence legislation with a monitoring mechanism and an enforcement procedure for large companies.

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While Pride is a time to celebrate, it is also a time for reflection and activism. Pride originated in response to the police crackdown on LGBTQ2SI spaces like the 1981 bath house raids in Toronto.

“It is important for us to continue to challenge ongoing discrimination and the challenges faced by members of the LGBTQ2SI community,” said CLC President Hassan Yussuff.

There are still many countries where homosexuality is illegal and subject to extreme punishment and even execution. In Chechnya, for example, gay men are being detained in concentration camps, tortured and in some cases killed, and families are being pressured to kill their gay sons.

Rainbow Railroad, a Canadian organization that helps LGBTQ2SI people who face physical violence, imprisonment, or death, has been working with Russian LGBTQ2SI organizations to bring Chechnyans to Canada as refugees. At this May’s CLC Convention, delegates gave unanimous support for a resolution calling on the Canadian government to actively support these efforts and to condemn Chechnya’s actions.

Canada has its own dark history of state-sanctioned discrimination and much work needs to be done to make reparations. Canada has yet to formally apologize for a decades-long national security campaign that targeted public service workers and members of the RCMP and military perceived to be homosexuals. Many were questioned, outed, and fired.

“These individuals and their families have waited decades for justice. It is long past time not just to apologize to those whose lives and careers were destroyed, but to secure pardons and provide compensation for the harm inflicted upon them,” said Yussuff.

“We encourage everyone to be loud and proud at parades and pride events across the country and we will celebrate the ways Canada’s unions have helped advance LGBTQ2S1 rights. But we also commit to continuing our work to achieve more fairness and justice for these communities in Canada and abroad,” Yussuff added.

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This year, Canada’s unions hope to see the passing of Bill C-16, a legislation that would protect both gender identity and gender expression under the Canadian Human Rights Act and the Criminal Code.

“This would mark a significant step in protecting the trans and gender diverse communities in Canada. Many trans folks face discrimination in employment, housing or health care, and far too many experience violence and prejudice,” said CLC President Hassan Yussuff.

Unfortunately, this legislation faces obstacles in the Senate, driven by conservative senators determined to slow the process. Similar legislation has been stalled in the Senate in the past, or amended in ways that were contrary to the spirit of the bill. Canada’s unions are concerned that the hearings thus far seem overly dominated by testimony from individuals and organizations that oppose trans rights and perpetuate harmful myths and stereotypes.

“We call on Senators to do the right thing and pass this bill as is. It is long past time for the federal government to follow the example set by the provinces and territories who have lead on this issue, and just get it done,” said Yussuff.

“It’s about allowing people to know they are safe to be themselves. This legislation will not only protect trans, nonbinary and genderqueer individuals, but also anyone whose gender expression does not conform to traditional norms,” added Yussuff.

Canada’s unions have a significant history of support for LGBTQ rights, from negotiating protections from discrimination and harassment at work to access to spousal benefits and parental leaves. The CLC also assists affiliated unions to bargain contract improvements for trans members, such as access to safe washrooms and change rooms and the right to be referred to by one’s chosen gender in the workplace.

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“What we see today is an important recognition by government that it is inappropriate to collect data about a person’s gender, unless there is a legitimate justification for its specific use. This is a key step forward for trans Canadians, who often struggle to have their gender identity recognized by government,” said Canadian Labour Congress Executive Vice-President Marie Clarke Walker.

The next step for government is a review of the entire federal data collection system to determine, on a case-by-case basis, whether it is justifiable to ask an individual for their gender as a condition of receiving government services. Until that review is complete, ESDC will make changes to ensure that Canadians are not required to provide sex/gender information to apply for a social insurance number, or to provide proof to change existing sex/gender information in the database. When collecting sex/gender information on forms, ESDC will ensure there are at least three options available (male/female/3^rd option) to choose from.

Marie-Claude Landry, Chief Commissioner of the Canadian Human Rights Commission (CHRC), called the settlement “an important moment for human rights in Canada” and stated: “a person’s gender needs to be treated the same as a person’s race, religion, or sexual orientation.”

Clarke Walker noted that collection of anonymized gender data is not at issue; trans Canadians do want to be accurately reflected in government data. Issues occur when sex/gender data is connected to an individual’s identity.

“There is no reason why our government should continue to perpetuate transphobic discrimination by collecting unnecessary data on sex and gender,” said Clarke Walker. “This is a significant step towards a future where trans Canadians are counted, but not labeled.”

