Working in Solidarity: Pride, Inclusion, and the Power of Showing Up

Calltime Mental Health
Jul 8
4 min read

Last month, June marked Canada’s official Pride Month. And here in Vancouver, we’re getting ready for one of the most vibrant and meaningful events of the summer: Vancouver Pride Week, August 1-3, culminating in the Pride Parade and Davie Village Festival.

But beyond rainbows and celebrations, this year marks something even bigger: 2025 is the 20th anniversary of marriage equality in Canada. That milestone reminds us that Pride is about progress, and the fight for inclusion and equity is far from over.

For those of us in the motion picture sector, Pride is a moment to reflect, not just on LGBTQ+ rights, but on inclusion in its broadest sense. Our industry thrives when people can show up fully as themselves. While we often talk about diversity and inclusion as corporate goals, it’s ultimately something we build person by person, on every production and in every department.

So this month, we’re sharing some ways we can all help foster safer, more inclusive environments, not just for 2SLGBTQIA+ peers, but for everyone who’s ever felt like they didn’t quite belong.

Inclusion Starts With Us: Everyday Actions That Matter

We don’t need to be HR managers, producers, shop stewards, or diversity consultants to help build inclusion. Every one of us, from PA to Producer, can make a difference in how people experience work.

Here are some simple but meaningful ways to show up:

Normalize Pronouns

Add your pronouns to your call sheet line, Zoom name, or email signature - not just if you’re trans or nonbinary, but to normalize it for everyone.

Why it matters: It signals that you’re aware of gender diversity and creates a space where others feel safe to share their pronouns too (or not - that’s okay!).

Respect All Identities

Avoid assuming someone’s gender, orientation, or family structure. Use inclusive language: partner instead of husband/wife, folks or team instead of guys.

Small shifts in language show respect and that goes a long way on set.

Interrupt Exclusion (Gently)

Did someone make a joke that wasn’t okay? Misgender someone? You don’t need to start a fight. A quick, calm redirect can do the trick:

“Hey, let’s keep it respectful.”
“They use they/them.”
“Let’s respect one another.”

Silence can feel like agreement. Speaking up doesn’t have to be aggressive, just clear.

Learn the Basics

You don’t have to know everything about gender and sexual diversity - but if someone shares an identity or term you don’t understand, take time to learn.

Great starting points:

Beyond Pride Month: What Leaders and Unions Can Do

Pride should be a launchpad, not a limit. As one recent article in Benefits Canada put it, the best organizations are moving beyond performative awareness months to create year-round support and equity.

If you’re a department head, supervisor, shop steward, or union leader, here are ways to turn awareness into impact:

Build Inclusion Into Onboarding

When you welcome new team members, include a brief note on pronouns, inclusive language, and respectful conduct. It sets the tone early and makes clear what kind of team culture you’re fostering.

Review Your Forms and Docs

Still using "M/F" on a form? Still assuming next of kin = spouse? Look at your documents, templates, or sign-up sheets with fresh eyes. Inclusive options signal care and remove barriers.

Create Safer Reporting Channels

One major reason LGBTQ+ workers (and others) don’t report harassment or exclusion is lack of trust in the system. Make sure people know who they can talk to and what the process is - and that they will be heard.

Include Queer Voices in Planning

Don’t plan Pride events or inclusion policies for people without including them. Ask LGBTQ+ workers what they need. Make space for feedback and lived experience.

Plan for Rainy Days, Too

Inclusion isn’t just about celebrations - it’s about support. Ensure your team knows how to access:

Mental health and substance use support
Resources for gender-affirming care
Family and caregiver benefits (for chosen families too)

The Bigger Picture: Inclusion Isn’t Just About Identity

When we talk about 2SLGBTQIA+ inclusion, we’re also talking about something deeper: making work safe and welcoming for anyone who feels like they have to "hide" who they are.

That could be someone struggling with their mental health. Someone dealing with trauma, grief, or addiction. Someone with ADHD or another invisible disability. Someone navigating menopause or medical transition. Someone feeling like an outsider because of age, race, religion, or background.

The more we practice inclusion in one area, the stronger we get at making room for everyone. It’s not about perfection - it’s about presence.

Why Pride Still Matters

This year marks 20 years since marriage equality became law in Canada. That deserves to be celebrated.

But we also know that:

Trans and nonbinary people still face higher rates of discrimination and violence.
Mental health challenges are more common in LGBTQ+ communities due to stigma and isolation.
Many still feel pressure to "mask" or hide who they are at work.
US politics and changing norms impact us in Canada - creating fear, and stoking division.

That’s why Pride still matters. It’s why allyship still matters. It’s why showing up - not just in parades, but in meetings, on call sheets, and at lunch tables - still matters.

See You at Pride!

The 2025 Vancouver Pride Festival runs August 1-3 with the Pride Parade and Davie Village Festival anchoring the weekend. It’s a moment of joy, visibility, and community. But it’s also a reminder:

We are all part of creating the kind of industry we want to work in. An industry where we don’t just tolerate difference - we celebrate it.

Let’s show up for each other. Let’s keep making space. Let’s keep making it safe to be fully seen.

Happy Pride.

Resources:

And check out our Podcast Episode on Diversity, Inclusion and the Emotional Toll of Exclusion featuring labour relations specialist Natasha Tony:

RESOURCES