b'WORK CULTUREWe discovered that even among theneutral washrooms. They want a meaningfulfor LGBTQ2+ professionals by empowering employers considered leaders in LGBTQ2+commitment to diversity and inclusion soemployers to build inclusive workplaces inclusion, only a fraction had clear, inclusivethat through their employment they canin Canada, and we know that creating policies to provide equitable opportunitieschange their own reality and the reality ofawareness on LGBTQ2+ inclusion and other for trans and gender non-conformingtheir communities. They want to empowerintersectionality is key to achieving our professionals. A startling 38 per cent ofother queer and trans professionals byorganizations goals, mission and vision. Canadian employers still do not have explicitleading by example. gender identity and gender expression anti- We envision a nation where everyLuis Augusto Nobreis a marketing anddiscrimination policies in placedespiteindividual can achieve their full potential atcommunications coordinator at Pride at Work the fact that anti-discrimination policieswork regardless of gender expression, genderCanada/Fiert au travail Canada. For moreare legally required in Canada and mustidentity and sexual orientation. We trulyinformation on the organization and its work,include protection to trans and gender non- believe we can continue to change the realityvisit https://prideatwork.ca/conforming people. Clearly, we still have our work cut out for us. Just last year a Trans Pulse Canada survey showed that half of the countrys trans population makes $30,000 per year or less despite the fact that 89 per cent of trans people have at least some college or university education. The lack of equitable employment opportunities and gender-inclusion strategies have a direct impact on trans and gender non-conforming employees. A leadership commitment at all levels is required to fill those gaps, as shown in our Transitioning Employers report.Pride at Work Canada regularly crosses its data with other studies on LGBTQ2+ inclusion to provide a better picture of the reality for LGBTQ2+ professionals in Canada. We develop meaningful engagement with stakeholders, highlighting the manyAt Sherrard KuzzLLPwe benefits of inclusive best practices, includingcollaborate with our clientsmeasurable outcomes for businesses. Itsto anticipate and avoidabout far more than just creating Pridehuman resources problems.season actions that show a commitment toIf youre an employer,LGBTQ2+ inclusion; our services support allWe know proactivewere the only call stages of a companys journey towards a truesteps today will prevent commitment to meaningful inclusion. Murphys Law tomorrow. you need to make.LGBTQ2+ professionals are looking forFrom human rights to health companies and workplaces that go beyondand safety, and everything24 HOUR 416.420.0738just applying pronouns or offering gender- in betweenWe can continue to change the reality for LGBTQ2+Contact: Rhonda Cohen rcohen@sherrardkuzz.comprofessionals sherrardkuzz.com | 416.603.0700 | 24 Hour 416.420.0738250 Yonge St #3300, Toronto, ON M5B 2L7 | @sherrardkuzz2021|QBiz CANADA |13'