Organizations continue to navigate talent shortages, competitive hiring markets, and high employee expectations.1 2 Amid these pressures, one factor carries a significant but often hidden cost: exclusion. Research shows that environments lacking inclusion and equity may contribute to higher turnover, lower morale, and reduced innovation.3 4 2SLGBTQI+ professionals face systemic barriers to advancement, limited access to mentorship, and exclusion from leadership pipelines.5 These challenges can directly affect organizational performance and highlight the importance of fostering inclusive workplaces and equitable talent development.
To help strengthen inclusion across communities and organizations, Women and Gender Equality Canada launched the Unity campaign, a free, practical resource that supports HR leaders, business owners, and community spaces in creating environments where every person feels respected, safe, and able to perform at their best.
Supporting individuals who want to be stronger allies but may lack the confidence and language to speak up, Unity promotes equality and challenges the stigma experienced by 2SLGBTQI+ people. At its core, the campaign helps build a foundation of dignity, respect, and inclusion so everyone can thrive—whether in workplaces, community spaces, or everyday interactions.
Why 2SLGBTQI+ inclusion is an SME business priority
- Talent retention and recruitment
Today’s workforce, especially Gen Z and Millennials, increasingly expects employers to align with their personal values and ethics—in fact, according to a 2025 Deloitte study, roughly 40% of respondents have rejected a potential employer based on their personal beliefs, while nearly half cite toxic workplace cultures and unfair decision-making as major contributors to their stress. 6
For organizations competing for top talent, demonstrating genuine inclusion and equity can be a decisive factor in attracting and retaining employees.
Turnover can be especially costly across the board. In smaller organizations, where roles carry significant operational weight, the impact can be more pronounced, as losing an employee can jeopardize customer relationships, increase workload for remaining staff, and strain productivity. By embracing initiatives like Unity, organizations can show current and prospective employees that they value belonging and psychological safety. This can strengthen employer branding, boost morale, and support long-term retention. - Innovation and performance
Diverse teams demonstrate stronger creativity and problem-solving abilities, but inclusion is what unlocks those benefits. 68% of HR professionals identify increased innovation and creativity as a key benefit of an inclusive environment, while 50% cite better decision-making.7 When employees feel affirmed and safe, they no longer expend energy self-monitoring or navigating discrimination. Instead, they’re able to contribute fully to team objectives.
Creating conditions where 2SLGBTQI+ employees feel supported can help improve collaboration, morale, and overall innovation. Regardless of a company’s size or sector, inclusive practices can directly contribute to stronger business performance. - Market reach and corporate citizenship
Customers and partners increasingly prioritize working with businesses that reflect inclusive values, as 60% of organizations see improved reputation as a direct benefit of inclusion, while over half find it helps them better understand their clients.8
Demonstrating alignment with these values can deepen customer loyalty, strengthen long-term market resilience, and showcase leadership within their communities. Inclusion doesn’t just shape internal culture—it influences brand reputation and business opportunity.
HR and leadership’s toolkit
The Unity campaign offers businesses more than just awareness—it provides tangible, actionable tools that can be implemented immediately, with little onboarding, and at no cost. The campaign is intentionally designed to meet organizations where they are, offering simple, clear steps that can be scaled over time.
Step 1: Reflect and educate
Every journey begins with awareness. Unity’s fact sheets, real-life stories, and practical guidance can be used in staff meetings, onboarding sessions, or lunch-and-learns to build shared understanding. These tools help organizations meaningfully integrate inclusion into day-to-day culture, not just annual training.
Unity also introduces two important prompts:
- Spot the stigma: Support teams in recognizing unconscious bias, stereotypes, and stigmatizing language.
- Debunk the bias: Introduce accurate, accessible information to challenge misinformation and promote respectful dialogue.
A practical entry point is the Women and Gender Equality Canada’s 2SLGBTQI+ glossary, which helps staff confidently use respectful, accurate 2SLGBTQI+ terminology. This builds comfort, reduces fear of “saying the wrong thing,” and encourages open communication.
Step 2: Speak up and be an ally
Allyship is a practice, not a title. Unity provides practical tools that help managers and employees respond respectfully when instances of harmful language, microaggressions, or misinformation occur in the workplace.
Leaders play an essential role in modelling this behaviour. When leadership intervenes with empathy and clarity, it ensures that responsibility for the workplace culture is shared, not placed solely on marginalized employees. By normalizing inclusive language, addressing issues early, and encouraging ongoing learning, SMEs create environments where people feel supported and empowered.
Inclusive businesses are stronger businesses
Fostering inclusion for 2SLGBTQI+ communities is not only a moral imperative, it also strengthens business performance. The Unity campaign gives Canadians credible, ready-to-use tools that make inclusive culture-building achievable and impactful.
Download: Visit the Unity website for the full Unity campaign toolkit.
Commit: Share it with your teams and implement one meaningful policy change this quarter.
1 77% of surveyed Canadian employers report having difficulty finding the talent that they need in 2025. ManpowerGroup. (2025). 2025 Canada Talent Shortage Survey
2 On top of a good salary, many Gen Z and Millennial employees prefer to work a job that brings them meaning and a good work-life balance. Deloitte. (2025). 2025 Gen Z and Millennial Survey
3 Of all HR professionals surveyed, 68% believe that innovation comes more easily in a fully inclusive work environment and 64% believe that it increases employee morale and loyalty. CPHR. (2023). Diversity, Equity, and Inclusion Research
4 A study of Canadian leaders identifying as 2SLGBTQIA+ found that many of them left organizations where they experienced discrimination from management. Pride at Work Canada. (2023). Lead with Pride: Best Practices for Advancing 2SLGBTQIA+ Leadership
5 2SLGBTQI+ leaders are more likely to struggle to find a mentor and take longer to experience career development than their straight and cisgender counterparts. Pride at Work Canada. (2023). Lead with Pride: Best Practices for Advancing 2SLGBTQIA+ Leadership
6 40% of Gen Z and Millennials have rejected either a project or a potential employer based on personal beliefs. 44% of Gen Z and 45% of millennials report that toxic workplace cultures lead to increased stress or anxiety. Deloitte. (2025). 2025 Gen Z and Millennial Survey.
7 Of all HR professionals surveyed, 68% believe that innovation comes more easily in a fully inclusive work environment and 50% note better decision-making. CPHR. (2023). Diversity, Equity, and Inclusion Research.
8 Of all HR professionals surveyed, 60% believe that company reputation would be better in a fully inclusive work environment and 52% believe it would help the business understand its clients better. CPHR. (2023). Diversity, Equity, and Inclusion Research.
