Your Guide To Strengthening 2SLGBTQIA+ Inclusivity In Tourism & Hospitality
Hello WORTH members and readership!
Tj, your friendly neighbourhood 2SLGBTQIA+ focused EDI practitioner here (Neighborhood’s maybe a bit of a stretch, perhaps – I’m actually in St. John’s, NL? But I digress!).
In the pursuit of an “impactful intro” as I began writing this article, I tried to come up with some thought-provoking way to frame how the world of work has changed, the watershed moment we’re in for social justice, and how these things have impacted inclusivity within the tourism industry. But, I checked myself, as you likely don’t need some random EDI consultant on the East Coast waxing theoretically about what you’re living with and adapting to every day when you folks are the experts in your industry.
So to that end, I’m going to stay in my lane, and share with you 3 key ways you can improve the workplace and consumer experiences for 2SLGBTQIA+ folks in the recreation, tourism and hospitality industries.
Demonstrating Allyship > Declaring It.
Behind us are the days where slapping a rainbow sticker or flag in the window or the words “LGBTQ+ friendly” on your website is sufficient – surface efforts and lip service just don’t cut it anymore, particularly with younger members of these communities. Genuinely welcoming 2SLGBQIA+ folks into your spaces means engaging in a more holistic approach to making those spaces accessible to them, and will support you in implementing the suggestions I mention later.
A great place to start is learning how to truly demonstrate allyship:
Expand your knowledge and understanding of these communities. Explore their local context, events, and advocacy by engaging with them, and truly listening to what folks are experiencing.
Acknowledge when you make mistakes and stay open to learning. It’s common for us as humans to move into a place of shame or defensiveness when confronted with our mistakes or ignorance – which in turn shuts us down and prevents us from letting new info in. Try to unpack your cis and het privilege, and shift that knee-jerk response of “I’m sorry”/”it’s just too hard” to “thank you for helping me learn”.
Carry it with you always. Demonstrating allyship is about consistent and authentic effort – not just when you “have to” (e.g. job requirements). It’s about encouraging more meaningful inclusion for members of these communities whenever and wherever possible.
2SLGBTQIA+ Inclusion In The Workplace
When thinking about recruitment and retention of 2SLGBTQIA+ employees, one must consider inclusive recruitment, along with inclusive culture and benefits to retain talent. Getting to a place where organizational culture can support all these considerations is a process. And with most processes – you have to start somewhere. Organizational training seems to be a common first step, to ensure everyone involved is on the same page around language, legislation, and cultural sensitivity, to support further strategy roll-out. However, it can’t be a one-off and must continue to be offered across all levels of the organization.
Other specific areas can include:
Building your workforce
Include specific, relevant and inclusive language in your job ads
Engage in purposeful recruitment by reaching people where they are
Diverse staff and leadership, available mentorship opportunities for 2SLGBTQ+ workers
Culture management
Define, with clear and direct language, expectations around appropriate and inappropriate behaviour in your codes of conduct/ethics and anti-harassment policies, and be sure to outline complaint procedures and how they will be addressed
If you have a dress code or uniforms, ensure it support worker’s rights to dress in a way that aligns with their gender identity and expression (i.e. focus on fit, vs gendered rules)
Provide access to gender neutral washrooms/change rooms, and/or support workers in accessing the spaces that are in alignment with their gender identity
2SLGBTQIA+ workers feel able to share their perspectives and ideas (and where they come from), and talk about their partners, weekend plans, and family dynamics without fear of discrimination or loss of professional opportunity
Signage affirming inclusion practices are displayed
Assumptions about identity and relationship/family dynamics are avoided
Names and pronouns are regularly shared, received well, and respected
Cis- and heteronormative language is avoided and challenged
Research and develop a Workplace Transition Plan, if you don’t have one
Benefits
Ensure your benefits packages and insurance providers recognize the unique needs of 2SLGBTQIA+ workers, i.e. inclusive considerations for leave and health coverage.
Reaching The 2SLGBTQIA+ Market
A helpful first step in amping up engagement with these communities is recognizing that they aren’t a singular, monolithic market. Much like other groups, 2SLGBTQIA+ communities can be broken up into more defined segments with unique considerations and needs – and doing so can help you develop your strategy. We can’t be all things to all people!
