Recognizing Diversity in the Workplace: honouring Indigenous peoples and the 2S/LGBTQIA+ community

June marks both Indigenous History Month and 2S/LGBTQIA+ Pride Month in Canada – a timely opportunity for organizations to reflect on what diversity, equity, and inclusion (DEI) truly mean in the workplace.

As we’ve explored in our recent posts on DEI and accessibility, creating inclusive, equitable environments requires more than policies and celebrations. It’s about meaningful action that recognizes the distinct lived experiences, barriers, and identities of all people. That includes honouring both Indigenous peoples and individuals within the 2S/LGBTQIA+ community in ways that aren’t performative or one-size-fits-all.

Indigenous History Month: more than recognition

Indigenous History Month is a chance to reflect on what reconciliation looks like in your workplace. It’s an opportunity to honour the cultures, strengths, and histories of First Nations, Inuit, and Métis peoples – while also acknowledging Canada’s colonial past and the ongoing impacts it has on Indigenous peoples today.

To meaningfully support Indigenous employees and communities:

  • Go beyond land acknowledgements and ensure they’re relevant and genuine.
  • Reflect on how your organization supports Indigenous inclusion in leadership, policy, and practice.
  • Offer paid time off to participate in Indigenous Peoples Day events (June 21), which align with cultural significance, such as the Summer Solstice.
  • Invest in learning and unlearning. Reconciliation starts with awareness and leads to action.

Pride Month: inclusion starts at the top

Pride Month is both a celebration and a call to action. While many employers change their logos or attend parades, the real work of 2S/LGBTQIA+ inclusion must be embedded into leadership, policy, and workplace culture year-round.

With many from this community (up to 30% of 2S/LGBTQIA+ individuals) reporting employment discrimination and many still hiding their identities at work, leadership has a key role in shifting this reality. Leaders must be trained, informed, and accountable in creating psychologically safe and inclusive environments for gender and sexually diverse employees.

Supporting Pride in the workplace might include:

  • Offering education and training on gender diversity and inclusive language.
  • Hosting events or bringing in speakers from the 2S/LGBTQIA+ community.
  • Ensuring policies (e.g., benefits, washrooms, dress codes) reflect inclusion.
  • Encouraging participation in community and regional Pride celebrations.

    Diversity work is ongoing

    True inclusion doesn’t happen through month-by-month observances. It’s the daily practices, questions, and decisions that shape whether people feel seen, heard, and valued in your workplace. Whether supporting Indigenous employees, 2S/LGBTQIA+ team members, or others with diverse lived experiences, the key is to approach the work with curiosity, humility, and a willingness to adapt.

    As HR Consultants at MNP, we continue to learn through our work with over 160 Indigenous communities and organizations, and many others in diverse workplaces by listening deeply to the people we serve. We invite you to do the same – not just this month, but every day.

    Let June be a reminder: diversity isn’t about checking boxes. It’s about building workplaces where everyone can thrive in their full, unique identity.

    Our HR Consultants can support you to honour diverse identities and make inclusion a core part of your organizational culture.