What does it take to earn this recognition and uphold this standard of accountability?

The assessment criteria are robust, grounded in validated National Guidelines, and designed to identify the specific policies, practices, and behaviours expected of accredited businesses and organizations.

Why are the criteria important?

The assessment process is built around two fundamental principles:

• Clear and Relevant Standards: The criteria are measurable and attainable, reflecting both current best practices and anticipating emergent needs in 2SLGBTQI+ inclusion.
• ‘Market Ready’ Focus: The standards are specifically tailored to meet the needs and interests of 2SLGBTQI+ consumers, ensuring accredited businesses are truly ready to serve 2SLGBTQI+ communities.

The Four Pillars of 2SLGBTQI+ Inclusivity

Accreditation is assessed through a holistic review centred on four distinct but related pillars. Applicants must meet the program standard for each of these categories to achieve the designation.

Providing Your Evidence

During the accreditation process, organizations are required to provide evidence to demonstrate they meet the program standard for each pillar. This evidence provides concrete proof of the organization’s adherence to the criteria.

Below, we have included a basic guide to each pillar, with examples of approved evidence pieces.

The examples provided are for guidance and illustrative purposes only. They are not meant to be copied verbatim and should not be repurposed without a thorough review by legal counsel. Organizational policies must be tailored to an individual company’s or organization’s specific needs, structure, and legal obligations under applicable federal, provincial, and territorial laws. The assessment process is nuanced; your evidence may need to be tweaked, enhanced, or otherwise adjusted based on the distinct size, structure, and offerings of your business.

The four pillars, when taken together, ensure a comprehensive approach to 2SLGBTQI+ inclusivity that establishes trust and demonstrates genuine accountability to 2SLGBTQI+ communities.

1. Policies and Practices

Program Standard:

The business/organization’s policies and practices are non-discriminatory and respectful of sexual orientation and gender identity.

Category Importance:

Organizational policies, whether formal or informal, articulate the values and priorities that direct its actions. They provide information and clarity to staff, volunteers and customers regarding organizational expectations. Practices are the expression of policies in action and of organizational culture. An organization that is 2SLGBTQI+ inclusive and affirmative will establish relevant and purposeful policies and practices.

Examples of Evidence/Indicators:

• Non-discrimination policies that ensure equal treatment of staff and volunteers.
• Equal administration of staff benefits.
• Policies and practices that show the organization follows sexual orientation and gender identity non-discrimination laws.
• Policies and practices that support transitioning employees.
• Anti-harassment policies that protect customers from other customers.
• Anti-harassment policies that protect employees/volunteers from other employees/volunteers and customers.
• Mitigation policies and response practices for negative customer and staff/volunteer experiences.
• Requirement for gender neutral restrooms for staff, volunteers and customers.
• Policies and practices reflect use of gender-neutral / respectful language in organizational operations (e.g., respect for personal pronouns).
• Policies and practices recognize differing administrative needs of staff/volunteers/customers (e.g. accessible forms that provide space for a legal name as well as a commonly used name).
• Policies and practices set expectations for – and responses to – staff behaviour outside of work.

Questions to ask:

Does your workplace…

• pay staff equally regardless of gender or gender equality?
• explicitly state adherence to the Canadian Human Rights Act in an Employee Handbook?
• have any specific policies that accommodate transitioning employees? e.g. space on relevant documents for a legal name as well as preferred name, inclusive medical leave policies etc.
• have an Anti-Harassment policy that covers customer behaviour?
• have a policy to review and address staff or customer experiences dealing with gender identity or expression?
• show respect for pronouns? e.g. included on name tags, the option to include pronouns in e-signatures etc.
• employ gender neutrality across communication and policies? e.g. an “other” and an opt-out option of gender identification.
• have any policies regarding respectful and inclusive after hours staff behaviour?

The following excerpt is courtesy of the YWCA Hamilton. The full policy, titled “Workplace Violence and Harassment Prevention Policy and Program,” can be accessed on their official website: ywcahamilton.org. It is provided as an educational example to illustrate the components of a public-facing anti-harassment policy in Ontario.

2. Training

Program Standard:

The business/organization provides diversity and inclusion training for staff and volunteers and contributes to public education on diversity and inclusion.

