Across sectors, many Canadian workplaces still name inclusion, safety and respect as core values. Changing workforce expectations and growing accountability around equity and belonging have motivated many organizations to create better environments for staff and clients alike.
But motivation doesn’t always come with a clear roadmap. That’s where Centre for Sexuality’s 2SLGBTQ+ Organizational Inclusion Audit and Change Process comes in. As part of our broader DEI training and organizational change work, this process supports organizations in moving beyond intention toward sustained, measurable inclusion.
Nathan Flaig, Centre for Sexuality’s Training Centre Manager
“A lot of organizations understand why 2SLGBTQ+ inclusion matters,” says Nathan, Training Centre Manager at Centre for Sexuality. “What they’re often missing is how to make this a reality. We set the stage for clear, unified processes and plans, with support every step of the way.”
Understanding First, Action Second
Research from BCG Centre for Canada’s Future found that 33% of 2SLGBTQ+ people have faced obstacles to recruitment, retention and advancement at work. Many workplaces, even those with strong intentions around inclusion, don’t foster an environment where everyone feels truly safe showing up authentically.
Our audit process aims to meet clients where they are at, beginning with a comprehensive assessment of current policies, procedures and practices related to 2SLGBTQ+ inclusion. It looks across all levels of the organization, from leadership and boards to staff, volunteers and other stakeholders.
“This work isn’t about pointing fingers,” Nathan explains. “It’s about understanding how inclusion is actually experienced day to day, and then collaboratively deciding what meaningful change looks like in that specific organizational context.”
Beyond Individual Champions
Many organizations already have passionate staff or Employee Resource Groups advancing inclusion in pockets of their work. While this matters, relying on a few champions can limit long-term impact.
“There may be internal champions doing great work around inclusion on a smaller scale across an organization,” says Nathan. “Our process brings together individuals from all levels and departments to create focused and measurable strategies for organizational-wide inclusion efforts. Research shows this key in implementing sustainable change in the long term.”
Through co-created action plans, organizations establish short-, medium- and long-term goals, supported by clear benchmarks. These plans are paired with tailored training for staff, leadership and boards, along with guidance on revising policies and procedures using best and promising practices. The result is a cohesive, organization-wide approach to inclusion that aligns values and practice.
More Than Just Training
“Meaningful inclusion takes time, effort and commitment. Our process reflects that reality.”
Training is a critical component of DEI work. “We can never underestimate the importance of staff training and capacity-building as part of organizational change efforts toward inclusion,” Nathan says, “but we know that results from one-off engagements can be limited. Our audit and change process allows partners to dig deep into their culture and processes, working toward sustainable change that authentically fosters inclusion in the long term.”
With workshops being the foundation of our Training Centre, this is something our team sees consistently: training builds understanding, but systems are what sustain inclusion. The audit and change process allows organizations to establish a baseline, measure progress over time and continually reassess what’s needed.
“Allyship is a continual process of learning and action,” Nathan adds. “Meaningful inclusion takes time, effort and commitment. Our process reflects that reality.”
Organizations that engage in the audit process often report clearer policies and greater confidence supporting 2SLGBTQ+ staff and clients. Past clients have shared that doing an audit with us helped them reflect on their own biases, identify organizational strengths and create achievable plans.
“The Centre has walked alongside us with organizational audits, annual 2SLGBTQ+ staff surveys, and ongoing consultation whenever we need it. Their team is professional, knowledgeable, and collaborative, bringing a trauma-informed lens and a deep respect for the complexity of human sexuality. This reciprocal partnership … has enriched our services and strengthened our capacity to support human wellness in more holistic ways. We are deeply grateful for the Centre’s leadership, vision, and unwavering support.”
– Kindred
Rather than prescribing a fixed solution, the process is collaborative, offering our guidance and expertise while allowing organizations to choose approaches that align with their culture and priorities.
A Solution for Organizations of Any Size
Our Calgary-based Training Centre team works with organizations of all sizes in Calgary and beyond. “Because we work closely with our partners, we do not employ a one-size-fits-all approach. We adapt our process to best reflect the current reality for who we are working with,” Nathan notes.
For organizations not yet ready for a full audit, Centre for Sexuality also offers workshops, consultation and coaching to support readiness and capacity-building.
Inclusion as an Ongoing Practice
True equity and inclusion happen when organizations commit to them every day. Our audit and organizational change process is practical, reflective and grounded in long-term impact, helping organizations define and achieve their own version of success.
If your organization is committed to inclusion and looking for a structured, collaborative way forward, this process offers a clear place to begin and a sustainable way to continue.
For more information about our audit process or any of our other offerings, contact our Client Development Coordinator.