Guide sets out policies and processes to support employees transitioning or affirming their gender identity
Rory Smith, marketing manager for EllisDon’s digital and data services division, knows firsthand the challenges faced by LGBTQ2S+ workers in the construction industry. Smith also serves as co-chair of PEACE (Proud Employees for Allyship, Community, and Education), EllisDon’s employee resource group dedicated to supporting LGBTQ2S+ colleagues and fostering a more inclusive environment.
Smith recalls his early experiences in construction as a time marked by passive and overt hostility towards LGBTQ2S+ workers. “I started on projects when I was much younger in my career,” he says. “I was in the closet at the time, so it’s not as if anybody even knew. But you’d see pretty atrocious graffiti on the walls, and it doesn’t make you feel secure.”
PEACE, Smith says, aims to “throw Ellis’ weight around as much as we can in an effort to combat any hostility for members of the community within the industry.” Rather than focusing solely on recruiting LGBTQ2S+ workers into construction, Smith says the group prioritizes creating safer, more inclusive workplaces. “We’d much rather try and make it a better work environment for everybody than simply trying to bring more people in,” he explains.
This commitment to proactive change recently led to the development of EllisDon’s Workplace Gender Affirmation and Transition Guide. Launched in 2025, the guide sets out clear policies and processes to support employees who are transitioning or affirming their gender identity.
“It’s about minimizing the barriers that would exist for that person’s work life,” Smith explains. “A lot of what that comes down to is how can we set up a framework internally so that if an EllisDon employee is going through a gender transition, they know who they can go to, they know those conversations are not going to be dispersed and spread out.”
Smith emphasizes that the guide focuses on handling these conversations with class and confidentiality. “Going to HR and talking to them doesn’t mean that person’s manager is about to get a call,” he says. “It’s about setting expectations from both sides and making sure there’s not going to be negative impacts to that person’s professional life.”
The guide has already found practical applications outside of EllisDon. Smith says it has been shared with one of EllisDon’s subcontractors, who used it as a reference to support one of their own employees. “There’s been eyes looking at this guide with a good sense of utility,” he says. “It’s still pretty new, but it’s gotten some use, which is a good sign.”
Smith acknowledges that the guide is tailored to EllisDon’s internal processes, but he believes similar resources are within reach for other companies. “It wouldn’t be too difficult for other companies to put one together,” he says. “I just don’t know if it’s something that EllisDon wants to share as is, since it’s built on our own practices. But the concept, the idea, is something every company should consider.”
For Smith, this initiative is not just about HR processes — it’s about treating mental health and workplace inclusion as essential safety issues. “It really is something best treated as a safety issue, a mental health safety issue,” he says. “It’s stressful for everybody in these industries. If you can be an ally, it’s a massive weight off your teammates’ shoulders.”
As Pride Month begins, Smith and PEACE remain committed to driving change. “I’ve reached out to other members of the industry who are doing their own efforts,” he says. “We’re all going to start getting together and talking about what we can do to make this better for everybody.”
