Pride Month Commemoration Guide 2023

Sovereign&rsquo;s Chad Hunter, VP of IT, and Matthew Campbell, VP of Finance, Claims &amp; Strategy, share their thoughts on inclusivity in the insurance and technology industries, their own personal experiences being members of the 2SLGBTQ+ community in the workplace, and ways we can all be more inclusive. 
<h5>What are some of the challenges the 2SLGBTQ+ community face in the workplace? </h5>
Chad: Despite the increase in focused workplace programs that support diversity and inclusion, the 2SLGBTQ+ community does continue to experience human rights challenges in a variety of ways. In my career, I&rsquo;ve certainly been witness to or experienced first-hand homophobic or transphobic slurs, offensive jokes, harassment and even workplace benefits that were extended only to heterosexual couples. I genuinely believe that people would prefer to do good rather than harm in this world, so I acknowledge that some of the challenges may be a lack of understanding or an unconscious bias. Matthew: It&rsquo;s not always easy to be yourself in the workplace. As a non-visible minority, people make assumptions, and often in the workplace, one has to come out over and over again. It takes a lot of mental energy. When it comes to interviewing or promotions, you always wonder if someone will not consider you if they knew you identified as part of the 2SLGBTQ+ community. Another workplace challenge is that policies are not always reflective of the diversity of situations that are needed to support the 2SLGBTQ+ community. That lens hasn&rsquo;t traditionally been at the forefront when policies are reviewed. 
<h5>What positive changes are you seeing in the insurance or tech industries that aim to better support the 2SLGBTQ+ community? </h5>
Chad: When I came out 25 years ago and saw my future in the IT space, admittedly I was quite worried. As a matter of fact, I left my first job in the IT department of a large car manufacturer after about four months because I was being treated quite differently than others and felt that it would stifle my career progression. However, I believe that a lot has transpired for the better in the past 25 years. Specifically, from a tech perspective, I follow many public facing tech leaders and it's been amazing to see how many are part of this community and vocalize their support. The most obvious being Tim Cook, CEO of Apple, amongst other public faces like the co-founders of PayPal, Sirius XM, Microsoft, IBM, and the list goes on and on!
Matthew: We are now seeing insurance companies making an effort with diversity when it comes to the 2SLGBTQ+ community. It&rsquo;s lagged behind other sectors, even the banking sector. However, there are steps being taken in the right direction like updates to policy wordings, extending benefits to account for diverse family situations, talking about diversity/creating awareness, and profiling 2SLGBTQ+ role models in senior positions. Some companies are even creating employee groups to bring the community together. 
<h5>Can you speak to how this may impact you personally? </h5>
Chad: Seeing more and more 2SLGBTQ+ executives sharing their stories and experiences and leading with confidence and conviction absolutely inspires me. Leading by example, demonstrating new or different behaviours than in the past, representing diverse thought and action &mdash; all of this really does make me think of a world where we all can be seen and treated as equal. For me, being gay has been tough and uncomfortable at times, but it has also given me the confidence to be myself.&nbsp;&nbsp;
Matthew: I&rsquo;m proud to see that the insurance industry is embracing diversity and inclusion as a whole, and in particular, is making strides in relation to 2SLGBTQ+ inclusion. It allows people at all levels to be their authentic self. As a senior executive, I&rsquo;ve gotten to a point in my career where I am who I am and, if people have an issue, I&rsquo;ll confront them. However, depending on your position within an organization, it can be difficult to stand up for yourself, so I&rsquo;m glad that at our organization there is a greater awareness and mechanisms in place such as our enterprise-wide D&amp;I&nbsp; strategy and forum. 
<h5>Microaggressions are defined as commonplace verbal, behavioral or environmental slights, whether intentional or unintentional, that communicate hostile, derogatory, or negative attitudes toward stigmatized or culturally marginalized groups. What are some examples of microaggressions that members of the 2SLGBTQ+ community face day to day, and particularly at work? </h5>
Chad: Microaggressions can make those on the receiving end feel uneasy, out of place or even unsafe. Can you imagine coming to work every day feeling unsafe or out of place? In my opinion, the microaggression I&rsquo;ve mostly seen in the workplace is insensitive humour and making stereotypical assumptions based on someone&rsquo;s appearance and/or tone of voice.
Matthew: Microaggressions in the workplace often come in the form of one-off comments or, what people would classify as jokes &ndash; often in the form of stereotypes. It is generally not picked up by others, so as a non-visible minority you are often left sitting there feeling attacked and alone with no avenue for correcting it. It often happens in a meeting or at an after-work event and the conversation moves on quickly.&nbsp;&nbsp; 
<h5>How do we address this in the workplace? </h5>
Chad: Further education, asking questions, and sharing stories, just like this, are perfect examples of how we can help to support each other and, overtime, change our behaviours &ndash; both conscious or unconscious. Like many things in this world, this is not a light switch. We do not change behaviours overnight. It&rsquo;s a journey. One that requires commitment, education, practice, and time.
Additionally, programs like The Co-operators and Sovereign&rsquo;s D&amp;I strategy, and investment in the importance of overall diversity in our organization, will truly allow us to become a high-performing organization.&nbsp;&nbsp;
Matthew: The enterprise-wide D&amp;I strategy is a prime example of changing these microaggression behaviours. Awareness is a first step. It&rsquo;s important for people to talk about their experiences and share examples. Even this discussion is a step in the right direction &ndash; sometimes small actions are a catalyst for a much bigger impact. 
<h5>What would you want employees and partners to know when considering how to be more inclusive? </h5>
Chad: The first question about being inclusive is a reflective question: Am I committed to being inclusive?&nbsp; You may not have all the training, tools, or practice and that&rsquo;s okay. No one is perfect and no one has all the answers, but together we can accomplish great things. Know that your words and actions matter. It doesn&rsquo;t matter rank, title, tenure &ndash; our words matter, and words can be helpful or harmful. And lastly, be courageous. Nothing meaningful in life comes easy. If you are genuine about your commitment to being inclusive, it will start to show in the way you speak and behave.&nbsp;&nbsp;
Matthew: As Chad mentioned, being aware is the first step. Educate yourself. 2SLGBT2+ encompasses many different aspects of the community and understanding the nuances and why it matters is important. Get involved and show support. Listen and be aware of microaggressions and take the opportunity to educate in the moment. Stand up and have an impact. Continue to learn alongside Sovereign as we navigate our D&amp;I journey. Visit <a href="~/diversityinclusionjourney" target="">sovereigninsurance.ca/diversityinclusionjourney</a> for resources.

