To read more on the subject of sexual and gender diversity:
We read it for you: some findings from the report on gender identity that are relevant to the workplace
Can we say « moumoune » ?
Using the pronoun “she” and female identity
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While rainbows bloom every summer in store windows and fashion shows, Pride 2025 arrives in a global context marked by a visible decline in corporate commitments to 2SLGBTQIA+ communities. In the United States, several companies have reduced or even abandoned their actions regarding sexual and gender diversity. What about Quebec? Are we immune to this shift?
Global decline: major brands in the firing line
This year, many companies in the United States have stopped publicly displaying their support for Pride. Some have canceled their planned campaigns, while others have removed Pride-related products from their stores or websites. For example, Mastercard, which launched the “True Name” initiative in 2022, quietly withdrew from its role as the main sponsor of New York Pride.
Heritage of Pride, the organizer of New York Pride events, reported a budget deficit of $750,000 after a quarter of corporate sponsors withdrew their funding.
According to a survey of more than 200 American business leaders, 39% planned to reduce their public commitments to Pride this year. This includes being a Pride sponsor, but also sharing messages of support for the rights of sexual and gender diversity on social media, selling Pride-themed merchandise, etc. However, only 14% of companies said they planned to reduce internal engagement during Pride.
An event like Pride is not just a festive or symbolic celebration: it is a concrete opportunity for organizations to put their DEI commitments into practice. By participating in Pride, whether through partnerships, internal initiatives, or public presence, companies affirm that 2SLGBTQIA+ people have a full and equal place in society and in the workplace. It is a time to recognize the inequalities that still exist, to value marginalized experiences and voices, and to create visibility for realities that are often invisible in professional settings. Pride is thus a lever for strengthening the sense of belonging, making the values of inclusion tangible, and reminding us that these values are not optional, but fundamental.
What about Quebec?
In this tense international climate, Simon Gamache, Executive Director of Fierté Montréal, reports relative stability in corporate participation in the 2025 edition:
“For the 2025 edition of the Montreal Pride Festival, we are seeing overall stability in the financial participation of our partners. As is the case every year, some have reduced their investment, while others have increased it. Despite the departure of a few for various reasons, others are joining for the first time. We remain vigilant about potential setbacks and are grateful for the continued support of our financial partners.”
A cautious but reassuring message. Quebec seems, for the moment, to have been spared the decline observed elsewhere. However, this stability should not mask a certain reluctance that is noticeable in other areas of society.
URelles and the Émergence Foundation: shared observations
URelles spoke with Olivia Baker, a trainer at Fondation Émergence, whose observations regarding the LGBTQ+ community align with those we have also observed at URelles in terms of DEI.
Olivia emphasizes that tensions did not arise suddenly with the re-election of US President Donald Trump; she sees them as part of a broader dynamic that also affects Quebec.
Between 2022 and 2025, the number of training requests from companies increased at Fondation Émergence and URelles, which can be seen as a positive sign of interest in inclusion. But other changes also became apparent: participants’ reactions changed. “In the early 2020s, people acknowledged their lack of knowledge about sexual diversity and gender plurality, but in 2025 the context is different,” says Olivia. During the training sessions facilitated at URelles, we also notice that participants now arrive with the impression that they already know about DEI issues, when in fact their understanding is often partial, or even influenced by misinformation. We therefore find ourselves in a process of deconstruction first, followed by information.
In many circles, companies want to maintain their DEI commitments but are cautious about internal reactions. Some circles decide to adapt content or avoid words perceived as “too sensitive” for fear of provoking rejection from their employees or external partners. Some employees question the relevance of talking about inclusion in the workplace, even though the issues are well documented.
Beyond the number of training courses and the apparent commitment of organizations, which remain relatively stable, these signals that we are seeing in our respective fields of intervention show us how complex the social context has become. This highlights the importance of continuing awareness-raising efforts, but adapting approaches to respond to new forms of resistance.
A worrying decline among young Quebecers
The report published in 2025 by GRIS-Montréal also makes a troubling observation: the level of discomfort with sexual diversity is increasing among high school students. Some key data:
- Between 2017 and 2024, the proportion of young people who feel uncomfortable with the idea of their best friend being lesbian, gay, or bisexual has more than doubled.
- In 2023–2024, 42.6% of boys say they feel uncomfortable with the idea of their best friend being a lesbian — compared to 12.3% in 2017–2018.
- The discomfort with seeing two men kissing in public reaches 55.2% among boys, a figure that has been steadily rising since 2017.
These findings are worrying, as they suggest that openness to sexual diversity is never a given, even among younger generations, who are often perceived as more inclusive.
Today’s young people are tomorrow’s employees, colleagues, managers, and customers. If we observe a rise in discomfort with 2SLGBTQIA+ realities during adolescence, this raises questions about the sustainability of inclusive workplaces. Maintaining and even strengthening corporate commitment to 2SLGBTQIA+ communities is therefore essential to ensuring that no ground is lost, either in society or in the workplace.
As Olivia Baker told us: “If we want inclusive young people, we need inclusive parents.”
Key takeaways
Even though Quebec seems to be better able to withstand the wave of disengagement, it would be naive to believe that Quebec businesses are immune to a downturn. International trends, local debates, and the rise of conservative rhetoric can subtly influence organizational decisions.
That is why it is more important than ever to continue to equip, train, educate, and support workplaces in their commitment to 2SLGBTQIA+ communities, whether through Pride or other means.
Inclusion should not depend on the political climate or comments on social media. It must be a long-term commitment, based on choice, values, and respect.
