With millions of folks identifying as 2SLGBTQ+, with 1 in 5 Gen Z identifying as such (Gallup, 2022), the norm is shifting - and so is the language we use. Whether you personally identify as 2SLGBTQ+, want to be a better ally, or have been curious but too shy to ask, we're providing this quick newsletter. This isn't exhaustive nor end-all defining, but when it comes to doing better business, inclusivity is part of creating Sustainable Economic Futures.
Why is it important for business owners to know?
It makes sense socially, and makes more than cents economically. 2SLGBTQ+ folks are in your community, they're your customers, and maybe your employees too. When we create a safe and welcoming place to do business, this improves customer service and even grows your business. According to Oxford, "companies in the top quartile of their rankings for successful gender diversity on their executive teams were 21% more likely to have above-average profitability" (Oxford, 2022)
So what does this look like for small businesses?
Engaging with material like this newsletter and engage with material from 2SLGBTQ+ voices
Offer gender-neutral facilities. Instead of men's and women's washrooms, you can just identify which has toilet stalls and which has urinals - people will choose what is best for them
If you offer health benefits, make sure they're inclusive of 2SLGBTQ+ needs. Look for trans-affirming care options and mental health benefits. 2SLGBTQ+ folks experience higher rates of social, economic, and health disparities due to culture, laws, and policies that treat them as lesser human beings (Humber College, 2022)
Offer uniforms that can fit with different gender identities and allow people to express themselves with them
Consider offering your space to host 2SLGBTQ+ events and meetings, partner with 2SLGBTQ+ organizations and charities
If you're not a 2SLGBTQ+ business owner but an ally, offer cross promotion with 2SLGBTQ+-owned businesses
Respect pronouns - we'll talk more about them below
Put up a pride flag or sticker on your door as a signal of your support
This work is important year-round, and not just during Pride Month. For many years, businesses have been working to improve their brands and their internal practices, investing in culture, benefits, and marketing to welcome 2SLGBTQ+ workers and customers, putting forth inclusion and openness.
While we've put together a glossary and provided definitions for a number of terms, remember that language may change and evolve over time. At the end of the day, trust the individual and the terms they use for themselves. Don't try and correct someone when they tell you who they are.
2SLGBTQQIA Glossary:
Two-Spirit, an Indigenous term to refer to someone who identifies as having both a masculine and feminine spirit (LGBTQ2S Health). This is often placed at the beginning of the acronym in Canada to acknowledge that Two Spirit Indigenous people were the first sexual and gender minority in North America and to place Indigenous people first in acknowledging their indigeneity to the land (University of Winnipeg)
Lesbian: women who have romantic and/or sexual orientation for women (this is inclusive of nonbinary folks who feel this term is for them)
Gay: typically refers to men who have romantic and/or sexual orientation for men, but overtime has evolved into an umbrella term for LGBTQ+ culture, identity, and relationships
Bisexual: sometimes referred to as "bi", describes a romantic and/or sexual orientation towards more than one gender. Some people use bisexual, some people use pansexual, some people use queer or other terms
Trans: An umbrella term to describe people whose gender is not the same as or is not comfortably the sex they were assigned at birth. Because this is an umbrella term, this can mean a variety of experiences, how they present themselves, and identities. This can include binary trans folks (trans man or trans woman), gender-queer, gender-fluid, non-binary, trans masculine, trans feminine, etc.
Queer: though this used to be a derogatory term, it has been reclaimed by the queer community. It is also an umbrella term and can be used for any sexual orientation and/or gender outside of being straight and/or non-trans (cisgender)
Questioning: Sometimes it takes time to figure out who we are and even then, things change!
Intersex: Someone who may have the biological attributes of both sexes or whose biological attributes do not fit with societal assumptions about what constitutes male or female. Intersex people may identify as male, female, non-binary, or another term. See the note on biological sex below
Aro/ace spectrum: Some people are aromantic, which means they experience a lack of, varying, or occasional experiences of romantic attraction. Some people are asexual, which means they experience a lack of, varying, or occasional experiences of sexual attraction. These both exist on a spectrum, which means that this may vary. Some folks who are on the aro/ace spectrum may use lesbian, gay, bi, straight, and/or queer to explain the direction of romantic or sexual attraction if and when they experience it.