Canada’s unions have a significant history of support for LGBTQ rights, and trans rights in particular. Unions championed federal legislation to add gender identity and gender expression as protected grounds under the Canadian Human Rights Act and Criminal Code, a measure which finally passed last fall. The Canadian Labour Congress also assists affiliated unions to bargain contract improvements for trans members, such as access to safe washrooms and change rooms and the right to be referred to by one’s chosen gender in the workplace.

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Each year, since 1999, we look at the names, faces, and stories of those killed. Sadly, despite increased trans visibility, the statistics remain shocking.

In 2015, worldwide, a transgender person was murdered every 31 hours. In Canada, the trans community has one of the highest suicide rates in our population, over 10 percent of trans Canadians have attempted suicide. Trans people also experience high levels of violence in communities and the workplace, including sexual, emotional, and physical harassment.

We all have a role to play to support fairness, equality and freedom from violence for trans people in our workplaces and communities.

Ensuring respect and fair treatment for trans workers is a key priority for Canada’s unions today. Already, many unions have made gains for trans members by bargaining for access to safe washrooms and change rooms and for the right to be referred to by one’s chosen gender.

Recently the Canadian Labour Congress released a practical guide for union representatives to support trans union members in the workplace before, during, and after gender transition. This year, we welcomed the federal government’s announcement that they are appointing a Special Advisor on LGBTQ2 issues.

On Friday, the government passed Bill C-16, An Act to amend the Canadian Human Rights Act and the Criminal Code to add gender identity and gender expression to the list of prohibited grounds of discrimination. Unions supported previous legislation to protect trans people from discrimination and hate crimes. Now, with C-16 headed to the Senate, we are hopeful that these long overdue protections are close to becoming a reality.

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Today Minister of Justice Jody Wilson-Raybould announced Bill C-32 which would repeal section 159 of the Criminal Code, a law which unfairly criminalizes anal intercourse in certain cases and is considered discriminatory to the LGBTQ community.

“Canada’s unions have been working hard for decades on LGBTQ rights. This is a significant step towards ending historic discrimination and the criminalization of homosexuality,” said CLC President Hassan Yussuff.

Canadian unions are also looking forward to working with the Prime Minister’s newly appointed Special Advisor on LGBTQ issues, MP Randy Boissonnault.

“What we expect from the government now is concrete action to address the harm caused by the persecution of LGBTQ workers in the public service, military and RCMP,” said Yussuff.

In its report submitted to the government earlier this year, Egale Canada highlighted some very specific actions needed to acknowledge the systemic history of discrimination against the LGBTQ community and to make significant changes – including changes to the criminal code – to eliminate this discrimination going forward.

“Many lives have been ruined as a result of this systemic inequity and we hope to see the next step be a remedial one to address those injustices,” said Yussuff.

Some of the specific steps recommended in Egale’s report that Canadian unions hope to see enacted in the near future include:

• An apology for Canada’s history of LGBTQ persecution and compensation for unjust action taken against members of the LGBTQ community;
• Reform of prosecutorial practices that currently discriminate against the LGBTQ community; and
• Expungement of unjust convictions.

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Canada’s unions have fought for inclusive language in collective agreements in diverse workplaces across Canada to promote equality and protect and empower workers. And some of the very first legislation in Canada around same-sex benefits was enacted, thanks in part to our support and advocacy.

“Unions have a long history of fighting in support of the LGBTQ community, and together we have accomplished many great things. But we still have lots of work ahead of us,” said CLC president Hassan Yussuff.

Earlier this month, Prime Minister Trudeau raised the pride flag on Parliament Hill to mark the beginning of Pride season. This is the first time a pride flag has ever been officially raised on Parliament Hill, an important sign of the progress the LGBTQ community has made. This followed the introduction in May of Bill C-16 which will amend the Canadian Human Rights Act to ban discrimination based on gender identity or gender expression. The legislation will also amend Canada’s Criminal Code to protect transgender people from hate propaganda. This is the third attempt to pass this legislation and the CLC is looking for its swift adoption.

Still, much remains to challenge homophobia and transphobia at home and abroad. The CLC endorses the Dignity Initiative, a coalition of LGBTQ activists whose goal is to connect existing human rights organizations in Canada in an effort to expand support for the global LGBTQ community. It was formed after the 2014 World Pride conference in Toronto.

“Canada is establishing itself as a leader on LGBTQ issues. Working with organizations like the Dignity Initiative, we will continue to make change that will improve the lives of LGBTQ people not just at home, but around the world,” added Yussuff.