Category Importance:

Staff and other representatives of the organization require training before they can enact organizational policies. Providing or supporting ongoing staff and volunteer training on the importance of 2SLGBTQI+ inclusion is key. Training on how to operationalize inclusion in their respective roles is also critical. Training may be provided through in-house efforts, post-secondary education, community programming, or from other training providers.

Examples of Evidence/Indicators:

• Diversity, inclusion and sensitivity training that includes 2SLGBTQI+ specific training.
• 2SLGBTQI+ specific diversity training (e.g. trans-specific education).
• Communications training, including use of gender-neutral language and respect for personal pronouns.
• Educating customers and the public about respectful and welcoming diversity and inclusion practices and behaviours, (e.g. fostering allyship).
• Education about implicit bias and challenging gender-based assumptions.
• Training on recognizing and addressing gender-based violence and harassment.
• Positive changes in knowledge, attitudes and behaviours of staff, volunteers and customers.

Questions to ask:

Does your workplace…

• provide specific training programs or materials to staff, contractors and volunteers on 2SLGBTQI+ inclusion? Is this mandatory for all new hires?
• commit to diversity and inclusion training an ongoing commitment, or is it a one-time session?
• provide a plan for how new knowledge is shared with the team?
• have a plan to ensure that staff who take in-depth training share their learnings with the wider team?
• provide training on recognizing and addressing gender-based violence and harassment?
• educate its customers and the public about its commitment to diversity and inclusion?

Training Resources

The following list of training resources is provided for guidance. The CQCC has not conducted a formal, third-party review of all organizations and their offerings listed below. However, based on our knowledge and engagement with 2SLGBTQI+ communities and business sectors, these are considered reputable and are a good place to begin your search for training.

• CQCC’s Rainbow Ready Program: https://airtable.com/app9t9XDiaiZP0HG9/pagjpG1XTEJuQTWH8/form
• CQCC Events: https://queerchamber.ca/events/
• Gender-Based Analysis Plus (GBA+): https://women-gender-equality.canada.ca/en/gender-based-analysis-plus.html 
• Canadian Center for Diversity and Inclusion: https://ccdi.ca/
• Simply Good Form: https://simplygoodform.com
• Pride at Work Canada: https://prideatwork.ca/elearning/
• Feminuity: https://www.feminuity.org/
• MyWorkplaceHealth: https://www.youtube.com/@MyWorkplaceHealth
• The Canadian Centre for Gender and Sexual Diversity (CCGSD): https://ccgsd-ccdgs.org/
• Egale Canada: https://egale.ca/workplace-inclusion/
• Rainbow Health Ontario (RHO): https://www.rainbowhealthontario.ca/education/training/
• The 519: https://www.the519.org/education-training/
• LGBT YouthLine: https://www.youthline.ca/
• QMUNITY: https://qmunity.ca/education-training/training/
• Kind Space (Ottawa): https://kindspace.org/
• Accessibility Confident Employers (ACE) Project: https://theaceproject.ca/ace-training/

3. Commitment to Inclusive Leadership

Program Standard:

The business/organization demonstrates leadership and commitment to 2SLGBTQI+ inclusion beyond its day-to-day operations.

Category Importance:

Through its ongoing commitment to advancing or promoting 2SLGBTQI+ inclusion, the organization demonstrates leadership. Actions that demonstrate organizational commitment to 2SLGBTQI+ inclusion beyond day-to-day operations are another way for businesses/organizations to express their values and priorities. An explicit organizational commitment to 2SLGBTQI+ inclusion may take the form of investment in continuous improvement, engagement in the local communities, in the choice of partners and suppliers, or through another mode.

Examples of Evidence/Indicators:

• Renewable declaration of commitment to 2SLGBTQI+ inclusion programming.
• Continuous improvement commitments.
• Demonstrated community support.
• Demonstrated community engagement.
• Philanthropic initiatives (CSR).
• Selection or rejection of suppliers based on their values and priorities.
• Selection or rejection of partners (e.g., social media influencers) based on their values and priorities.

Questions to ask:

Does your workplace…

• have a formal, renewable declaration of commitment to 2SLGBTQI+ inclusion?
• demonstrate support and engagement with 2SLGBTQI+ communities? e.g. financial contributions, sponsorships, or event participation
• use the business’s platform or influence to advocate for or promote 2SLGBTQI+ inclusion in the broader communities?
• consider values and commitment to diversity when selecting suppliers or business partners?
• assure that the venues used, (e.g. shared workspaces, restaurants frequented for staff outings, event spaces etc), have 2SLGBTQI+ policies and practices?
• stop working with a partner in the event that they display anti-2SLGBTQI+ sentiments?
• support internal committees or groups, like a Diversity, Equity, and Inclusion (DEI) committee, that are tasked with advancing 2SLGBTQI+ inclusion?

