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LGBTQ+ Livelihoods: Uneven Geographies of Work and Inclusion

Five people standing together celebrating pride

LGBTQ+ Livelihoods: Uneven Geographies of Work and Inclusion

The research team aimed to address the gap in understanding LGBTQ+ employment experiences in Canada, particularly in resource and manufacturing-based regions such as northern and southwestern Ontario, which had been overlooked in previous studies. It aimed to provide both quantitative and qualitative insights into the challenges faced by LGBTQ+ workers in these regions, specifically in the mid-sized cities of Sudbury and Windsor and their surrounding areas.

Additionally, the research investigated the role of unions in promoting inclusivity and mitigating adverse employment experiences for LGBTQ+ individuals. The ultimate goal was to identify strategies and develop tools that could be utilized by unions, worker centers, and LGBTQ+ community members to foster inclusion in both union and non-union workplaces.

Meet the Team

Suzanne Mills: Associate Professor, Labour Studies

Adriane Paavo: Education & Equality Department Leader United Steelworkers

Sarah McCue: National Representative- Communications LGBTQ

Natalie Oswin: Associate Professor, Department of Human Geography, University of Toronto Scarborough

Adrian Guta: Assistant Professor, School of Social Work, University of Windsor

Nathaniel Lewis: Epidemic Intelligence Service, Centre for Disease Control and Prevention, Utah Department of Health

Research

In 2018, 677 people, 408 from Sudbury and 269 from Windsor, completed an e-survey about their experiences at work and in the community. The age of survey participants ranged from 16 to 69, and young people were particularly well represented (54.9% of participants under the age of 30). 14.5% of the sample identified as racialized non-white, and 12.6% identified as Indigenous.

Pie chart graph of the regional Breakdown of LGBTQ2S+ workers in Windsor and Sudbury Ontario, in 2018 there were 408 LGBTQ2S+ workers in Sudbury and 269 LGBTQ2S+ workers in Windsor
Regional Breakdown
Pie chart graph of the gender identity of LGBTQ2S+ workers in Windsor and Sudbury, less than 50% of workers identifying as LGBTQ2S+
Gender Identity
Pie chart graph detailing the sexual orientation of workers in Windsor and Sudbury with 75% identifying as Gay, Lesbian or Bi/Pansexual
Sexual Orientation

 

 

 

 

 

 

 

 

 

 

 

Although nearly half of participants reported being ‘out’ in most areas of their social lives, participants who were racialized as non-white reported much lower rates of being out in the community, with only 24.1% out in all or most settings.

Bar graph comparing the percent of people who never or rarely felt comfortable in LGBTQ2S+ spaces in Winsdor and Sudbury, 16.2% in Windsor and 7.8% in Sudbury.
Percent of people who reported rarely or never feeling comfortable in LGBTQ2S+ spaces
Bar graph comparing where LGBTQ2S+ people are 'out', 24% 'out' in all settings, 21.7% 'out' in all settings, 22.6% 'out' in some settings, 17.1% 'out' in a couple of settings, 13.2% 'out' in no settings, 2.4% did not say
Where are you ‘out’ in the community? (total sample)

 

 

 

 

 

 

 

Additionally, while LGBTQ2S+ spaces are important areas for developing community, not everyone reported feeling comfortable in these environments. In addition to regional differences, Indigenous and racialized people reported feeling less comfortable than those who identified as white, and only 59.82% of all participants felt comfortable all or most of the time—highlighting the need for broader inclusivity.

Bar graph comparing rates of how often workers change their appearances at work. With nearly 50% of workers in the private sector and over 25% of workers in the public sector reporting a change in appearance.
How often do you change your appearance at work?

What is more, nearly half of workers in the private sector and over a quarter of workers in the public sector reported changing their appearance, dress, mannerisms, or behaviour at work to ‘fit in’. 38.6% of survey participants were members of a union. Indigenous people were less likely to be unionized than other respondents.

Bar graph comparing the rates of job-leaving due to negative workplace experiences for LGBTQ2S+ workers. The highest percentage being 26.8% for Trans people and the lowest being 7.7% for Ciswoman.
Rates of job-leaving due to negative workplace for LGBTQ2S+ workers

Workers also left jobs due to racist and unsupportive environments at work. Indeed, 22.22% of racialized respondents reported leaving work due to racism, and 26.83% of transgender respondents reported leaving a job because it was not a positive environment for LGBTQ2S+ employees.

