Standing Proud with… Quinn Anderson

When it comes to advocating for support of the 2SLGBTQ+ community, pushing back against DEI cuts, and just generally fighting the good fight, Quinn Anderson is a great example of what you hope to see in a modern business leader. A board member of PrideAM, and a the marketing and communications manager at Digital Nova Scotia, this Newfoundland native is constantly outspoken, pushing for policy and actionable behaviours that not only benefit her employees of diverse backgrounds, but the larger community as a whole.

In many ways, all of this is aided by Quinn’s extensive background in this area of focus. Not only does she hold an MA in history focused on queer theory and modern sexuality, but she boasts ample experience in not-for-profit marketing and communications, community engagement, and DEI policy writing and consulting. Combined with her own personal experiences, and a natural sense of leadership, this has amalgamated to lend her a uniquely informed perspective on what steps need to be taken in support of the 2SLGBTQ+ community – both in Canada, and beyond – which is why LBB’s Jordan Won Neufeldt sat down with her for a chat.

LBB> From the top, please introduce yourself! Who are you, and what do you do?

Quinn> I'm Quinn Anderson (she/they). I’m originally from Newfoundland, but I live in Dartmouth, Nova Scotia right now, where I’m currently the marketing and communications manager at a not-for-profit called Digital Nova Scotia, which serves as the industry association for the province’s tech sector. My previous roles have been in PR communications, event planning, and I have a master's degree in history from McMaster University with a focus on queer theory and modern sexuality.

LBB> What has your professional journey been like? How did you get to where you are today and, speaking candidly, have you faced any discrimination along the way?

Quinn> My professional journey has been interesting. Back at McMaster, I was a research assistant at its Centre for Human Rights, where I worked with an organisation called Participedia. I served as its lead editor and created its first editorial guidelines. When we needed marketing and communications, I helped start its first newsletter, got social media going, worked on communication strategies and plans, and then helped plan its first global hybrid conference. That's how I got into this space.

After that, I started working at the Halifax Chamber of Commerce as its public relations coordinator, where I spent two years before transitioning to my current role. I’ve also done work on the side with Simply Good Form, which is a trans and non-binary consultancy firm. We've worked with some of the government organisations here to help with policy drafting, doing training workshops, tailoring things to their teams, etc.

Regarding discrimination, I think I am very privileged because I am White and appear cis – even though I identify as gender queer – which means I don't experience a lot of the unconscious biases people in the queer community often encounter. However, I do date a femme who is visibly queer, and while I feel happy and safe in doing that, I do experience some pushback from time to time (although never in a threatening way). The big thing is microaggressions, people asking questions like, 'Who's the man in the relationship?'. But in terms of work, I’ve been really lucky, because a lot of the organisations I've worked at have had really good policies and actionable items that have given us a lot of room to discuss things.

LBB> Speaking of work, something you didn’t mention is that you’re a board member at PrideAM! How did you get involved, and what can you share with readers about what you are hoping to accomplish?

Quinn> PrideAM is a non-profit organisation. We promote, uplift and support queer-identifying individuals who work in the advertising, marketing space and creative space.

One of the reasons we exist is because, while there are a lot of national organisations that support queer folks and 2SLGBTQ+-owned businesses in general, when we started, there wasn't anything just focused on the community of people who work in these spaces. So, one of the things we're trying to do is provide that space and be a place where people can find resources and mentorship with regards to their career journeys, etc.

On a personal level, I have been involved with PrideAM for just over a year. I did a mini interview series with a bunch of 2SLGBTQ+ business owners in Halifax, and that's how I met Sam Archibald (creative director at Shortstop and fellow board member). We were chatting about the community and the space, he mentioned he was looking for people to help out with this organisation, and it’s been a cool experience since.

LBB> Jumping back to your full-time job, as a business leader, how do you create space for your employees – especially those of marginalised demographics – to feel supported? Are there general guidelines you follow?

Quinn> My overarching aim is to make sure everyone feels that I am approachable and safe, and if they can't come to me, that they have resources at their disposal.

In terms of approach, one of the big things I try to do is ask questions. It’s not necessarily done with the expectation that people answer, but it opens up the possibility of discussions when needed. It might be something small like a person's preferred pronouns, or what name they like to go by, but I believe any leader needs to demonstrate that level of basic respect for their employees.

I also think it’s important to be aware that people – especially those from different cultural backgrounds – have different needs and capacities, and to be as accommodating as possible. Anecdotally, I recently had a staff member who was fasting for a month, so I told them, "If you don't want to take lunch break because you're not really doing anything, please end your day early instead." Small things like that go a long way, because it's just basic respect for another human being.

I'm also a big advocate for making sure people use their benefits. I always want my staff to know how to find them, use them, and feel comfortable doing so… although at Digital Nova Scotia, we’re cognisant that benefit plans are expensive, which is why we also have a wellness spending account. All full-time employees have access, and they can use it on the things that matter to them. I believe programmes like this are valuable, especially for companies with queer employees. Look at gender affirming care; a lot of people don’t realise it can be as simple as buying makeup (which is expensive), so having resources like this enables people to explore, live beyond what’s purely necessary, and not stress about the cost of doing so.

LBB> What about business policy? Broadly speaking, in a time of DEI rollbacks, what do you think companies need to prioritise in order to truly support their employees?

Quinn> Policy is vital. But more than that, clear policy outlines that are easy for people to find and understand are crucial. In positions like mine, we need to lay it out, even from the onboarding phase. It’s so important that we show employees their rights, explain how we’ll follow up if an issue arises, etc. Not only does it cover all the bases, but it makes people feel safe, comfortable and seen.