The following excerpt is courtesy of the Canadian Tire Corporation (CTC) The full declaration, titled “Future-proofing Belonging; 2024 Diversity, Inclusion & Belonging Year-in-Review,” can be accessed on their official corporate website: corp.canadiantire.ca. It is provided as an educational example to illustrate the components of a public-facing commitment to inclusive leadership, in Canada.

Canadian Tire Corporation (CTC)’s commitment is articulated in its public-facing “Diversity, Inclusion & Belonging (DIB) Year in Review” and on its corporate careers website. This commitment is embedded in its business strategy and goes beyond simple statements.

Examples of CTC’s actions that serve as a declaration of commitment:

• Public and Measurable Goals
• Active Community Engagement
• Employee-Led Initiatives
• Strategic Philanthropic Efforts

This demonstrates that CTC’s leadership is committed to ongoing, measurable progress in its DIB strategy, proving that their commitment is not a one-off action but a fundamental part of their corporate identity.

Some organizations work a declaration of commitment into their yearly strategic priorities:

Declaration of commitment by [Organization Name]

We, the team at [Organization Name], do hereby declare our commitment to inclusive leadership and 2SLGBTQI+ inclusion by committing to the following actions:

• Supporting and promoting 2SLGBTQI+ inclusivity within our business/organization.
• Engaging with local 2SLGBTQI+ communities.
• Providing 2SLGBTQI+ inclusivity training to new and existing staff/employees.
• Recognizing and celebrating 2SLGBTQI+ histories and events.
• Reviewing our policies and practices every year for 2SLGBTQI+ inclusion.
• Implementing inclusive communication practices, such as using pronouns in internal and external communications (e.g., email signatures).
• [Add any other specific commitments here].

On [Date of Signing], [Name of Leader/Signatory], in their role as [Title of Leader/Signatory], signed this declaration to demonstrate the organization’s commitment to advancing 2SLGBTQI+ inclusion.

This declaration of commitment will be formally renewed every year on the anniversary of the signing date.

4. Culture of Inclusivity

Program Standard:

The business/organization has established an organizational culture that is 2SLGBTQI+-inclusive and affirmative.

Category Importance:

A culture of inclusivity demonstrates authentic organizational values and priorities. Organizational culture starts at the top and flows throughout an organization. Culture is reflected through an organization’s internally- and externally-focused policies, programs and behaviours. Internal culture is reflected, for instance, in human resource policies, senior staff directives and employee-employee conversations. External culture is reflected in marketing materials, supplier/ partner arrangements, and employee-customer interactions, etc. An organization that is 2SLGBTQI+- inclusive and affirmative will consciously embody and express its values.

Examples of Evidence/Indicators:

• A code of ethics that reflects 2SLGBTQI+ inclusivity.
• Commitment to 2SLGBTQI+ inclusive practices in mission, vision and/or values.
• Diversity statement, policies or equivalents that explicitly include 2SLGBTQI+ considerations, (may include policies referenced in the first pillar.)
• Commitment to providing accountable environments, practices and behaviours for staff, volunteers and customers, (e.g. accessible and adequate reporting procedures for gender-based violence and/or harassment).
• Satisfactory responses to negative customer experiences and to negative staff/volunteer experiences.
• Welcoming physical and virtual environments, (e.g. information, structures, resources).
• Marketing materials that feature language and/or imagery reflecting 2SLGBTQI+ communities.
• Use of gender-neutral and respectful language across operations.
• Positive staff, volunteer and customer views of organizational culture.
• Meaningful engagement with 2SLGBTQI+ communities.
• Commitment to fostering allyship.

Questions to ask:

Does your workplace…

• explicitly mention a commitment to 2SLGBTQI+ inclusivity in a mission, vision or value statements?
• physical or virtual environment signal a welcoming space for 2SLGBTQI+ communities? (e.g. displays of Pride or Progress flags in office or on websites).
• have gender neutral washrooms?
• include 2SLGBTQI+ reflective content in newsletters, on website, in social media posts or other marketing materials?
• measure or gauge the positive views of your organizational culture among staff, volunteers, and customers regarding inclusivity? (e.g. a feedback survey or positive reviews).
• have a concrete example of the appropriate steps taken to satisfactorily resolve a complaint or report of a negative visitor or employee experience?