Pride in the workplace

Building a diverse and inclusive workplace isn&rsquo;t easy and it takes time. But it&rsquo;s 100% worth it. There&rsquo;s a range of benefits for organizations, from i<a href="https://www.sovereigninsurance.ca/advice-and-tools/purpose-and-impact/can-an-organization-be-successful-without-addressing-diversity" target="">ncreased innovation to improved financial performance</a>. For employees themselves, who wouldn&rsquo;t want to work for a company where they feel valued and heard, and see themselves reflected in leadership roles? In the insurance sector, it&rsquo;s encouraging to see that brokerages are focused on building diverse and inclusive workplace cultures. In the 2022 Canadian Underwriter Diversity and Inclusion survey, sponsored by Sovereign Insurance, the top cited diversity and inclusion (D&amp;I) strategy that organizations have used in the past 12 months is &ldquo;building a culture that champions diversity and inclusion&rdquo; (48%). This is followed by &ldquo;developing a diversity and inclusivity hiring strategy&rdquo; (26%) and &ldquo;creating diversity and inclusivity committees, task forces, networks, or affinity groups.&rdquo;&nbsp;&nbsp; While D&amp;I doesn&rsquo;t happen overnight, the key is starting&mdash;and the sooner the better. Here&rsquo;s a look at just a few ways organizations can cultivate a diverse and inclusive culture:&nbsp; Broaden the definition of diversity&nbsp; Race, gender and sexual orientation are what usually come to mind when people think about diversity. However, diversity should be defined as broadly as possible to include characteristics such as education, physical and mental ability, life experiences, political views, age, and more.1&nbsp; In addition, keep in mind that while the terms &ldquo;diversity&rdquo; and &ldquo;inclusion&rdquo; are interconnected, they&rsquo;re not interchangeable. Diversity refers to the representation or makeup of a group, while inclusion is about how well people&rsquo;s contributions and perspectives are valued and integrated in the workplace.2 Educate employees and involve them in D&amp;I efforts D&amp;I won&rsquo;t work if employees aren&rsquo;t aware or involved. Educate people across the organization on the advantages of diversity, as well as the effects of discrimination. Train employees on how to identify and counter unconscious biases, and educate them on microaggressions and how to minimize these behaviours. Create a safe space where honest or tough conversations can be had without judgment. 3 At the same time, make sure your policies that uphold a no-tolerance environment for discrimination or harassment are firmly in place.&nbsp; <a href="https://www.sovereigninsurance.ca/Advice-and-Tools/Purpose-and-Impact/Is-your-workplace-inclusive" target="">See: How to address barriers to inclusivity&nbsp;</a> It&rsquo;s also important not to take a total top-down approach&mdash;D&amp;I is a collaborative effort. One way to involve employees is to set up a diversity and inclusion council with representation from different backgrounds. The group can discuss the company&rsquo;s initiatives, how they&rsquo;re working, and what to do next.4 Celebrate employees&rsquo; differences&nbsp; One of the most important and tangible ways to promote inclusiveness is to celebrate employees&rsquo; differences. Organizations can do this in a variety of ways, including celebrating cultural holidays, having a designated meditation or prayer room, and supporting community events that promote diverse groups.5 In addition, they can provide opportunities for employees to share about their culture and learn from others.&nbsp; Mind your language&nbsp; Words matter, so everyone in the organization should use inclusive language. Inclusive language is free from words and phrases that reflect prejudiced, stereotyped, or discriminatory views of particular people or groups. Inclusive language also doesn&rsquo;t deliberately or inadvertently exclude people from feeling accepted.6 One important aspect is language related to gender and sexual orientation. For example, Deloitte recommends saying &ldquo;you all&rdquo; rather than &ldquo;you guys,&rdquo; or &ldquo;spouse or partner" rather than &ldquo;husband&rdquo; or &ldquo;wife.