Some extra clarification:
Gender and sex are not the same. Sex is biological and can refer to male, female, and intersex.
Gender is an identity and how you move through the world. It is a social construct and is often marked in society in a binary way. Gender stereotypes refers to how we expect men and boys and women and girls to behave, dress, and/or act. Because it is an identity, there are limitless ways to identify and experience gender. You can see this in our SEF team which is mostly women - we all experience being a woman in different ways! And we get to celebrate that!
It's worth noting that sex itself exists on a spectrum, here's a link to help you visualize that: https://www.scientificamerican.com/article/beyond-xx-and-xy-the-extraordinary-complexity-of-sex-determination/
Gender and Pronouns
Gender is then linked to how people are referred to, marked by pronouns. Pronouns are linguistic tools, and we've all been using them (i.e. she/her/hers, he/him/his, they/them/theirs, etc). It is important to give people the opportunity to state the pronoun that is correct to use when referring to them, just as you'd want to get their name right.
Pronouns are a part of who we are, and sharing pronouns helps avoid assuming someone's pronouns based on factors like appearance.
Offer yours first! When we share our own pronouns, we encourage others to do the same and demonstrate that we understand differing identities and this is a fundamental step in being an ally.
Common pronouns include she/her/hers, he/him/his, and they/them/theirs. You may see other pronouns - you can ask that person how that works and practice. Avoid using "preferred pronouns" or "preferred name" as these suggest an element of flexibility - someone's name and pronouns are not suggestions. However, you might see someone using "she/they" or "they/he" - sometimes this can be a marker of which one is better to use, and it's okay to ask if they have a preference between the two, and make sure you use both.
We might typically think of "they/them/theirs" as a plural pronoun but we've been using "they" as a singular pronoun without realizing it. Read above: It is important to give people the opportunity to state the pronoun that is correct to use when referring to them, just as you'd want to get their name right. When we refer to a person whose gender we don't know, it's a safer bet to refer to "they/them/theirs".
Sometimes people make mistakes with pronouns. Practice if you need to, and if it happens in conversation, apologize, correct yourself, and move on without dwelling on the mistake. Profusely apologizing brings more unnecessary attention to an already awkward situation - it puts the person who was misgendered in a position to make you feel better. They might feel pressured to say "it's okay" even when it's not, and using the wrong pronouns can hurt. If you apologize, correct yourself, and move on, that's a better signal that you care and you're trying.
A few ways to make your language more inclusive:
We know that "hey guys" has been widely used, but progress means practice. Start using "hey everyone" or "folks" or "how are y'all doing?". Maybe even in a customer service setting you can use "lovely humans" or something else that evokes a nice feeling.
In Conclusion:
2SLGBTQ+ Inclusion is good for the economy. As more and more businesses make this connection, they are stepping forward to make the economic case for non-discrimination protections and against discriminatory laws.
The work of equity and inclusion requires many voices, and the emergence of the business community as a major force for 2SLGBTQ+ rights has changed the conversation. Business leaders and the coalitions that convene them will have a game-changing role to play. Business competitiveness, the economic strength of their operating environments, and their commitment to inclusion and diversity demand that they stay the course.
And we wouldn't be SEF if we couldn't then point you to some small businesses! The wonderful folks at Flamingo Market have created an entire website database for Canadian 2SLGBTQ small businesses! You can check them out here:
Some extra reading:
Harvard Business Review: Why many businesses are becoming more vocal in support of LGBTQ rights
https://hbr.org/2019/03/why-many-businesses-are-becoming-more-vocal-in-support-of-lgbtq-rights
UCLA School of Law: The Business impact of LGBT-Supportive Workplace Policies
Forbes: Pride Pays: LGBT-Friendly businesses are more profitable, research shows
Women Entrepreneurship Knowledge Hub: Supports for 2SLGBTQ+ Entrepreneurs Across Canada
https://wekh.ca/supports-for-2slgbtq-entrepreneurs/
Canadian Gay and Lesbian Chamber of Commerce: Business Case for LGBT+ Inclusion (full report)
https://www.cglcc.ca/wp-content/uploads/2021/01/LGBT-Business-Case-for-Inclusion-2020-Web.pdf
Stonewall Org: List of LGBT+ Terms
https://www.stonewall.org.uk/list-lgbtq-terms
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Written by: Alex Richler
Communication associate and social awareness specialist