The passing of the Civil Marriage Act (Bill C-38) in Canada 16 years ago legalized same-sex marriage across the country. This resulted in rapid progress toward inclusion and equality for LGBTQ2+ individuals, including changing the definition of “spouse” within federal legislation. The introduction of the All Families Are Equal Act in 2016 streamlined the legalities in establishing parenthood for those who use assisted reproduction to conceive a child. Since then, many businesses across the country have reassessed their workplace inclusion practices.
Employers can support historically under-represented groups in their workplaces, such as members of the LGBTQ2+ community, by ensuring their policies, procedures and employee assistance plans are inclusive. Offering family-building and fertility benefits to employees who are adopting or using assisted reproductive technologies and/or donors or surrogates demonstrate an organization's commitment to attracting and retaining diverse talent.
Join us for a panel discussion to learn about family law, family status and workplace accommodation as it relates to the LGBTQ2+ community. Gain insight into how employers can create inclusive workplaces that welcome all individuals regardless of sexual orientation, gender identity or gender expression through corporate policies and employee resources.
An overview of third party reproduction (surrogacy, egg donation, sperm donation and embryo donation) and the law in Canada
Multiparent families and the law in Ontario
Human Rights Legislation and the duty to accommodate relating to LGBTQ2+ employees
Ensuring a fair process and addressing LGBTQ2+ issues in the workplace
Beyond the law: Tips on true integration
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