In September 2025, Pride at Work Canada and The Enchanté Network / Le réseau Enchanté launched the Forward Together campaign, an initiative to include 2SLGBTQI+ workers in employment equity data, policies, and plans.
The inclusion of 2SLGBTQI+ workers has been a point of discussion since a Review Task Force report in April 2023. Additional amendments to modernize the Employment Equity Act include
- Creating two new designated groups: “Black people” and “2SLGBTQI+ people”
- Replacing the term “Aboriginal peoples” with “Indigenous peoples,” “members of visible minorities” with “racialized people,” and updating the corresponding definitions
What Does This Mean for Employers?
With advocacy groups continuing to push for 2SLGBTQI+ workers to be included under the Employment Equity Act, employers legislated under the Employment Equity Program (LEEP) or the Federal Contractors Program (FCP) should take note.
Updates to the legislation would require employers to
- Re-design their workforce self-identification survey
- Survey their workforce with updated definitions and new designated groups
- Review and update their employment equity plans
What Can Employers Do to Prepare?
While there have not yet been any changes to the Employment Equity Act, Frame & Associates suggests reviewing your organization’s workforce data collection system so you are prepared.
Review of Workforce Data Collection System
- How does your organization track survey distribution?
- Survey sent to all new hire employees?
- Survey returned?
- How does your organization track survey responses?
- If returned, is survey incomplete?
- If returned, is survey partially complete?
- If returned, is survey fully complete?
Survey data should be stored confidentially and separately from personnel data.
- How does your organization store confidential survey data?
Contact our team to learn more about Employment Equity or Federal Contractors Program requirements and how we can support your organization.