The CLC has created many resources including an Allies Booklet and Workers in Transition, a guide about gender transition for union representatives.

The post Happy Pride 2016 appeared first on Canadian Labour Congress.

This is the day that LGBTQ people and their allies take a stand against discrimination, harassment and bullying and commit to making our workplaces and our communities better for everyone.

This year’s theme is “Mental Health and Well-being,” which is an important issue for the labour movement, as it is fundamental to workplace safety and equality. Despite our movement’s achievements for LGBTQ members, stigma and social isolation are persistent in many industries and in our communities.

Even though the WHO removed homosexuality from the mental disorders and illnesses list, there are still barriers and challenges for LGBTQ people, particularly for Trans people. Many countries perpetuate the belief that LGBTQ people suffer from psychiatric conditions, which are treated by dangerous conversion therapies, or they are punishable by criminalization or even death. In Canada, access to health care for the purposes of transitioning requires a diagnosis of “Gender Identity Disorder.”

The CLC works to challenge the stigma around mental illness and harmful stereotypes about the LGBTQ community. Unions have worked to establish workplace standards that ensure a healthy workplace for everyone. Many unions offer protection for LGBTQ workers to take transitioning leaves, parental leaves and they negotiate anti-harassment and bullying policies. While we have made many gains for Canadian workers, much remains to be done to keep LGBTQ members safe and supported at work, and to eliminate homophobia and transphobia from our workplaces and communities.

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We urge everyone to “come out” as an ally and speak out against homophobia and transphobia, whenever and wherever it occurs.

The International Day of Pink started in Nova Scotia by high school students who intervened when a fellow student was bullied for wearing pink. The two boys purchased pink shirts, and asked everyone else to arrive at school wearing pink, standing in solidarity. The result was that an entire school took a stand against homophobic and transphobic bullying.

Since then, the Pink Shirt Day movement has spread, with events and awareness raising taking place in schools, workplaces and communities across the country.

The Canadian Labour Congress (CLC) promotes allyship with its LGBTQ members. The CLC has always supported anti-bullying campaigns and policies and campaigned to raise awareness and promote measures to address homophobia and transphobia in workplaces and in society.

Wearing a pink shirt on April 13 is a chance for allies to actively show their solidarity.

Allyship breaks down social barriers, isolation and hostility in the workplace. As a straight person you can take action as an ally in many different ways in the workplace:

• By using non-gender specific language whenever possible;
• Speaking out against statements and jokes that attack LGBTQ members;
• Staying informed and educating yourself about LGBTQ histories, cultures, and concerns; and
• Supporting and involving yourself in LGBTQ organizations and causes.

Unions can help members consider what it really means to become an ally, to get specific recommendations for action, and foster safer workplaces free of homophobic and transphobic bullying.

Learn more about what unions can do to bargain for LGBTQ equality in the workplace. Access and download the Bargaining Equality for LGBTQ Workers, now available for your tablets, Kindle and e-readers.

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After the CLC brought the idea to the Canadian High Commission in Nigeria, the Nigerian Labour Congress, the Nigerian government, the Nigeria Employers’ Consultative Association (NECA) and other key partners signed on to the project. The goal would be to adapt lessons from Canada in order to assess Nigeria’s compliance with the International Labour Organization (ILO) standard on HIV/AIDS, and make recommendations for change.

“We came out with an historic agreement between unions, government and employers to take the first steps towards making Nigeria’s workplace sites of progress in the fight against HIV/AIDS,” said CLC President Hassan Yussuff.

Now, on World AIDS Day, December 1st 2015, the Canadian Labour Congress and its partner, the International Trade Union Confederation (ITUC-Africa) are planning the next steps for Nigeria, and looking to expand the model agreement to other African nations.

In Nigeria, there is still work to be done to complete the assessment and recommendations, and hurdles are likely to emerge, such as the criminalization of homosexuality in that country.

“The ILO standards acknowledge that we cannot fight HIV/AIDS without also fighting stigma, discrimination and inequality,” Yussuff stated, “The process cannot ignore that.”

Ultimately, Yussuff hopes having all the key players at the table – along with invited representatives from other governments with strong HIV/AIDS strategies: Norway, Sweden, the United Kingdom, and United States will lay the foundation for improving human rights at the same time as public health.

While participating governments supplied some funding for the work in Nigeria, The CLC’s HIV/AIDS Labour Fund was also instrumental. The fund was established in 2003 to assist the CLC and its affiliates to support unions in the global South to prevent HIV/AIDS and address the impact on workers and their families.