Bar graph comparing rates of discrimination from co-workers with 38.3% being Indigenous people, 42.1% being White people and the highest at 70.3% being Racialized non-white people.
Rates of discrimination from co-workers

People reported high rates of discrimination from other employees, with racialized workers, as well as non-binary, and transgender people, reporting higher rates than white people and cis-gendered people, respectively.

Bar graph comparing rates of feeling protected by the workers union from gender identity discrimination. 59.8% of people feeling always/mostly protected, 29.9% of people sometimes feeling protected and 10.3% of people rarely/never feeling protected.
Do you feel that your union protects you from discrimination based on sexuality of gender identity?

Of union members with an opinion, 59.79% said that the union mostly or completely protected them from discrimination, although only 47% said they would go to their union if they were experiencing discrimination at work.

Bar chart comparing the percent of workers who are out to their workers union. 26.5% of workers being out in the public sector and 30.5% of workers being out in the private sector.
Percent of participants who are out to their union

Only 28.28% of union members were out to people in their union—such as stewards or staff—a number that was higher for private sector workers.

Bar graph comparing who LGBTQ2S+ workers are 'out' to at work. The highest at, 53% of workers being out to most or all of their co-workers and the lowest at, 13% of workers only being out to people in their union.
Who are you ‘out’ to at work?

Rates of being ‘out’ at work were similar for both regions. Most workers were not out to their boss or supervisor.

Almost three-quarters of participants indicated that they had experienced a mental health issue related to work during the past years.

Bar graph comparing what mental health issues workers have had in the past year. The highest being 51.2% of workers reporting rates of anxiety and the lowest being 4.3% of workers tied between attempted suicides and preferring not to say.
What mental health issue(s) do/did you have over the past year?
Bar graph comparing how union and non-union workers would rate their mental health. Union workers had the best rates of mental health with 60.2% reporting good mental health compared to non-union workers, where 45.1% reported good mental health.
How would you rate your mental health? Union and non-union workers
Bar graph comparing the prevalence of work-related mental health issues in the past year amongst workers. The highest being 31.5% of workers experiencing mental health issues sometimes.
How often did you have a mental health issue related to your work or workplace over the past year?

 

 

 

 

 

 

 

The most commonly reported mental health issues related to work were anxiety, depression, and panic attacks. More than half of the participants said they had experienced anxiety related to work in the past year.

Almost half of participants used some type of substance specifically to cope with work. Alcohol, cannabis and tobacco were unsurprisingly the most commonly used substances, but more than 5% of participants were using benzodiazepines—a form of tranquilizer that becomes dangerous when mixed with alcohol or other substances.

Bar graph comparing substances that are more likely to be used by workers in unsupportive workplaces. Cannabis being the most prevalent substance across all kinds of work environments.
Substances that were significantly more likely to be used by those in unsupportive workplaces.
Bar graph comparing the percent of workers reporting the use various substances to cope with work. The graph shows alcohol as the most used substances, followed by Cannabis and then Tobacco.
Percent reporting using the following substances to cope with work

 

 

 

 

 

 

       People were more likely to use substances if their workplace did not support their gender identity or sexuality.

Work, Inclusion & 2SLGBTQ+ People

Work & Inclusion: 2SLGBTQ+ Labour Realities In Ontario Read The Report Here

This report shares findings from a two-year study on the experiences of 2SLGBTQ+ workers in Sudbury and Windsor.

Developed in collaboration with labour and community partners, it highlights barriers to inclusion, regional disparities, and the need for equity-driven labour policy. A vital resource for understanding how identity and geography shape working lives in Ontario.

Travail Et Inclusion: Réalités Des Personnes 2SLGBTQ+ Au Travail En Ontario Lisez Le Rapport Ici

Ce rapport présente les résultats d’une étude de deux ans sur les expériences des travailleurs 2SLGBTQ+ à Sudbury et Windsor.

Réalisé en partenariat avec des syndicats et des organismes communautaires, il met en lumière les obstacles à l’inclusion, les disparités régionales et l’urgence d’adopter des politiques du travail équitables. Une ressource essentielle pour comprendre l’impact de l’identité et de la géographie sur le monde du travail en Ontario.