&rdquo; Also consider the historical context and implications of words and phrases. For example, Deloitte notes the phrase &ldquo;divide and conquer&rdquo; has connotations of the oppressions of colonialism, and &ldquo;grandfathered in&rdquo; has roots in Jim Crow-era voting laws that discriminated against Black people.7 Be more accessible&nbsp; While much of the focus on inclusion is about what people say and do and how they feel, there is a more tangible aspect to inclusion: accessibility. For example, physical barriers can keep employees who use wheelchairs from performing their best work or feeling completely integrated into the workplace. Beyond ramps and elevators, consider things that might be less obvious to people who don&rsquo;t have physical disabilities, such as whether the coffee pot or office supplies are out of reach.8 Other features that help make the workplace more accessible for all include: Braille signage; onsite daycare; mother&rsquo;s rooms; specific food in the cafeteria for cultural (for example, kosher or halal) or dietary reasons, private work rooms (for example to raise the volume if required); and accessibility tools, such as adjustable desks and monitors, colour-coded keyboards, and sign language apps.&nbsp; In the broker&rsquo;s survey, 84% of respondents indicated their organization has at least some accessibility tools. The most cited are: ergonomic workstations, specific accessibility tools, elevators and wide entryways. Just 3% have Braille signage, 1% have a mother&rsquo;s room, and 1% have onsite daycare. While efforts are being made, there&rsquo;s plenty of room for improvement.&nbsp;&nbsp; Creating a diverse and inclusive culture begins with a company&rsquo;s values, their willingness to change, and their ability to identify and address their shortcomings. Culture doesn&rsquo;t change or manifest overnight, and it will continually evolve, so it&rsquo;s well worth the time and investment to ensure it&rsquo;s built upon the right foundation. Sources
1 Great Place to Work, &ldquo;<a href="https://www.greatplacetowork.ca/en/articles/5-ways-to-champion-diversity-and-inclusion-at-work" target="_blank" rel="noopener">5 Ways to Champion Diversity and Inclusion at Work</a>,&rdquo; June 15, 2021 2 Great Place to Work, &ldquo;<a href="https://www.greatplacetowork.com/resources/blog/why-is-diversity-inclusion-in-the-workplace-important" target="_blank" rel="noopener">Why is Diversity &amp; Inclusion in the Workplace Important?</a>&rdquo; April 13, 2021 3 Biz Library, &ldquo;<a href="https://www.bizlibrary.com/blog/organizational-culture/microaggressions-and-safe-spaces-in-the-workplace" target="_blank" rel="noopener">Q&amp;A: Managing Racial Microaggressions and Creating Safe Spaces in the Workplace</a>,&rdquo; Nov. 5, 2020&nbsp; 4 Forbes, &ldquo;<a href="https://www.forbes.com/sites/shereeatcheson/2020/12/02/what-is-a-diversity-council--how-do-you-make-it-a-success/?sh=6fcf61757a19" target="_blank" rel="noopener">What Is A Diversity Council And How Do You Make It A Success?</a>&rdquo; Dec. 2, 2020 5 Forbes, &ldquo;<a href="https://www.forbes.com/sites/heidilynnekurter/2020/06/30/6-ways-to-cultivate-a-workplace-culture-that-inspires-diversity-and-inclusion/?sh=35d3a8bb31ae" target="_blank" rel="noopener">6 Ways To Cultivate A Workplace Culture That Inspires Diversity And Inclusion</a>,&rdquo; June 30, 2020&nbsp; 6 BC Public Service, &ldquo;<a href="https://www2.gov.bc.ca/assets/gov/careers/all-employees/working-with-others/words-matter.pdf" target="_blank" rel="noopener">Words Matter: Guidelines on using inclusive language in the workplace</a>.&rdquo;&nbsp; 7 Deloitte, &ldquo;<a href="https://www2.deloitte.com/us/en/blog/human-capital-blog/2021/inclusive-workplace-language.html" target="_blank" rel="noopener">The Power of Inclusive Language</a>,&rdquo; Jan. 29, 2021 8 Commonwealth Payroll &amp; HR, &ldquo;<a href="https://www.commpayhr.com/inclusion-barriers/" target="_blank" rel="noopener">Understanding Barriers to Inclusion in the Workplace</a>,&rdquo; Sept. 29, 2019