Since its inception, more than $500,000 has been raised and put towards union and workplace programs and policy advocacy in the following countries: Nigeria, Tanzania, Kenya, Zimbabwe, Uganda, Mozambique, Senegal, Ghana, Botswana and Rwanda. For example, the fund has supported peer education, testing and counseling programs, union HIV/AIDS conferences, surveys, production of awareness and training materials and specific projects on supporting women and gender analysis in HIV/AIDS work.

“Thousands of workers in Africa have received preventative education and counselling treatment because our Labour Fund has supported the HIV/AIDS work of their unions,” Yussuff said.

Yussuff sees this work as a key part of the labour movement’s role in advancing the UN’s new Sustainable Development Goals (SDGs). Goal 3 is “to ensure healthy lives and promote well-being for all at all ages,” includes a target of ending AIDS by 2030.

“Unions, governments and employers in all countries need to work together for us to meet the UN target of ending the AIDS epidemic by 2030,” said Yussuff.

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Trans people also experience high levels of violence in the workplace, including sexual, emotional, and physical harassment. This persistent level of violence is the most severe aspect of the many challenges and discrimination that trans people face in Canada every single day.

Canada’s labour movement has a long history of helping address this discrimination in workplaces, by providing support and resources to trans workers, promoting workplace safety and an end to harassment and violence, and supporting the call for legal protections for the trans community in Canada.

“The CLC is turning to the Prime Minister and his cabinet to immediately pass legislation that acknowledges the rights of trans people. Canada must add gender identity provisions to both the Criminal Code and the Canadian Human Rights Act; all Canadians need protection against discrimination and violence, especially those who are trans,” said CLC Executive Vice-President, Marie Clarke Walker.

So far, five provinces have added protection against discrimination based on gender identity to their human rights codes. Now it must become a federal reality. The Canadian Labour Congress has consistently supported bills to change federal legislation, but twice under the Conservatives, this legislation was stalled in the Senate.

“Legislation to protect trans people from discrimination and hate crimes has come close to being a reality twice in the past five years. The labour movement stands with trans activists who have been working hard for so long to have their rights recognized. We are counting on the new government to make this a reality,” said Walker.

Transgender Day of Remembrance began as a memorial vigil held in San Francisco, California in 1999 in memory of Rita Hester, an African American woman who was murdered because she was trans. To date, her murder remains unsolved.

Click here to learn more about the trans people who were killed in 2015.

CLC Workers in Transition guide

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The labour movement has a long history of making the day-to-day lives of LGBTQ individuals better. Many of the rights and benefits we have won for our members are now standard in workplaces across the country.  

During Pride season, we celebrate many of these victories:

• It was the postal workers who first negotiated same sex health benefits in their contracts.
• Unions across most industries created committees and working groups to fight against homophobia, transphobia and harassment, and many even changed their own constitution to reflect that.
• In the early 2000s unions challenged equal marriage.
• Workers who are transitioning can access special leave because of the work unions have done.
• We have put diverse clauses in collective bargaining agreements that protect the human rights of LGBTQ workers above and beyond the law.
• World Pride in Toronto hit a record number of delegate participation by union members last year.
• The ongoing support of teachers’ unions and federations who hold Gay Straight Alliances (GSAs) in our school boards.

This Pride, the CLC is proud to release a new guide for unions called “Bargaining Equality for LGBTQ Workers”. This checklist helps union members and employers negotiate better language to recognize, protect and include LGBTQ workers. This is a great resource for stewards, allies and union members in general and helps build solidarity within the movement.

The CLC is working hard to help elect a government that will support the rights and equality of LGBTQ communities. We urge union members to consider electing candidates who will support Bill C-279 to add gender identity to the criminal code and human rights act, who support anti-bullying action plans to end homophobia and transphobia, and who support a national pharmacare program that will help LGBTQ individuals access expensive medication. 

The CLC is proud to join with the LGBTQ community and its affiliates in celebrating Pride Season.  

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Being a good ally is an important part of our work in the labour movement. Unions have a long history of organizing for fairness for LGBTQ workers. In 1986, the Canadian Labour Congress amended its own constitution to prohibit discrimination on the basis of sexual orientation, and later established a Pride working group so that LGBTQ workers could have a space to advance their own work within the labour movement and beyond. Many unions negotiated equal benefits for same-sex couples well before they were mandated by governments. Unions campaigned with the LGBTQ community for equal marriage, and are now actively supporting efforts to add gender identity to the Canadian Human Rights Act as prohibited grounds for discrimination and to offer protection from hate crimes.