The following example is courtesy of the Royal Bank of Canada. The full document, titled “Code of Conduct Integrity: Doing What’s Right”, can be accessed on their official website: rbc.com. It is provided as an educational example to illustrate the components of a public-facing code of conduct, in Canada.

Royal Bank of Canada, “Code of Conduct Integrity: Doing What’s Right”

The RBC Code of Conduct is a comprehensive document that outlines the company’s commitment to integrity, ethical behaviour, and legal compliance. It is publicly available on the company’s website. The code provides a framework for how employees should conduct themselves in various business relationships, including with clients, colleagues, and the broader communities.

The document is structured around several guiding principles:

RBC’s code also includes detailed sections on topics like conflicts of interest, protecting client information, and maintaining a respectful workplace, and it is a good example of a public-facing document that can be used as a reference.

Come along with the fabulous Morgan Mercury for our latest edition of “Out in the Capital!”
We are taking you into the heart of Ottawa to explore the Ottawa Art Gallery (OAG) .
Not only is the OAG a proud Rainbow Registered organization, you don’t want to miss the ‘Grotto’ exhibition, celebrating queer identity, on display until Feb 2026.

Grotto showcases a selection of artworks generously donated by Bill Staubi to the Ottawa Art Gallery (OAG) in 2024. This exhibition pays homage to Staubi’s unwavering support for queer artists and his deep-rooted commitment to Ottawa’s vibrant contemporary art scene. 

Staubi’s journey as an art collector began in 1978 with a modest purchase of five artworks from a grad school residence show. This initial spark ignited a lifelong passion for the arts and he developed an expansive collection reflecting his unique tastes, experiences, and perspectives. 

Over the last four decades, Staubi has consistently championed emerging artists and the queer community of Ottawa, solidifying his status as a beloved figure in the arts landscape. 

The exhibition title draws inspiration from Staubi’s iconic, cluttered half-bath installation, a personal grotto assembled from gifts, relics, and symbols of relationships. Much like Staubi’s grotto, this collection brings together artworks that delve into themes of queer identity, community-building, and activism, offering a powerful exploration of human connection. 

Curators: Sam Loewen & Caro Stewart

GROTTO
The Bill Staubi Collection
March 8, 2025 – February 8, 2026
Level 4
oaggao.ca

This season, make your holiday shopping a celebration of queer creativity and community. Our curated guide features incredible businesses that bring originality, style, and heart to every product and experience. These gifts are designed to delight—and they all come from businesses you’ll be proud to support.

Shopping from our Holiday Gift Guide means more than finding the perfect present. Each featured business is either Rainbow Registered >, recognized for creating 2SLGBTQI+ welcoming spaces, or a certified Diverse Suppliers >, representing queer-owned entrepreneurship at its best. 

Browse this celebration of community, creativity, and connection. From handcrafted treasures to innovative experiences, every item tells a story of its own. So whether you’re shopping for loved ones, colleagues, or even treating yourself, you can feel good knowing your gift makes a difference.

Every purchase helps strengthen a more inclusive Canada, uplifting local businesses, empowering queer creators, and celebrating diversity through the simple act of giving. 

Click Here to Start Shopping!

Why was becoming Rainbow Registered important for Canada Lands Company?  

“We were looking for feedback through the accreditation process on areas where we could improve or do even more,” explained Rev Brifkani, a member of Canada Lands Company’s Rainbow Connection employee resource group. “And we wanted to be able to show that we are accredited, so that members of the 2SLGBTQIA+ community know they are more than welcome in our attractions and offices.” 

How does the accreditation influence your ongoing work?  

“It continues to push us to ensure that we make even more improvements so that we can keep our accreditation,” said Brifkani.  

How does allyship show up inside your organization?  

Our preparations for Pride season start early, with staff and attractions across the country planning events tailored to their communities — from flags and special lighting to playlists and trivia. But the commitment doesn’t stop there. Year-round, employees benefit from inclusive language guides, specialized training, guest speakers, and even a guide to support employees and families navigating gender transition. Partnerships with organizations like Rainbow Railroad and volunteering at Casey House extend our allyship into the wider community.