Some key considerations to keep in mind as you develop your marketing practices:
Connect with your local 2SLGBTQIA+ communities. This will inform your approach, ensuring you’re meeting the market in a way that’s respectful and meaningful for your local context.
Support local 2SLGBTQIA+ events and initiatives. Buy-in is a two way street, and commitment to volunteering at or raising the profile of local events without ulterior motives can help demonstrate your allyship. This is also meaningful for your staff, who sees your acknowledgement of days of significance.
Be diligent in your promotional materials and communications. Use diverse imagery that displays different relationship dynamics and gender expression, and use gender neutral language in your copy.
Where should we focus first?
I’ve had a lot of questions about where businesses should “start” first. And there isn’t a “one-size-fits-all” response. That said, as past contributor Rosie says in her piece, “How can you know where you need to go if you do not know where you are today?” (Would strongly recommend a read of her article if you haven’t yet.)
Start with where you are. Look at your organizational knowledge, what you’re currently doing and where your strengths are in this space, and take stock of your current resources and capacity. Understanding what you have to work with and any possible limitations you may have in play will only set you up for success as you develop and implement your strategy.
Speaking from my own experience as a queer and trans person, when I see my peers content and flourishing within a business or organization, I’m much more inclined to give said business my money. And vice versa – when looking for work before starting my business, seeing a business working to meaningfully connect with me and my communities as a customer encouraged me to look at them as a prospective employer. …And you can rest assured that in both circumstances, I was telling my people about it!
As someone that’s been out for over 20 years as a queer and trans-masc genderqueer human, I have some serious hope about where we’re headed when it comes to 2SLGBTQIA+ inclusion. I see and am incredibly grateful for the impact brought about by the tireless advocacy of past and current community leaders. And while resistance and backlash are very real things, I see the opportunity in amongst the BS – a chance to take these challenges and conversations and, fingers crossed, continue moving them into the realm of systemic change.
It can be daunting, and worrying about “not getting it right” makes sense – it can be a complex process! But starting where you’re able, and doing so with authenticity and accountability, will help you get there. ☺
Want to learn more? Here are some of my favourite resources specific to the recreation, tourism and hospitality sectors.
Resources
Check out Canada’s LGBT+ Chamber of Commerce (CGLCC):
Training
Tourism-specific resources, including the 2part recording of their Travel Market-Ready Seminar!
Rainbow Registered Accreditation Program
International LGBTQ+ Travel Association (IGLTA)
LOUD Business – LGBTQ Business Association, Vancouver, BC
Articles for further reading!
https://xtramagazine.com/power/pronouns-c-16-human-rights-209886 - precedent established around intentional misgendering = violation of human rights (In your own backyard, no less!)
https://enroute.aircanada.com/en/travel-inspiration/lgbtq-travel/ - some great insight informed by lived experience!
https://www.businessdestinations.com/relax/chasing-the-rainbow-the-tourism-industry-is-becoming-more-inclusive/ - some problematic language, but gems are present!
About Tj
Tj Jones (he/they) operates his 2SLGBTQIA+ focused EDI consultancy, Full Picture Management, from his hometown of St. John's, NL. He's driven to help improve the workplace and consumer experiences of his fellow queer and trans humans, and loves holding space that empowers folks to investigate their biases and consider the perspectives of others.
Some highlights of his work: helping coordinate past Pride Festivals in St. John’s, NL; mentoring at queer and gender diversity focused youth camps; cofounding Trans Support NL, a non-profit that strives to improve the experiences of gender diverse folks in his home province; facilitating D&I training for national organizations, including as the Lead Facilitator for the CGLCC's current training initiatives; developing a gender diversity-specific component for Tourism HR Canada’s online training; and serves as the current 2SLGBTQ+ Rep for the Inclusion Advisory Committee for the City of St. John's and Board Chair for the NL Sexual Assault Crisis & Prevention Centre.
He loves space, consent culture, unicorns, and Winners wanders with his awesome partner Jess...and likely wrote this article with his fur kid Enid the cat perched on his shoulder (she likes to think she helps. :'))