As Pride season wraps up across the country, we reflect on the important victories we’ve achieved through collective bargaining to advance equity and inclusion in the workplace – particularly for workers who identify as Two-Spirit, lesbian, gay, bisexual, transgender, queer, intersex, asexual, and gender non‑conforming (2SLGBTQIA+). 

PSAC remains committed to pushing for truly inclusive, safe, and respectful workplaces where everyone feels valued and protected.  

Protecting gender identity and expression 

In the most recent round of Treasury Board bargaining, PSAC secured an explicit protection for gender identity and gender expression in the non-discrimination clause — expanding on the recognition of sexual orientation, which has existed in Canada since 1986. 

Increasing coverage for gender-affirming care 
Through recent negotiations of the Public Service Health Care Plan, PSAC significantly increased coverage for gender-affirming care and procedures, ensuring trans and non-binary members have better access to necessary, life-affirming services. 

Gender-neutral, inclusive language  

We’ve secured gender-neutral language in many PSAC agreements, ensuring contracts affirm and respect all identities. These improvements have been achieved at numerous workplaces, including the Bank of Canada (Montreal and Ottawa), Town of Moosonee, WAHA, Queer Yukon Society, and others. 

Expanding the definition of family  

PSAC has updated the definition of immediate family, so it includes the many ways our members define family. For example: 

• Queer Yukon Society now grants 10 days of leave for significant relationships. 
• At the Museum of Nature and St. John’s Port Authority, bereavement leave applies to anyone in the role of family, regardless of legal or biological ties. 

Inclusive pregnancy-related leave 

We have pushed for language changes so “medical appointments for pregnant employees” becomes “medical appointments for pregnancy-related care,” acknowledging the role of partners and diverse family structures. 

Equal spousal and survivor benefits 

PSAC has been a driving force in ensuring same-sex couples receive the same benefits as heterosexual couples — from spousal leave before the legalization of equal marriage in 2005, to expanded access to marriage leave, and landmark Supreme Court rulings securing pension, health, and dental benefits for queer couples. 

The fight continues 

While we’ve made important gains, there’s still more work to do to build safe and inclusive workplaces for all workers.: 

• Expanding bereavement and family leave to include chosen families, not just biological relatives; 
• Adding HIV prevention medication and gender-affirming hormone therapies to health plans; 
• Making gender-inclusive washrooms available in every workplace; 
• Ensuring inclusive practices at every bargaining table and acting against homophobia and transphobia. 

Looking Ahead 

PSAC’s history shows how collective action drives real change. We will continue working to ensure every member is treated with dignity and safety. 

Together, we celebrate the progress we’ve made — and we carry that momentum forward, fighting for a future where 2SLGBTQIA+ members and their families are fully protected and empowered in every workplace.