How to cultivate a diverse and inclusive culture

Purpose And Impact

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Diversity and Inclusion

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At Sovereign, we believe that <a href="~/diversityinclusionjourney" title="" target="_blank" rel="noopener">Inclusion, Diversity, Equity and Accessibility (IDEA)</a> is the foundation of who we are and how we act. It&rsquo;s why we&rsquo;re driven to collaborate with industry and community partners to amplify our collective efforts to drive positive change.
Now in our second year of partnership, we&rsquo;re proud to stand with the <a href="https://cabip.ca/" target="_blank" rel="noopener">Canadian Association of Black Insurance Professionals (CABIP)</a>. Together, we advocate for representation, inclusion and advancement of Black insurance professionals within the Canadian insurance industry. To celebrate renewing our partnership, we reached out to Richard McGee, CABIP Co-founder and Chair of the Board of Directors to share CABIP&rsquo;s perspective on why our relationship continues to matter and how we will continue to create impact together. Q. For those who may not know your work, can you share a bit about CABIP and who you support? A. The Canadian Association of Black Insurance Professionals (CABIP) was founded to advance the representation, development, and elevation of Black professionals across Canada&rsquo;s insurance industry. As a national not-for-profit, we serve individuals at every career stage &mdash; from students and early career entrants to seasoned executives &mdash; while also supporting organizations seeking meaningful pathways to embed equitable and inclusive practices to address anti-Black racism.&nbsp; Our mission is grounded in advocacy, mentorship, education, and networking. &nbsp;We strive to remove systemic barriers and create opportunities that reflect the rich diversity of our industry and the communities it serves. CABIP exists to support Black professionals while strengthening the industry by fostering workplaces where diverse perspectives are valued, empowered, and actively cultivated. Q. How has this partnership with Sovereign Insurance supported your work in advancing diversity, equity and inclusion for Black professionals in the insurance industry? A. Our partnership with Sovereign has been instrumental in expanding both the reach and impact of CABIP&rsquo;s work. Through Sovereign&rsquo;s commitment to evidence based inclusion &mdash; reinforced by its ROI of DEI study &mdash; we have been able to demonstrate the measurable value of equitable workplaces, further strengthening our advocacy efforts.&nbsp; Sovereign&rsquo;s support has enabled CABIP to scale programming, enhance mentorship networks, and provide platforms that elevate Black talent across the industry. Their willingness to engage deeply, listen intentionally, and invest in long term change reflects a shared belief that diversity, equity and inclusion is not an initiative, but together, they are an organizational imperative. Through this partnership, we continue to advance a more inclusive insurance ecosystem where Black professionals can thrive and lead confidently. Q. From your perspective, what role can partnerships like this play in creating more inclusive systems or environments? A. Partnerships like ours with Sovereign play a transformative role in reshaping industry systems and culture. When organizations commit to shared learning and collective progress, they help shift inclusion from aspiration to action. Sovereign&rsquo;s ROI of DEI research underscores that inclusion is not only morally essential but strategically advantageous &mdash; improving innovation, decision making, and organizational performance.&nbsp; By collaborating across institutions, we can challenge systemic inequities, broaden access to opportunities, and embed sustainable practices that benefit current and future generations of Black insurance professionals, and therefore propel the industry and customer experience. These partnerships serve as catalysts for industry wide accountability and create models that others can replicate. Q. Can you share an example of an initiative or outcome that captures the impact of working together with Sovereign as a partner? A. One approach that demonstrates our shared impact is the expanded professional development programming supported by Sovereign, which has strengthened CABIP&rsquo;s capacity to deliver high value learning experiences. &nbsp; Through this support, we have been able to host targeted workshops, leadership sessions, and networking forums designed to equip Black professionals with the tools and connections needed for advancement. The alignment with insights from the ROI of DEI study has further enabled us to position these initiatives as both socially necessary and organizationally beneficial.&nbsp; At the 2025 RIMS Canada Conference in Calgary, Sovereign sponsored the DEI Studio where we joined them for a discussion on the importance of diversity and inclusion in the insurance industry. This session provided a space for meaningful and critical discussion, which aligns with CABIP&rsquo;s and Sovereign&rsquo;s ongoing efforts.&nbsp;The result of these initiatives is a growing community of Black professionals who feel empowered, supported, and recognized by their industry. Q. What shared values make the relationship strong between Sovereign and CABIP? A. Continuing our partnership with Sovereign affirms a shared commitment to addressing Canada's history of systemic anti-Black racism through actions focused on equity, representation, and long term systemic change.&nbsp; What makes this collaboration so strong is our alignment in values &mdash; particularly the belief that inclusion must be intentional, measurable, and embedded in business strategy. Sovereign&rsquo;s ongoing investment and their work on the ROI of DEI demonstrate an understanding that diversity strengthens organizations, elevates performance, and creates more resilient teams.&nbsp; For CABIP, the renewal of this partnership reinforces that we are not alone in this work; we have committed allies who understand the contributions of Black Insurance Professionals, championing their advancement and amplifying their voices. CABIP is an added value resource to partners, members, and individuals who wish to be on this journey with us. Q. As you look ahead, where do you see the greatest opportunity for continued progress in inclusion and advancement of Black insurance professionals through this partnership? A. Looking ahead, the greatest opportunity lies in scaling data driven, community informed initiatives that address gaps in representation and career mobility. With insights from Sovereign&rsquo;s ROI of DEI research, we see potential to deepen organizational education, strengthen talent pipelines, and expand leadership development pathways for emerging Black professionals.&nbsp; Together, we can support more intentional hiring practices, broaden access to mentorship, and cultivate environments where Black professionals can grow into roles of increasing influence. By continuing to collaborate, we can accelerate progress and embed inclusion as a long term industry standard, not a moment in time.

Strengthening Our Community Together: Our Partnership with the Canadian Association of Black Insurance Professionals 