Then, there's actionable insights. While it's great to have policies, having something that holds you accountable will work wonders in any business. Of course, different organisations are going to have different metrics based on their size and resources, but having something that says, "we're going to follow the 50 - 30 Challenge" – a Government of Canada initiative that recommends organisations have 50% gender parity and 30% representation of diverse communities on boards and in senior level positions – for example, can make for great goal setting. It's doable, it's trackable over the years, and ultimately, it's just a percentage. It doesn't force a company to reserve a certain number of positions – which can sometimes be problematic – all while allowing a given business to meaningfully include diverse voices.

LBB> Building on this, what are your thoughts on the DEI rollbacks as a whole? Do you think businesses – both in Canada and beyond – need to take a stronger stand against this?

Quinn> The saddest thing for me is seeing organisations that had strong messaging, were spending ad dollars on Pride campaigns, and putting money into their employees' wellbeing, stop overnight. As a business, you exist because of the people who are there, so if you actively roll back on those things, it sends a message not just to your customer base, but the people who work for you. Yes, you do need to have some kind of business case in order to continue spending money, but when you start doing these sorts of things, everyone is affected due to intersectionality. Think of the discourse about trans women. When we talk about what a trans woman is, we inadvertently start defining what a woman is, which ends up impacting all women. Similarly, with companies, if you start rolling back these initiatives, it sends a message to everyone in the sector that you don't value diverse inputs or voices.

With that said, in Canada specifically, one of the strengths is its people. I think every business will tell you, 'It's not what you do, it's who you work with'. I'm not saying everyone needs to have a Pride committee, but being aware of your employees, and the community at large – which is made up of queer folks, Black folks, newcomers and Indigenous people – is important. If you aren't part of the community, how are you building your organisation in any kind of meaningful way for the future?

LBB> With that in mind, what advice would you give to 2SLGBTQ+ employees who might be working in environments where they’re no longer supported meaningfully? Is there a best course of action?

Quinn> This one is hard. It’s important to advocate for ourselves, but we can't always be champions for a greater cause at every point in our lives… and that's OK. Take a step back, and make sure you're putting yourself first. If you realise you need career security, then pick that. Of course, if people are actively discriminating against you, leave. No job is worth being bullied, threatened or feeling unsafe.

On the other hand, if you feel like your company's making decisions that you don't agree with, or that the company's mandate and values no longer reflect yours, that's where it gets really tricky, especially for junior level employees. In a case like this, one of the first things you have to consider is the fact that sometimes, businesses aren’t thinking about diverse needs, simply because they don't have that background. Often, people aren't actively trying to be mean or discriminatory – they just genuinely don't have the point of view and experience to draw from to recognise those issues. So, don't be afraid to speak up. I genuinely believe most people are good, and even if they don't take what you say with a tonne of seriousness, you're probably not going to get in trouble for bringing it up. Then, you got the chance to speak your mind, and that's great.

Of course, for the same reason, it’s especially important for senior level employees to speak up. If that’s you, take the time to reflect on what your values are and who you want to be working for. Not only does it cost a lot of money to replace a high-ranking staff member, which gives you leverage in the discussion, but if it goes poorly, it probably won’t be as difficult for you to leave the job and get another one. Tell people what you don’t agree with, why you think certain policies are bad, and if it comes to it, why you’re leaving. Tell the business that you think its actions are going to lose employees, and that it's hurting your team and subsequently, the consumers. Be persistent, because that way, eventually, someone will have to address it. Then, one way or another, you'll get your answer – they're either going to do something about it, or maybe that space is no longer the right place for you.

LBB> Looking to the year ahead, what steps do you think Canada and its businesses need to take in support of 2SLGBTQ+ communities? What are you hoping to see, and do you think it’s feasible?

Quinn> This is a moment where we as a country have to demonstrate what we stand for. Canada may have its problems – people here still experience discrimination, racism and many other negative things – but at the end of the day, it’s still known as a place of acceptance and support, especially for the queer community… so long as we choose to actively maintain it.

A positive step in this direction, of course, was the recent Canadian election. It’s clear many folks don't want to be associated with somebody that’s pushing for legislation similar to that of the US. In fact, a lot of people shifted their votes because they felt it was important to not let those kinds of ideas leach into a high level of government here.

To me, that really showcases what the next few years could look like. I don't expect Mark Carney to be the pinnacle of queer allyship, but I do think that there are people in that party who put a lot of effort into that. He doesn't need to be everything for everyone – we just need to make sure he is putting in effort, and adequately enabling the departments that are pushing for that kind of support.

Ultimately, we are a diverse mosaic in Canada, and it's really valuable for businesses and organisations to reflect on what that means right now. Remember, industry-wise, Canada is not that big, and everyone knows everyone. So, if you're shitty, people will know that, remember it, and may not want to work with you because of it.

LBB> Finally, is there anything you’d like to say to fellow 2SGLBTQ+ people in marketing and advertising?

Quinn> Don’t forget that Pride is about community, and community organisation is vital. If you have the capacity to volunteer or organise something, please do that. Also, for obvious reasons, support fellow queer and trans-owned businesses, artists and professionals right now!

I also want to remind you that there are so many of us. Queer folks tend to travel and drift into the creative industry, so if you're looking for support, it's out there in so many capacities. Networking support, business support, funding initiatives, community support, you name it.

The final thing is, take a break from social media. While it can provide access and connection to folks who live all over the world – many of whom experience similar things to us – falling back on the folks who really love you and your community, more than ever before, is so important. We need to be reminded that life isn't just about work, or what's happening in the US, or politics. Life is about you, your happiness, and building a community that makes you feel safe and loved for who you are. I hope everyone finds that.