Naoufel Testaouni
CEO, QueerTech
In Canada’s evolving STEM landscape, 2SLGBTQIA+ individuals face unique barriers as they navigate their careers. Although technology offers marginalized communities opportunities for connection and visibility, queer workers within STEM fields continue to encounter systemic barriers and underrepresentation, underscoring the need for dedicated support.
Despite their proven ability, 2SLGBTQIA+ professionals face inequities that impede their career progress. Research highlights the outsized impact of diverse employees, with higher rates of innovation, profitability, and problem solving compared to homogenous workforces. Queer entrepreneurs also excel, outperforming non-queer counterparts by securing 114 per cent more patents, creating 36 per cent more jobs, and achieving 44 per cent more exits. Nonetheless, queer professionals remain underrepresented and largely unsupported.
Leadership representation further highlights these disparities. A 2023 report by The Prosperity Project revealed that the pipeline for women in senior management roles dropped by 12 percentage points in just one year. Only 42.9 per cent of non-queer women are positioned for leadership, compared to a mere 1 per cent of queer women. The problem is not a lack of talent, but a system that tolerates intolerance and fails to ensure equitable opportunities.
Statistics from QueerTech’s most recent research report shed light on the complexity of the challenges queer tech professionals face in the workplace. More than 35 per cent of respondents have experienced blatant discrimination in job interviews. Over 56 per cent have faced workplace harassment due to their gender identity, and 35 per cent due to their sexual orientation. Only 24 per cent of queer employees feel that existing DEI initiatives in their workplaces are effective. Less than 40 per cent of all respondents—queer and non-queer—believe that 2SLGBTQIA+ employees are consistently treated with respect.
Creating safe spaces for 2SLGBTQIA+ workers is crucial for fostering belonging and career success in STEM fields. These safe spaces go beyond physical safety, encompassing psychological and emotional well-being, which is often compromised by microaggressions, tokenism, and pressures to conform. True safe spaces allow queer professionals to connect, support each other, and innovate authentically.
In the workplace, multilateral mentorship programs and well-resourced employee resource groups (ERGs) are vital, as they provide critical support and connect queer employees with leadership. Authentic leadership buy-in, alongside continuous investment in the well-being of the 2SLGBTQIA+ workforce, can create lasting positive change.
Effective DEI strategies should also engage external community groups and queer role models as foundational components. Practical steps might include allocating budgets for staff to attend queer professional events, partnering with 2SLGBTQIA+ affiliates, and hiring queer individuals as suppliers or contractors.
Addressing these barriers requires collaboration among companies, leadership, recruiters, academia, investors, community organizations, government, and queer STEM employees. Just as the lived experiences of queer STEM workers are nuanced and evolving, so too must be our solutions.
The upcoming QT Qonference (QTQ) offers a chance for all stakeholders to engage with the tools, resources, and support needed to drive these advancements. Whether you’re a queer professional or an ally, QTQ is a key space for shaping a more inclusive STEM future.
Learn more at queertech.org.