Hot Topics

<h4>Why do people stay?</h4>
It&rsquo;s a question many brokerage leaders are reflecting on as they face looming retirements and increased competition for skilled talent.1 While salary, benefits, and flexibility are top concerns, the decision to stay with an employer often comes down to less tangible factors: a workplace that feels welcoming and fair, values employees&rsquo; contributions, and provides opportunities for growth.&nbsp;
The engine behind this culture is diversity, equity, and inclusion (DEI), and recent research shows just how powerful it can be for brokerages. The 2025 Canadian Underwriter National Brokerage DEI Survey, sponsored by Sovereign Insurance, found that more than half of brokers (51%) believe improved retention is a key economic benefit of DEI, demonstrating that inclusive practices are smart business investments.&nbsp; When asked about benefits that contribute to a positive culture and support retention, brokers cite the following that are directly supported by effective DEI practices:
<ul>
<li>mutual respect and a welcoming environment (70%)</li>
<li>greater fairness and transparency (52%)</li>
<li>increased personal growth opportunities (48%)</li>
<li>better collaboration and cohesion (43%)</li>
</ul>
The findings make it clear: DEI is a proven driver of employee retention in the insurance sector, delivering measurable economic benefits by creating workplaces where people want to stay, grow, and contribute. &ldquo;Inclusivity isn&rsquo;t just the right thing to do. We know it drives performance,&rdquo; states Colette Taylor, Chief Operation Officer (COO) at Sovereign Insurance. &ldquo;In fact, 71% of the brokers surveyed cited that DEI drives performance within their own workplace&hellip; Some of those benefits are better employee retention, better customer satisfaction, increased innovation, and overall engagement of their employees. That&rsquo;s the ROI of inclusion.&rdquo;&nbsp; Conversely, overlooking DEI can put retention and business outcomes at risk, leading to the loss of strong employees, top talent, and even customers. It also limits the diverse perspectives that are critical for innovation and effective decision-making in insurance.&nbsp; In fact, the survey found that nearly three-quarters of brokers (74%) have left or considered leaving their workplace due to a toxic culture (45%), lack of mentorship (31%), and mental health struggles (26%). Lack of career advancement opportunities, discrimination, microaggressions, and feeling unwelcome are also cited as concerns.&nbsp; For insurance leaders, these findings underscore the importance of deepening their focus on DEI&mdash;recognizing it as a strategic investment in talent retention, workforce resilience, and long-term business success.&nbsp;
<h4>Here are a few ways to put a meaningful DEI strategy into action:</h4>
Create a welcoming environment: A warm and inclusive workplace not only helps employees feel valued and supported, but it also has a positive impact on retention.2 This type of environment isn&rsquo;t created by chance, but by intentional design. In practical terms, it encompasses everything from inclusive policies and communications to accommodating physical spaces to employee resource groups (ERGs) where employees can support each other.3 Related: <a href="https://www.sovereigninsurance.ca/advice-and-tools/hot-topics/is-your-team-silent-or-safe-creating-space-for-respectful-dialogue" title="" target="_blank" rel="noopener">Is your team silent or safe? Creating space for respectful dialogue</a>
Development inclusive career pathways: Equitable career pathways ensure all employees have the opportunity to grow and succeed. Key actions include providing mentorship programs, training opportunities, and career guidance that break down barriers to advancement. &nbsp;Promoting equity in leadership opportunities is also critical. This involves proactively seeking out talent from underrepresented groups for leadership roles and addressing biases in hiring and promotion processes.4
Related: <a href="https://www.sovereigninsurance.ca/advice-and-tools/hot-topics/mentorship-the-underused-dei-superpower" title="" target="_blank" rel="noopener">Mentorship: The underused DEI superpower</a> Recognize diverse contributions and achievements: Embracing diversity builds a more inclusive environment where everyone feels valued and empowered to contribute, ultimately leading to higher employee engagement and retention.5 Equally important is recognizing individual achievements, which strengthens the workplace community overall. A study by Gallup and Workhuman found that when employees have a strong workplace community, they&rsquo;re more likely to feel like they belong, which translates to a 43% increase in retention.6
As brokerages face a talent shortage, it&rsquo;s clear that DEI is not a temporary initiative or checkbox exercise&mdash;it&rsquo;s a key driver of retention. Creating workplaces that are welcoming, fair, and inclusive not only helps employees stay; it positions businesses for long-term success.&nbsp;

