“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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“Trans and gender-diverse workers are disproportionately impacted by violence and harassment, both at work and in our communities. Trans Day of Remembrance is a powerful opportunity to channel our grief towards justice by demanding that our federal government take action to end gender-based violence, and make work safer for all,” said Bea Bruske, President of the Canadian Labour Congress.

The CLC’s research reveals that when compared to their colleagues, gender-diverse workers are 82% more likely to experience harassment and violence at work. Additionally, 73% of gender-diverse respondents stated they had experienced sexual harassment and violence in the last two years. 

This is why Canada’s unions are calling for the federal government to conduct a national public awareness campaign as part of Canada’s National Action Plan on Gender Based Violence. This must include a comprehensive and tripartite implementation strategy for ILO C190, the international convention asserting the right of all workers to a world of work free of all forms of gender-based violence. 

“When trans and gender-diverse communities continue to be disproportionately targeted by gender-based violence at alarmingly high levels, including harassment and violence in the world of work, we cannot afford inaction,” said Larry Rousseau, CLC Executive Vice-President.    

Labour’s solidarity in action means we will continue to show up: in our communities, in our workplaces, and in legislatures. We’re re-committing ourselves as trade union activists, allies, and supporters in the fight for justice for trans and gender diverse peoples towards an equitable and inclusive vision for our society. 

“From coast to coast to coast, workers are united against hate. With provincial governments—like Danielle Smith’s UCP in Alberta—attacking trans and gender-diverse people any chance they get, we must continue to take action against transphobia,” said Rousseau. “We strongly condemn the UCP government’s use of the notwithstanding clause to force through harmful bills that violate the rights of trans youth and their families. Our solidarity will never waver; when it comes to justice in the fight against transphobic hate, violence and gender-based violence in all its forms, we will win.”

—

Do you have a story to share on harassment and violence at work? Add your voice now, and help make work safer for all workers in Canada.

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Attacks on the human rights of any community are deplorable, despicable actions, and the timing to table Bill 9, which uses the notwithstanding clause to restrict the rights of trans and gender diverse people across the province to access gender affirming care, is especially cruel to introduce in the middle of the Trans Week of Awareness 2025.

Canada’s unions recognize these tactics that undermine our fundamental human rights as coming from the same toolbox of strategies that, not even a month ago, attacked the rights of striking teachers in that province through the introduction of back-to-work legislation.

Shame.

Shame on Danielle Smith and her conservative government for blocking an already vulnerable community of Albertans from the basic set of rights afforded to all Canadians under the Charter of Rights and Freedoms.

Canada’s unions are all too familiar with dirty tricks like Bill 9 from bad bosses like Danielle Smith’s government, who would rather scapegoat human rights than be accountable for the impacts of the hate-driven, anti-access and anti-care policies her government is continuously pushing through without a care to the real, human and moral costs of these attacks.

We must call it out for what it is: Bill 9 is an abhorrent use of legislation to evade accountability and undermine the human rights and dignity of trans and gender diverse Albertans. 

Make no mistake, an attack on rights of any kind will solicit a response and action from Canada’s labour movement. Unions across Canada are putting Danielle Smith on notice:

We will not stand idly by as an agenda of institutionalized transphobic violence and hate barrels forward, on the eve of the Trans Day of Remembrance no less. We recognize this political agenda for what it is: a shameful, purposeful exercise to undermine our collective fundamental rights and freedoms, including workers’ rights.

Our solidarity runs deep, and together as part of a broader movement to defend human rights and workers’ rights, from coast to coast to coast, we will band together, and we will win.

In solidarity,

Bea

Learn more about the implications of Alberta’s Bill 9 from our allies at EGALE Canada here: https://egale.ca/egale-in-action/alberta-bill9-nov18/?fbclid=PAQ0xDSwOKxIRleHRuA2FlbQIxMQBzcnRjBmFwcF9pZA8xMjQwMjQ1NzQyODc0MTQAAacOPjyqXyr5KZTEEZt-Tp4adzpO322HzMGoiMI2QRdWSSxVEVIiJbYKZCZNNQ_aem_oS7Pd9IQnJM_2KDfxF-jqQ

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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

The post Canada’s unions continue to fight against transphobic violence appeared first on Canadian Labour Congress.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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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.

Canada’s unions are deeply concerned by Saskatchewan Premier’s decision to pass legislation that will violate queer and trans children’s rights to privacy and safety in schools.

In this climate of rising hate, our schools should be inclusive and a safe place for kids to learn, grow, and thrive—not a hostile place that outs kids to potentially unsupportive families. 

Scott Moe does not have the best interests of children at heart, and he made it very clear by passing his education policy that directly violates the rights of children and young people. 

Politicians must be held accountable to make evidence-based, compassionate decisions that prioritize human rights and support the protection of marginalized communities.  Moe’s education policies ignore the reality of violence, harassment, and bullying we know many trans and gender-diverse youth face at home and in their communities.  

