Through the Empowering 2SLGBTQIA+ Workers in Energy Project, Pride at Work Canada provides tailored consulting services to help energy-sector employers translate inclusion commitments into practical, field-ready action. Drawing on research on the experiences of 2SLGBTQIA+ workers in the sector, we support organizations in identifying gaps, setting priorities, and implementing strategies to strengthen safety, accountability, retention, and workplace culture across offices, job sites, camps, and other operational settings. Our consulting & training services are organized around five core themes: Harassment, Violence & Psychological Safety Field-centred 2SLGBTQIA+ DEI Framework ERGs & Leadership Trans & Nonbinary Inclusion Policy and Practice Inclusive Washrooms &...

Creating safer, more inclusive workplaces for 2SLGBTQIA+ workers requires more than good intentions. In energy and related sectors, many workers continue to navigate workplace cultures, facilities, reporting systems, and policies that were never designed with their realities in mind. This Inclusion Toolkit for Workplaces was developed to help change that. Designed for employers, site leaders, HR/DEI professionals, union representatives, ERG chairs, and workplace champions, this practical toolkit offers clear, actionable resources to advance safety, dignity, and inclusion. The toolkit pays special attention to field-based, remote, and jobsite contexts, where everyday practices, workplace culture, and physical infrastructure can have a major...

Today, Pride at Work Canada / Fierté au travail Canada, in partnership with The Enchanté Network / Le réseau Enchanté, is sharing a public sign-on letter calling on the Government of Canada to modernize the Employment Equity Act and implement the recommendations of the Employment Equity Act Review Task Force. For too long, 2SLGBTQI+ communities have been excluded from employment equity protections—despite ongoing barriers to safe, equitable, and affirming work, especially for trans and nonbinary people and for Two-Spirit, Black, Indigenous, racialized, and disabled community members. 📄 The full letter (and full list of signatories) can be read at the...

We are sounding the alarm about potential cuts to 2SLGBTQIA+ equality and women’s rights funding in the upcoming federal budget. In a moment when 2SLGBTQIA+ rights are under attack and where economic upheaval is making life harder for queer people and women across Canada, now is not the time for Canada’s federal government to weaken its commitment to equality and human rights. Investments in gender equality and 2SLGBTQIA+ rights are critical to building a more free and equal Canada, and unlocking the economic potential of historically marginalized communities. That’s why, alongside over 175+ organizations across Canada, including leading 2SLGBTQIA+ organizations...

To read this policy brief as a PDF, please scroll to the bottom of the page. Employment equity has been a priority for 2SLGBTQIA+ communities in Canada for over 50 years. At the August 28, 1971 “We Demand” rally, the first cross-country gay rights demonstration in Canada, activists presented a list of demands to the Government of Canada, including the right to equal employment and promotion (Kinsman & Gentile 2010). As of 2018, human rights legislation in Canada now protects workers from discrimination based on sexual orientation, gender identity and gender expression and yet 2SLGBTQIA+ people in Canada continue to...

The following statement can be attributed to Colin Druhan, Executive Director, Pride at Work Canada / Fierté au travail Canada: In recent months, mainstream media coverage has fixated on the decision of a small number of companies to pause corporate support for this year’s Pride celebrations. Much of this reporting has relied on overly simplistic narratives that ignore well-documented economic pressures, including a looming recession and the broader fallout from ongoing trade instability between the United States and Canada. To Pride at Work Canada’s knowledge, many of these decisions are not the result of values-based backpedaling, but rather a combination...