Panthera Dental co-founder Béatrice Robichaud says that embracing her true self helped her excel at work.Mathieu Belanger
Béatrice Robichaud, co-founder and vice president of marketing and customer experience at Québec City-based Panthera Dental, refers to herself as a “Jane of all trades.”
While her co-founder and brother Gabriel tackles the CEO role at their dental device company, she liaises with the company’s clients, assists with new product development and speaks at industry events around the world about technology and dental products.
As well, Ms. Robichaud talks publicly about what it’s like to be a leader who’s also a transgender woman – often through events held by Fondation Émergence, a Montreal-based non-profit that works to fight homophobia and transphobia.
When she transitioned six years ago, Ms. Robichaud says she found few role models. She wondered, “Am I the only one?” Slowly, she realized that there were more trans business leaders out there, but some were afraid of coming out publicly.
Ms. Robichaud says she decided to speak about her experience to show that it’s possible to be a successful trans woman leader, even in male-dominated industries. She shares the message that embracing her true self helped her excel at work.
“Feeling better in your body makes you a better person, so, by default, a better leader,” she says.
It’s an important message at a time when many trans and non-binary people still face discrimination and ignorance at work. If organizations are to truly champion diversity, equity and inclusion (DEI), it’s essential that they take steps to support trans leaders – and encourage the potential leaders of tomorrow.
As Ms. Robichaud says, “It matters. We need to see trans people [in leadership positions], to normalize the fact that we exist.”
Bias and stereotyping
In 2017, Bill C-16 was signed into law, amending the Canadian Human Rights Act to explicitly prohibit discrimination based on gender identity and gender expression. Yet many trans and non-binary people, particularly trans women, say they face obstacles getting hired and moving up in their organization.
According to the 2019 Trans PULSE Canada National Survey, 34 per cent of trans women said they had been dismissed, fired or not hired because of who they are. In the last five years, 67 per cent say they’ve dealt with verbal harassment and 40 per cent have experienced sexual harassment.
“We are seeing a lot of discrimination,” says Olivia Baker, program manager with Fondation Émergence. Because more people are transitioning, that may be leading to more challenges at work, she notes. As well, organizations may not have the knowledge to create the policies and workplace cultures necessary to support trans employees.
Olivia Baker, program manager with Fondation Émergence, says her organization is "seeing a lot of discrimination" against trans and non-binary people in Canada.Christinne Muschi
For example, trans and non-binary talent may come up against the biases of hiring committees. Ms. Baker says a Fondation Émergence survey found 30 per cent of Canadians said they would hesitate to hire a trans person. And of the 55 per cent who claim they would have no hesitation, Ms. Baker suspects their decisions might still be impacted by unconscious bias. “Would they actually hire a trans person?” she wonders.
Because of these biases, Ms. Baker says that someone who has changed their name may be reticent to put pre-transition employers as references, because they would have to explain their transition to their previous or new employers.
“It’s very complicated,” she says. “So, a lot of trans or non-binary people will just not give references,” putting them at a disadvantage when seeking a new position or promotion.
Creating an open-minded culture
In order to create an environment where trans people can thrive, organizations can start with robust education programs for employees and managers, says Stéphanie Ipavec-Levasseur, product director, prevention, absenteeism and disability with Desjardins Insurance.
“If you bring in education and you bring in an open-minded culture, you can change the workplace environment,” says Ms. Ipavec-Levasseur. “[That includes] raising awareness about [marginalized] groups’ realities in the workplace and offering support to managers so they know how to better communicate and apply inclusive behaviours. Ultimately, it will benefit all employees and foster a sense of belonging in the workplace.”
From an organizational point of view, diversity is a success factor in a company, being a key driver of growth and value creation. Creating a work environment where diversity is not only respected but encouraged is directly linked to the well-being of employees and, consequently, to their productivity.
“A lot of studies show that if you don’t have diversity and an inclusive culture in your organization, you are depriving yourself,” Ms. Ipavec-Levasseur says. “As diversity increases, productivity increases.”
Ms. Ipavec-Levasseur notes that the conversation around mental health and wellness in the workplace has evolved in recent years. In the past, employers focused on providing benefits after a mental health-related absence. Now, employers are seeking ways to support and assist employees before that absence occurs.
“Most people spend a third of their lives at work, so that environment has a big impact on your health,” Ms. Ipavec-Levasseur says. “Your physical health, your mental health, your financial health, your social health, your environmental health – those five facets of health will be greatly impacted by your work environment.”
Ms. Ipavec-Levasseur points out that if there’s stigmatization and a non-inclusive environment in a workplace, that can be a barrier preventing people from talking about the reality they are living in and any problems they may be struggling with. “They will not be able to talk about it and will be less likely to get the help that they need,” she says.
Workplaces can be designed to foster wellbeing and inclusiveness, says Ms. Ipavec-Levasseur.
There should be zero tolerance policies for deliberate misgendering, snide comments about “they” pronouns or other microaggressions. These hostile moments, along with outright discrimination, can make people more susceptible to presenteeism (when they’re at work, but not working efficiently), absenteeism or even make them leave a job. Feeling unwelcome can also trigger mental health problems, she adds, which is why it’s important to ensure employees feel safe reporting any abuse or unfair treatment.
Stéphanie Ipavec-Levasseur, product director, prevention, absenteeism and disability with Desjardins Insurance, says that workplaces can be designed to foster wellbeing and inclusiveness.Christinne Muschi
To effectively recruit and retain diverse talent, Ms. Ipavec-Levasseur says companies should be offering inclusive benefits, such as a gender-affirming benefits package that covers hormone therapy and vocal cord surgery. A generous mental health services package is beneficial to all employees, including the LGBTQ+ community, she adds. (Read more about how to support people who are transitioning in the workplace here.)
‘Inclusion is having a voice’
An inclusive workplace can help people feel comfortable living as their whole selves, Ms. Ipavec-Levasseur says, which is why inclusion initiatives can make a real difference in supporting trans peoples’ progression in the workplace.
Ms. Baker points out that while some companies are working to become more diverse by hiring members of the LGBTQ+ community, there’s more work to do after that.
“Diversity is having a seat, but inclusion is having a voice,” she says.
Trans employees should be invited to give their input on gender-related policies and procedures, and managers should be prepared to answer questions related to those policies. Companies should cultivate authentic relationships with LGBTQ+ organizations and collaborate on programming to educate and celebrate. When it comes to advancement, mentorship and sponsorship programs focused on trans and non-binary employees can ensure that high-performing talent is given support to succeed.
Ms. Robichaud says that she looks forward to a business climate where trans women and other members of the LGBTQ+ community are just “no-big-deal” employees of thriving companies and strong leadership teams.
“When I get asked about being a trans person, I say that I have two kids. I love movies. I love cars. I love Dungeons & Dragons,” she says. “I’m a normal person. I’m not that different from any other human being.”
Explore more on workplace inclusion
Looking for ideas and insights on fostering DEI in your organization? Visit our dedicated hub, Making a case for inclusion.
To learn more about group and business insurance offerings from Desjardins Insurance and how they can help support a healthy workforce and build inclusive workplaces, visit desjardinslifeinsurance.com.
Advertising feature produced by Globe Content Studio with Desjardins Insurance. The Globe’s editorial department was not involved. Desjardins Insurance refers to Desjardins Financial Security Life Assurance Company.
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