Want to make 2SLGBTQI+ employees feel safe and valued at work? See them, don’t just tolerate them
Genuine inclusion means creating environments where everyone feels respected, their identities are acknowledged, and they can navigate daily interactions without fear or discomfort. For many 2SLGBTQI+ employees, feeling safe and valued at work is about being seen, not simply tolerated. Yet roughly 42 percent of 2SLGBTQI+ employees say they experience non-inclusive behaviours at work, often related to their sexual orientation or gender identity.
These challenges are particularly acute for gender-diverse individuals. A study by Egale Canada, Canada’s leading organization for 2SLGBTQI+ people and issues, found that 72 percent of Two Spirit, transgender, and non-binary individuals reported experiencing workplace discrimination in Canada.
Organizations can move beyond symbolic gestures by taking meaningful steps toward genuine inclusion. By focusing on the details—policies, benefits, support systems, and culture—they can create environments where belonging is not just a goal but a reality.
From symbols to systems: making inclusion real
While symbolic gestures like Pride flags have value, they lack the impact necessary to create lasting change. Jade Pichette (they/them), LifeSpeak Inc. expert and Director of Programs at Pride at Work Canada, explains: "Building policies and practices that are inclusive of sexual orientation, gender identity, and gender expression, is a big job. It requires overall organizational change, including efforts to identify boilerplate policies that traditionally don’t consider the experiences of diverse sexual orientation, gender identity, and expression."
For instance, harassment policies are often vague. They don’t reflect the experiences of employees who are misgendered, asked invasive personal questions, or policed for using washrooms that align with their identity. An inclusive policy explicitly names sexual orientation, gender identity, and expression. It includes clear, relevant examples of discrimination and outlines accessible, effective reporting pathways.
Leave policies also deserve a closer look. Consider terms that encompass all experiences, such as parental leave, rather than traditional maternity and paternity leave. Also, include support for adoption, surrogacy, and nontraditional family structures. Similarly, reframe bereavement leave as compassionate leave, recognizing that for many 2SLGBTQI+ employees, chosen family plays a central role.
A trans inclusion policy is another way to provide clear guidance for people managers, covering everything from pronoun usage to dress codes to email signature practices.
Understanding intersectional challenges
No one brings just one part of their identity to work. Intersectionality means recognizing how multiple identities—race, gender, sexuality, disability, caregiving status—overlap, and how those intersections can amplify barriers and bias. For example, a Black transgender employee may navigate both racism and transphobia. Supporting 2SLGBTQI+ employees means building systems that reflect complexity and honour it.
Providing inclusive employee resources
The unique challenges faced by 2SLGBTQI+ employees in general also include heightened stress and health disparities. According to recent studies, 3 in 10 2SLGBTQI+ employees report feeling “extremely” or “highly” stressed daily, significantly more than their non-2SLGBTQI+ counterparts, and 1 in 10 report being in “not good” or “poor” health, compared to 1 in 16 non-2SLGBTQI+ employees.
Not everyone feels comfortable discussing mental health or identity at work. Some employees may need privacy, and others, flexibility. But all deserve support they can trust—especially 2SLGBTQI+ employees, who often face unique challenges related to their identity. That’s why it’s crucial to choose support resources that are inclusive, affirming, and accessible, such as:
- Mental health resources led by 2SLGBTQI+ practitioners
- Substance use support that’s confidential and stigma-free
- Adaptive fitness content for people of all abilities
- Parenting and caregiving guidance for every kind of family
- Resources on work stress, DEI, and professional development
Inclusion is more than a gesture—it’s a commitment
Taking consistent, concrete actions—beyond performative gestures—sends a powerful message that inclusion truly matters. Michael Bach, an inclusion expert, drove home the point in a LifeSpeak Inc. podcast:
"We’re the invisible minority. So being visible about 2SLGBTQI+ support says, ‘This is a space where I can be myself.’"
Building real inclusion is a continuous journey that requires dedication, empathy, and concrete actions that go beyond symbolic support. By fostering policies and resources that authentically address the diverse experiences of 2SLGBTQI+ employees, organizations can create a workplace where everyone truly belongs.