Unions have worked to end discrimination and make workplaces safer for LGBTQ workers. By supporting and raising awareness about IDAHOT, unions can help challenge homophobia and transphobia and celebrate diversity and fairness for LGBTQ workers. Events are happening all across Canada. To find one near you, click here http://dayagainsthomophobia.org/.

It’s important for individual union members to be good allies as well. We encourage you to show your solidarity by taking a picture of yourself with our #instaAlly hashtag, and tweet, post, Instagram or share your message on your or your local’s social media accounts.

Of course, it takes more than a selfie to be a good ally. You can also:

• Attend an IDAHOT or Pride event
• Listen, be inclusive, and open-minded
• Say something; Speak up against homophobic, transphobic or biphobic har-assment. This can mean pointing out when jokes are offensive, or talking to your union when you see discrimination happening at work.
• Stay informed; Find out more about current LGBTQ issues at www.egale.ca
• Believe in equality; All people, regardless of gender identity and sexual orienta-tion, should be treated with dignity and respect.

Together we can challenge homophobic and transphobic stereotypes and end discrimination and harassment in our communities and workplaces.

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Celebrate diversity and raise awareness to end bullying by downloading your very own D.I.Y Day of Pink Solidarity decal below.  Just print it using iron-on transfer paper to create your own t-shirt.  A light pink shirt will work best. Show your solidarity by wearing the t-shirt and organizing Day of Pink events in your workplace, communities and schools. Together, we can put a stop to homophobic and transphobic bullying, discrimination and violence.

Learn more about the Day of Pink by visiting: http://www.dayofpink.org/

Solidarity is Pink DIY Shirt instructions

For light coloured fabric:

• Buy Iron-On T-Shirt Transfers designed for use on light coloured cotton or cotton/poly blends. Be sure to buy paper that is designed for your printer type (ink jet or laser). You can get Iron-On Transfer Paper at craft and business supply stores.
• Get a (union made!) t-shirt that is made from cotton or cotton/poly blends that is light pink or white.
• Load your paper into your printer following the directions on the paper package.
• Download and print the decal from the website. Be sure to print the decal image that is flipped or mirror image.
• Cut and trim around the decal to your desired shape.
• Iron on following the package directions.

For dark or vivid coloured fabric:

• Buy Dark T-Shirt Transfers designed for use on vivid or dark fabric cotton/poly blends.Be sure to buy paper that is designed for your printer type (ink jet or laser).  You can get Dark  T-shirt Transfers at craft and business supply stores.
• Get a (union made!) t-shirt that is made from cotton or cotton/poly blends that is dark pink or vivid pink
• Load your paper into your printer following the directions on the paper package.
• Download and print the decal from the website. Be sure to print the decal that is not reversed or flipped.
• Since this decal has a white background be sure to carefully cut and trim the edges off the decal, following the outline.
• Iron on following the package directions.

Downloadable PDF Transfers:

For dark shirts: [[{“fid”:”192″,”view_mode”:”preview”,”fields”:{“format”:”preview”},”type”:”media”,”link_text”:”solidarity-is-pink_small_2.pdf”,”attributes”:{“class”:”file media-element file-preview”}}]]- [[{“fid”:”193″,”view_mode”:”default”,”fields”:{“format”:”default”},”type”:”media”,”link_text”:”solidarity-is-pink_large_2.pdf”,”attributes”:{“class”:”file media-element file-default”}}]]

For light shirts: [[{“fid”:”194″,”view_mode”:”default”,”fields”:{“format”:”default”},”type”:”media”,”link_text”:”solidarity-is-pink_small.pdf”,”attributes”:{“class”:”file media-element file-default”}}]]- [[{“fid”:”195″,”view_mode”:”default”,”fields”:{“format”:”default”},”type”:”media”,”link_text”:”solidarity-is-pink_big.pdf”,”attributes”:{“class”:”file media-element file-default”}}]]

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The mission of all Pride activities is to celebrate and bring together the LGBTQ community, their family, friends, co-workers, their unions, their supporters, the business community, and the community at large in a spirit of camaraderie, honour, pride and respect. This is a positive and fun way for union members and their friends to learn more about the LGBTQ community and to stand together against discrimination and inequality.