Sources 1 Canadian Underwriter, &ldquo;<a href="https://canadianunderwriter.ca/news/industry/addressing-a-shortage-of-qualified-commercial-underwriters/" title="" target="_blank" rel="noopener">Addressing a shortage of qualified commercial underwriters,</a>&rdquo; Nov. 28, 2023, updated Oct. 30, 2024 2 &nbsp;Culture Partners, &ldquo;<a href="https://culturepartners.com/insights/new-employees-nurturing-a-welcome-environment/" target="_blank" rel="noopener">New Employees: Nurturing a Welcoming Environment</a>,&rdquo; April 11, 2024.&nbsp; 3 The Inclusive Workplace, &ldquo;<a href="https://theinclusiveworkplace.ca/en/articles/create-a-welcoming-workplace" title="" target="_blank" rel="noopener">Creating a Welcoming Workplace.</a>&rdquo;&nbsp; 4 Diversio, &ldquo;<a href="https://diversio.com/dei-employee-retention/" title="" target="_blank" rel="noopener">DEI and Retention: How Inclusive Practices Boost Employee Loyalty,</a>&rdquo; April 30, 2024.&nbsp; 5 Diversity Resources, &ldquo;<a href="https://www.diversityresources.com/building-better-teams-why-diverse-perspectives-drive-success/" title="" target="_blank" rel="noopener">Building Better Teams: Why Diverse Perspectives Drive Success</a>.&rdquo;&nbsp; 6 &nbsp;Forbes, &ldquo;<a href="https://www.forbes.com/sites/karadennison/2024/09/13/why-recognition-could-be-the-key-to-employee-engagement-in-2025" title="" target="_blank" rel="noopener">Why Recognition Could Be The Key To Employee Engagement In 2025,</a>&rdquo; Sept. 13, 2024.

