2SLGBTQIA+ Inclusivity in the Workplace

Diversity & Inclusion (D&I) practices are essential for attracting and retaining top talent, driving innovation, and enhancing organizational growth. Organizations that act with intention, sincerity, and a commitment to continuous improvement demonstrate integrity and build a workplace where all employees feel valued and supported. Regularly assessing and adapting D&I initiatives ensures that no one group is left behind and helps address the evolving needs of different communities.

Why is it important to regularly review Diversity & Inclusion initiatives, like 2SLGBTQIA+ inclusivity?

Diversity & Inclusion should never be seen as a one-time initiative. For D&I efforts to be effective, they need to be continuously reviewed and updated to stay relevant and impactful. Employees need to see that the policies in place are not only written down but are actively lived and practiced across the organization.

To create a supportive environment, clear and strong policies should:

• Build community

• Develop trust

• Reassure employees that their contributions are valued

9 Actions to Strengthen 2SLGBTQIA+ Inclusivity in Your Organization

1. Adopt and Promote Gender-Neutral Language

• Gender-neutral language should be part of your organization's training strategy. Ensure manuals, instructions, and customer-facing documents are regularly reviewed and updated.

• Start by focusing on HR, Internal Communications, and recruiters. Once these teams understand the importance of inclusive language, expand to other departments, including customer-facing roles.

• Move towards a model that allows employees to freely express their identities, rather than restricting them to predefined categories.

2. Ensure Ongoing D&I Training for Everyone

• Regular training opportunities for all employees should focus on reducing unconscious bias and promoting inclusivity. Everyone in the organization should understand and commit to these values.

3. Encourage Open and Honest Feedback

• Collecting feedback shouldn’t be limited to annual surveys or suggestion boxes. Foster an open environment where employees feel comfortable sharing their experiences and concerns about inclusivity, and actively address any issues that arise.

4. Inclusive Recruitment Practices

• Refresh your organization's web and social media presence to consistently reflect your commitment to inclusivity.

• Post job openings on 2SLGBTQIA+-friendly job boards and sites, and clearly outline your inclusivity policies during the interview and onboarding processes.

• Promote anti-harassment rules specific to 2SLGBTQIA+ employees, and ensure that policies outlining consequences for non-compliance are made clear.

• Consider supporting Pride events to demonstrate visible support for the 2SLGBTQ+ community.

5. Create Mentoring Programs with a Focus on Inclusivity

• Designate senior leaders to be accountable for 2SLGBTQIA+ diversity. Their role should involve championing inclusivity and ensuring organizational support for these initiatives.

• Recognize people’s potential by sponsoring and promoting formal and informal programs that connect mentors and protégés.

6. Examine and Update Benefits Programs

• Review your benefits program for inclusive language, especially with partner benefits, leaves, and medical coverage.

• Ensure your insurance provider includes mental health coverage from counsellors or therapists with 2SLGBTQIA+ expertise or lived experience, and offers gender-affirming support—both of which have proven positive impacts.

• Regularly review exclusions in contracts that may inadvertently discriminate against 2SLGBTQIA+ employees.

7. Provide Ongoing Training for Managers

• Provide continuous training for managers and leaders to help them model supportive behaviours and manage inclusivity issues effectively.

• Equip managers with clear guidelines on confidentiality, handling harassment, and supporting employees in a way that promotes trust and respect.

8. Promote Visibility and Build 2SLGBTQIA+ Champions

• Actively support employees who want to get involved in promoting 2SLGBTQIA+ inclusivity.

• Review company dress codes to eliminate double standards and ensure they are inclusive of all gender identities.

9. Measure Success and Track Progress

• Regularly analyze your organization’s data and demographics to assess 2SLGBTQIA+ representation. If this data isn't being collected, update your employee surveys to gather this information.

• Use this data to build strategies focused on:

  • Representation at all levels and roles

  • Promotion and recognition practices

  • Retention of diverse talent

  • Overall organizational effectiveness in implementing D&I training

Sustaining Inclusion Through Continuous Commitment

Creating a truly inclusive workplace requires ongoing effort and commitment. By reviewing and adjusting your strategies regularly, you ensure that your organization remains a welcoming environment for everyone. Demonstrating strong 2SLGBTQIA+ inclusivity doesn’t just make your workplace better—it helps foster innovation, trust, and growth, positioning your organization as a leader in diversity.

References

1. Bush, M. (2023). “Why is Diversity & Inclusion in the Workplace Important?” Great Place to Work Institute. Accessed 26 March 2025.