“Scott Moe knew his education legislation violates the Charter of rights—but he did not care and went ahead with the Notwithstanding Clause to push it through anyway,” said Bea Bruske, President of the Canadian Labour Congress. “We cannot allow our governments to overstep their boundaries to push their personal agenda or use kids as political pawns,” added Bruske.

This sends a chilling message, not only to 2SLGBTQI+ people and communities but to all of us who might see our rights pushed aside for political gain. We’ve seen this before, from this Saskatchewan Party government, and the one before it. This Conservative government has a long track record of trying to circumvent people’s Charter rights. 

Canada’s unions will not stand for Moe’s tactics using fear and division to distract people from the real issues in Saskatchewan. Standing in solidarity against hate and injustice has always been a cornerstone of the labour movement and we will continue to fight to protect people’s Charter rights.  

To trans and queer kids and their families, to teachers and education workers who are doing their best to ensure a safe, inclusive learning environment: Canada’s unions have your backs. 

“I am proud to be part of the fight against regressive legislation and in support of an education system where children and youth can be their authentic selves and learn, grow, and thrive,” added Bruske.

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

-30-

Please contact:
CLC Media Relations
media@clcctc.ca
613-526-7426

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

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

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

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

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

-Bea 

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

-30-

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

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

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

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

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

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

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

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

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

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

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

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Conversion therapy aims to change an individual’s sexual orientation or to change an individual’s gender identity. This harmful practice negatively impacts LGBTQ2SI people and reinforces myths and stereotypes.

“Conversion therapy is a cruel and dangerous practice that stigmatizes LGBTQ2SI communities. It must stop,” said CLC Executive Vice-President Larry Rousseau. “Canada’s unions support strong legislation to help protect LGBTQ2SI people from the life-long trauma and harm conversion therapy can inflict.”

The federal government introduced legislation earlier this fall to ban the practice. Bill C‑6 is now before the Standing Committee on Justice and Human Rights. The Yukon recently banned conversion therapy, making it the only territory to have such a ban. Ontario, Nova Scotia and P.E.I have also previously banned conversion therapy provincially.

This annual Day of Remembrance is an important opportunity to highlight the disproportionately high levels of violence that trans communities face. Transphobia and transphobic violence were at a crisis point even before the COVID-19 pandemic, but there is no doubt that the situation has worsened. So far in 2020, 350 trans and gender diverse people have been reported murdered worldwide.

The most recent report on health and well-being among racialized trans and non binary people in Canada found that, among respondents, 72% had experienced verbal harassment in the past 5 years, 45% had been harassed at work or school, and 73% worried about being stopped or harassed by police or security because of who they are.

“Canada’s unions have a critical role to play when it comes to fighting back against these terrifying statistics,” said Rousseau. “Our workplaces and our unions are not immune from transphobia, but we can be part of the solution to combat and end transphobic violence.”

The CLC created the Workers In Transition handbook, a guide to supporting trans rights in the workplace.

There have been several important victories in recent years in support of trans rights in Canada. In 2017, gender identity was included in the Canadian Human Rights Act as a protected identity. Accessible public educational and mental health supports in communities across the country have also become more widely available.

However, there is still lots of work to do to support trans rights and the wellbeing of trans people in Canada. For example, the trans rights from region to region are inconsistent, and access to life saving health care – like hormone replacement therapy and gender affirming surgeries – is not available to all.

“We must continue to fight for trans lives at work, in our provincial and territorial legislatures, and on parliament hill. We cannot live in a world where our comrades and friends are being harassed or killed because of their gender identity,” said Rousseau.

Due to the global COVID-19 pandemic, many Trans Day of Remembrance vigils are being held virtually. Check out this list to show your solidarity and join a virtual event.

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

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

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

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

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

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

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

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

Learn more about Global Pride 2020 here.

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

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

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

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

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

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

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

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

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

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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 year, we mark the 20^th anniversary of the Transgender Day of Remembrance (TDOR), an internationally recognized day to celebrate and honour the lives of trans, non-binary and two-spirit people whose lives have been lost due to transphobic violence.

“Canada’s unions remain steadfastly committed to ensuring that our workplaces and our unions are inclusive and supportive of our trans and non-binary members,” said Larry Rousseau, Executive Vice-President of the Canadian Labour Congress. “Every worker has the right to work free from violence and harassment, and unions play an important role in realizing that right – through member awareness, collective bargaining and legislative advocacy.”

Although we have seen many gains in recent years towards transgender inclusion in Canada, including the adoption of the Gender Identity and Human Rights Act in 2017, trans people, especially racialized trans feminine people, continue to be disproportionally targeted by gender based violence.

 “Our work to address and eliminate violence and harassment at work must be informed by the unique needs and experiences of trans, non-binary and two-spirit workers,” said Rousseau. “Left unchecked, remarks, jokes and innuendo can escalate. We need to send a strong signal that transphobia is harmful and unacceptable. By challenging transphobia head on, we can make work safer for everyone.”

Learn more about the history of TDOR here, attend an vigil or event near you and take action to support trans workers in your workplace.

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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 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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“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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