The power of DEI in retaining talent

It&rsquo;s mid-afternoon, and a few colleagues gather around the office coffee machine. Small talk quickly turns to an upcoming election, and a manager enthuses about a candidate with a poor record for gender equality. A new employee fights the urge to speak up, deciding it isn&rsquo;t worth the risk. She walks away quietly, feeling deflated.&nbsp;
Down the hall, a leadership meeting gets tense as they discuss whether to support a new return-to-office policy. Some leaders argue it will strengthen the company culture, while others worry it will disproportionately impact employees with caregiving responsibilities. The discussion gets personal, and by the end of the meeting, there&rsquo;s no clear resolution.&nbsp;
This may seem like just another day in the office, but these scenarios illustrate a serious challenge many companies face today: polarization. In the workplace, polarization is defined as a division of two sharply contrasting groups or sets of opinions, beliefs, or interests. It can take many forms, from disagreements on political and social issues to clashing viewpoints on company-wide matters.1&nbsp;
Polarization comes at a high cost: It can erode trust, morale, communication, and productivity.2 In Canadian Underwriter&rsquo;s 2025 DEI Survey, sponsored by Sovereign Insurance, 58% of brokers say polarization affects their work life, up from 49% the previous year. The most common effect cited is being less likely to talk about controversial topics (40%). If a polarizing discussion does take place, 73% of brokers cite concerns including reduced morale and engagement (40%), poor teamwork (38%), and a toxic culture (32%).&nbsp;
For leaders, the survey reveals a fear of division, a decline in morale, and breakdowns in communication&mdash;all of which threaten the relationship-based culture of brokerages. Despite these risks, many leaders are uncertain about how to facilitate polarizing discussions or don&rsquo;t feel equipped with the right tools to guide respectful dialogue.&nbsp;
While polarizing discussions can feel threatening, they don&rsquo;t have to derail your workplace. Brokerage leaders can lean into diversity, equity, and inclusion (DEI) principles to turn polarizing discussions into constructive dialogue. With intentional leadership and a DEI-informed approach, you can create a culture where people feel safe, respected, and able to speak openly.
Leverage existing DEI practices as your foundation. DEI practices already embedded in your brokerage give you a strong foundation to navigate tough conversations by reinforcing respect, fairness, and belonging.&nbsp;
One key practice is active listening. Leaders can model this by listening closely, refraining from interrupting and dismissing other viewpoints, and avoiding judgement. Even if you disagree, it&rsquo;s important to indicate you still hear the other person. Active listening also goes both ways: Practice reciprocity by asking someone if they&rsquo;re open to hearing your viewpoint. This reminds people of fairness and respect. If you actively listen and validate differing points of view, others will be more willing to do the same.3
Teresa Hopke, president of Talking Talent, a global gender diversity consulting firm, highlights the power of being open. &ldquo;When we encourage our teams to take on new perspectives and consider the experiences of others, we help cultivate a critical skill that directly combats polarization: curiosity,&rdquo; she writes. &ldquo;When we take the approach of continuously learning and asking questions, we&rsquo;re far less likely to get stuck in intractable conflict.4
Create structured, safe spaces for dialogue. Polarizing topics often make people afraid to speak up. Psychological safety&mdash;another core DEI practice&mdash;helps leaders create safe, respectful spaces for honest dialogue, even when opinions differ. It means people can share their opinions, ask questions, or challenge ideas, without fear of being punished, or feeling embarrassed or humiliated.5 &nbsp;In turn, this reduces the risk of self-censorship, conflict, and disengagement, while strengthening trust across teams.