This year, celebrations in Canada have a special meeting, as WorldPride 2014 is taking place in Toronto, between June 20th and 29th 2014. WorldPride is an international celebration that incorporates activism, education, and the celebration of the history and culture of LGBTQ people and communities from all around the world. This is the first time WorldPride is in North America, and Canada’s labour movement will be there, to show our solidarity with the global LGBTQ community.

Unions have been powerful forces for equality and justice in the workplace, and have made significant gains for LGBTQ workers in Canada. The Canadian Labour Congress and the Ontario Federation of Labour will be showcasing these victories in a presentation at the WorldPride Human Rights Conference entitled “Pride at Work: How Unions Promote LGBTQ Rights”. This presentation will show how LGBTQ workers, activists and allies can mobilize and use the bargaining tools available to them to gain or maintain equal rights within workplaces. On Sunday, June 29, a strong contingent of union members and activists will show their Pride by marching in the festival Parade.

The growth and success of the Pride movement over the last four decades demonstrates the power of diverse communities coming together. Each year the list of Pride celebrations taking place across the country expands. We encourage all union activists to attend and support Pride events in their communities.

Together, we have pride; but while we celebrate, we cannot forget those around the world and in this country who are not able to participate in such joyful celebrations. As a movement, let us show that we will not stop fighting for LBGTQ rights, at home and internationally. The Canadian Labour Congress, its affiliates, Labour Councils and provincial and territorial Federations of Labour will continue to challenge homophobia and transphobia in our workplaces and communities and will champion fairness and justice for LGBTQ people everywhere.

The Canadian Labour Congress wishes everyone a Happy Pride!

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Over the past ten years the movement to end homophobia and transphobia has gained strength.  Most recently, the struggle for protection from discrimination based on gender identity and gender expression has built momentum.  Many provinces and territories are either working on or have included gender identity and gender expressions in their human rights codes.  Ontario, Manitoba, Nova Scotia, Newfoundland, Prince Edward Island, and the Northwest Territories already include gender identity and gender expression as forbidden grounds for discrimination under their Human Rights Codes.  Bill C-279, which would amend the Human Rights Act to include gender identity is now awaiting a vote in the Senate.

We still have many challenges.

Despite the work that has been done to eliminate homophobia and transphobia, crimes and hatred against the LGBTQ community still exist at home and abroad. Over 76 countries around the world have deemed same-sex relationships illegal, and in some areas being a member of the LGBTQ community is still punishable by death (capital punishment). In Uganda, draconian anti-homophobic legislation has resulted in increased violence and murders of gay activists, individuals and allies. Russia’s law banning “homosexual propaganda”  has sparked an increase in homophobic violence.  The law even imposes fines for anyone providing information on homosexuality to minors and puts the children of same-sex families at risk.

Even in Canada there are challenges to overcome. Despite the many gains in legislation and recognition for same-sex relationships and families, there is an increased backlash which puts these gains at risk.

Trinity Western University, a private Christian university in British Columbia is trying to establish a law degree program that would purposely exclude any student openly LGBTQ from graduating. The school has also asked its students to avoid homosexual sexual activities. Despite these clearly discriminatory policies, the new program has received preliminary approval from B.C.’s Ministry of Advanced Education, and from the Federation of Law Societies of Canada.

The Ontario English Catholic Teacher’s Association (OECTA) has faced considerable backlash for its decisions to support  Gay-Straight Alliances in schools and participate in Toronto’s World Pride parade.

Teachers understand that LGBTQ students still face extreme cases of bullying which lead to dropping out of school, social isolation and, tragically, death and suicide.  According to OECTA’s President, James Ryan, “OECTA believes that taking the public stand of marching in the WorldPride Parade 2014 will provide comfort and support to our students and teachers who frequently struggle in a hostile environment that does not offer them the support and protection they are owed as citizens of Ontario and Canada”. The Canadian Labour Congress commends the dedicated teachers and students who fight these injustices everyday by forming Gay Straight Alliances, safe spaces, who teach anti-bullying and promote acceptance of all gender identities in the school.

Canada’s labour movement will continue to fight for fairness and equality for our LGBTQ members and their loved ones―in the workplace and in the broader community. We are committed to continuing the fight for workplace legislation against violence and bullying, as well as federal legislation and stronger collective agreement language for LGBTQ people. The CLC will continue to work with our allies to mobilize the Senate to pass Bill C-279 for trans people to have full rights under Canada’s Criminal Code and the Canadian Human Rights Act.

Together, we will end homophobic and transphobic discrimination in our workplaces and communities.

The post May 17th is the International Day Against Homophobia and Transphobia 2014 appeared first on Canadian Labour Congress.