What has been the broader impact of these initiatives?  

Employees who do not identify as 2SLGBTQIA+ have expressed their appreciation, because it has made them feel comfortable working with the company or knowing that it’s an inclusive environment when they might not fit the stereotypical expectations for their gender. For us, that’s exactly the point — inclusion benefits everyone.  

What advice would you give other businesses about inclusion?  

Keep demonstrating the business case of having welcoming and inclusive workplaces. Make EDI your company’s competitive advantage. Keep pushing and stay positive. A welcoming workplace will bring out the best in your employees, result in greater retention, and attract customers to your business.

Want to see how inclusion drives stronger workplaces and communities? Explore more stories from Rainbow Registered businesses and discover how your organization can join the network.

What is the inspiration behind Hazelview Properties becoming Rainbow Registered? 

Inclusion for us is really part of how we create value. Pursuing this accreditation reflects our belief that communities are really built on safety, respect, and belonging and the accreditation supports that in many ways. It was really an opportunity for us to commit to what we already have in place by way of our practices. 

What does allyship look like for your organization through Pride and beyond? 

Pride season doesn’t necessarily begin or end in June. We look to build allyship in how we operate. We have a really robust employee training platform that we have both mandatory and optional elements for all team members to take advantage of. We do Speaker Series events where we bring in dedicated speakers from both the pride community as well as outside to talk about allyship and support. We also have inclusive hiring practices, resident programming, and policies that look to support our team year-round. When pride season comes around, it’s more about how we can use our platform to amplify voices and share stories and remind communities that inclusivity isn’t just a seasonal effort.

What is the role of inclusion in your organization? 

For us, inclusion is essential; it’s part of our cultural foundation. It’s a social responsibility and deeply embedded in the work we do. We genuinely feel that it builds stronger teams and supports with diversity of thought, and it goes a long way when it comes to residents if they feel safe and secure in the place they call home.

What is the impact of the inclusive culture that has been built at Hazelview? 

We have yearly cultural engagement surveys that we send out to our team. A prideful moment for us is that 90% of our team members say that people are treated fairly here at Hazelview, regardless of their identity. I think it’s really a testament to the work we’ve done in the culture we’ve built.

Want to see how inclusion drives stronger workplaces and communities? Explore more stories from Rainbow Registered businesses and discover how your organization can join the network.

What does the Rainbow Registered milestone mean for Sobeys? 

Becoming Rainbow Registered is part of our journey, not the destination. It reinforces our conviction that fairness and inclusion are foundational to our success as a business. We remain focused on ensuring teammates feel safe and included, and that our organization reflects the customers we serve in the many communities where we operate from coast to coast.

How is inclusion embedded into everyday work at Sobeys? 

The accreditation prompted new conversations across our teams and inspired us to think differently. For example, our real estate and construction group is now weaving inclusion into office renovations. Small but visible gestures are becoming more common as well — teammates adding pronouns to email signatures, displaying Pride flags at their desks, or joining working groups to support inclusion initiatives.

What role does Pride play in your culture? 

Pride is a highlight every year. In 2023, more than 450 teammates, along with friends and family, joined Pride parades across the country — our biggest turnout yet. But allyship goes beyond June. Leadership support, inclusive supplier partnerships, and educational initiatives like our Allies Of series help sustain momentum year-round.

How do you ensure inclusion efforts stay responsive and meaningful? 

We rely on structures like our DE&I Council, a 2SLGBTQIA+ working group, and listening sessions with teammates. These platforms ensure that initiatives are informed by lived experiences, not just policies. Rainbow Registered is one important part of this ongoing work.

Want to see how inclusion drives stronger workplaces and communities? Explore more stories from Rainbow Registered businesses and discover how your organization can join the network.

Have you ever wanted to go over the rapids of the great Ottawa River / Kichi Sibi?
Experience the rush of water and serene peace of tree lined corridors? Feel safe, content + exhilarated?
World-class adventure is just a drive away at OWL Rafting – white water rafting for everyone!

Hi, I’m Morgan Mercury – an Ottawa-based drag king, and creator of Fairy Cowboy Tours, (queer history of Ottawa walks, talks and bikes). I’m partnering with Rainbow Registered to highlight queer friendly businesses and organizations in the national capital region.

First stop – OWL Rafting in Foresters Falls, ON, part of the Ontario Highlands region, just an hour and a half drive outside of downtown Ottawa.