When political or social issues arise, leaders can set the tone for how those discussions unfold. Reinforce that the organization values and respects all employees, including those who think or behave differently from others.6&nbsp;
When it comes to work matters, leaders should model, encourage, and support healthy conflicts, which also builds comfort in addressing more personal or sensitive topics. As workplace expert Emily Killham writes, &ldquo;Employees who know they are safe to speak up about work matters without negative consequences are more likely to feel comfortable respectfully dissenting when the matter is personal, while still maintaining teamwork.&rdquo;6
Turn polarization into an opportunity with values-aligned leadership. Leaders can build understanding, deepen relationships, and model the inclusive behaviours teams expect by viewing polarization as an opportunity. For example, imagine a manager who truly understands an employee&rsquo;s perspective, even if their political views diverge. That empathy becomes a catalyst for building trust, enabling a deeper connection and mutual understanding. One structured approach to fostering a more harmonious and cohesive workplace is known as the &ldquo;ART&rdquo; of navigating polarization: Acknowledging differences, showing respect, and cultivating trust.7
Even with the best intentions, conflicts at work can escalate and become polarizing. Actively managing conflict, not avoiding it, is critical. When leaders demonstrate that they intend to find solutions that work for everyone, people feel assured that their voices and experiences matter. And when leaders model good conflict resolution, it can have a powerful ripple effect across the organization. As Ms. Hopke writes, &ldquo;It&rsquo;s hard to keep feeling polarized and angry when we know someone is listening closely.&rdquo;8
By leaning on DEI practices such as creating respectful places and modelling inclusive behaviours, leaders make their teams safe, not silent. In this space, polarization becomes a catalyst for a culture of respect and fairness, where people feel valued and heard.
Sources&nbsp; 1,2 The Myers-Briggs Company, &ldquo;<a href="https://www.themyersbriggs.com/-/media/Myers-Briggs/Files/Resources-Hub-Files/Webinar-Resources/Webinar-support-files/Polarization-in-the-Workplace.pdf" title="" target="_blank" rel="noopener">Polarization in the Workplace: Navigating Opposing Viewpoints Constructively</a>,&rdquo; April 22, 2025&nbsp; 3 Achieve Centre for Leadership, &ldquo;<a href="https://achievecentre.com/blog/navigate-polarizing-conversations/" title="" target="_blank" rel="noopener">4 Tips to Help You Navigate Polarizing Conversations</a>&rdquo; 4,8 Forbes, &ldquo;<a href="https://www.forbes.com/sites/teresahopke/2024/10/29/with-tensions-running-high-heres-how-to-combat-polarization-at-work/" title="" target="_blank" rel="noopener">With Tensions Running High, Here&rsquo;s How To Combat Polarization At Work</a>,&rdquo; Oct. 29, 2024 5 Center for Creative Leadership, &ldquo;<a href="https://www.ccl.org/articles/leading-effectively-articles/what-is-psychological-safety-at-work/" title="" target="_blank" rel="noopener">How Leaders Can Build Psychological Safety at Work</a>,&rdquo; April 10, 2024.&nbsp; 6 Perceptyx, &ldquo;<a href="https://blog.perceptyx.com/the-need-for-psychological-safety-when-discussing-politics-at-work" title="" target="_blank" rel="noopener">The Need for Psychological Safety When Discussing Politics at Work</a>,&rdquo; Nov. 3, 2022.&nbsp; 7 SFU Beedie School of Business, &ldquo;<a href="https://www.sfu.ca/beedie/faculty-and-research/research-insights/2023/08/navigating-political-differences-at-work/" title="" target="_blank" rel="noopener">Navigating political differences at work: Building trust and understanding,</a>&rdquo; Aug. 17, 2023

Pride Month Commemoration Guide 2023

Pride Month Commemoration Guide 2023

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