Every June in Canada, many organizations proudly change their logos to rainbows and share messages of support for the 2SLGBTQIA+ community. While visibility during Pride Month is important, that’s not all it takes when it comes to creating sustainable change. Organizations need to consider how they can create a workplace culture where people from the 2SLGBTQIA+ community feel safe, respected, and valued – Every day of the year. 

Do you want to support your 2SLGBTQIA+ employees in a more sustainable way, but don’t know where to start? Here are 4 practical, lasting strategies your organization can implement to support 2SLGBTQIA+ employees in meaningful ways year-round. 

1. Get the Policies Right

When it comes to creating an inclusive culture, your policies are your foundation. They dictate what acceptable behaviour (and unacceptable behaviour) is for all employees, starting day one of their employment. Consider creating, if you haven’t already… 

• A harassment and violence prevention policy: This policy should define and prohibit all forms of harassment, including homophobia and transphobia. It gets people on the same page around what harassment really looks like, and how to recognize it. And a bonus – Having this policy will be a legal requirement for all NS employers come September 2025! 

• An equity, diversity, inclusion, and accessibility policy: This policy should outline your commitment to a workplace where everyone is treated equitably and respectfully. It clearly defines what equity, diversity, inclusion, and accessibility really means, and what that looks like in practice. 

2. Provide the Education

Some employees may not know how to support 2SLGBTQIA+ inclusion or understand the differences between gender identities and sexual orientations. Consider offering regular training to build awareness, reduce bias, and empower everyone to be active allies. Some common topics include: 

• 2SLGBTQIA+ terminology and identities 

• Inclusive communication and allyship 

• Addressing unconscious bias and microaggressions 
• What to do if you experience or witness bias or discrimination 

3. Be Gender Neutral (and Gender Aware)

The language that you use at work matters. Make sure to use gender neutral language in things such as policies and job postings. Consider changing his/her language to they/them, or renaming jobs titles to be more gender neutral (Ex. Changing “Foreman” to “Site Supervisor” or “Foreperson”). This can help to set the tone when it comes to inclusion for 2SLGBTQIA+ employees and can even increase the attraction of more diverse candidates. 

Organizations can also encourage the use of pronouns in email signatures, name tags, and introductions to normalize and respect gender diversity. 

4. Get Feedback

Not sure what current barriers exist on your organization’s path to creating a sustainable, inclusive workplace culture? It’s simple – Talk to employees. Whether it be through a survey, focus groups, interviews, or even an informal conversation during your next team meeting, talk to employees and gather their thoughts on a) How inclusive do they find your workplace culture, and b) How would they like to see things improved. We recommend that all organizations survey their employees on equity, diversity, inclusion, and accessibility initiatives yearly. 

No matter which strategies you implement in your organization, what matters most is taking Pride past the month of June. Inclusion means showing up every day with policies, language, and actions that support 2SLGBTQIA+ employees year-round. Start small, stay consistent, and commit to change. 

 

Addy Smith, is a Human Resources Partner with uptreeHR Inc, a trusted human resources partner for small to medium-sized businesses. Addy and the team are based in Halifax, Nova Scotia.                                                                                         

To book a complimentary 30-minute consult with the uptreeHR team, click here.