It’s early morning, aka 6:30 AM – YIKES.
As a drag king, I work in nightlife – my sleep schedule is usually getting up closer to 10am. But today is worth waking up for – I’m going RAFTING!

Starting with a scenic drive through the Ottawa Valley, I arrive at 8:05 AM at the gorgeous OWL Rafting facilities, taking in cutie cabins for overnight stays, an inviting beach with kayaks, and a spacious pavilion for meals and gathering. After checking in, I head over to the briefing – where our raft trip leader shares lots of info about how to stay safe on the water, emphasizing a “challenge by choice” model, with low, medium and high intensity routes down the rapids. It gave me a lot of confidence and knowledge about what to expect and mitigated any fears of falling in!

We suited up in wetsuits, (the water was still pretty chilly in early June), lifejackets, helmets, (I attached a mini cowboy hat to mine), and grabbed a paddle. To complete the look, I wore a pink tutu and rainbow jacket. After a short drive to the put-in, the rafts are loaded off the bus, and ready to be floated down the river!

The rest of the folks who were in my boat were all from out of Canada (Germany, Belgium and the UK) – demonstrating how world-class Ottawa River rapids are. We paddled together through seven different rapids, the waters splashing and spinning our boat with teasing power. For the biggest rapid of the day (which was a little too scary for me!), we refuelled with some trail mix and juice on the shore, watching the daredevils in the rushing foaming waves, bouncing amidst the rocks and trees.

The best part of the day for me was seeing my favourite bird, a great blue heron, fly overhead and indulging in a post-paddle photoshoot and deliciousm, chicken barbeque meal on the pontoon boat.

As a Rainbow Registered business, OWL Rafting has demonstrated diligence and effort with making their space safe and inclusive to queer folks of all identities. In the past, I have felt nervous about appearing too queer to fit into a more sports/active space. In a lot of outdoor sports spaces, the male/female binaries are very rigid, which makes it a challenge to see myself in outdoor sports as a non-binary/gender-fluid person.

Jill from OWL Rafting shared that being Rainbow Registered provides OWL Rafting with a platform through which they can explicitly demonstrate their commitment to inclusivity, and that it also holds them accountable with best practices to support the queer community.

“Historically, urban centres have been places where it’s maybe easier to gravitate towards queer communities. But in this region which is relatively rural, I was taking a look at the map functionality on the Rainbow Registered website, and it’s cool to see all these little businesses popping up. It’s this warm cozy feeling that all of these establishments have taken that step to be really loud about the fact that they want queer people in their spaces, and just making this region in general, the Ottawa Valley and the Ontario Highlands, more accessible as well.”

All of the OWL Rafting staff were wonderful, with so much knowledge and passion about rafting and the river. All of the interactions I had were so kind, welcoming and chill – special shoutout to Alex our guide! The overall rafting experience was well-spaced, (some nice easy paddling in between rapids), and well-supported by the staff – the comfort and safety of participants is key. I left wanting more – MORE paddling, rafting and experiences with the river!

After grabbing a snack for the road from the OWL Cafe, checking out all the cool sunglasses at the merch shop, and waving goodbye to the three pigs who live near the staff area – I headed back along the dusty two-lane highway to bustling Ottawa.

“Rafting at the heart of it, is all about breaking down barriers in terms of accessing the river. [..] We [OWL Rafting] feel super lucky to be in a position to be able to introduce folks to the river.”

Another beautiful day of being Out in the Capital – check out this video for more on the experience at OWL Rafting and stay tuned for upcoming content from Rainbow Registered!

Watch the full video of Morgan’s experience:

Toronto (ON) – January 19, 2023 – Feeling safe and welcomed is statistically the number one consideration for 2SLGBTQI+ travellers and our families worldwide when planning a trip, based on a 2020 survey done by the CQCC. We want to ensure we have an amazing time in places where we are more than just tolerated or accepted – instead, we are welcomed and appreciated.

Canada has numerous hotels, restaurants, and attractions that openly embrace diversity and inclusion. They have committed to do more than put a Pride flag in a window. Rainbow Registered businesses have gone through a rigorous process to become accredited as 2SLGBTQI+ friendly with the only certification endorsed by the Federal government of Canada. Being Rainbow Registered demonstrates a commitment and consistent effort to provide a welcoming and accepting experience for 2SLGBTQI+ customers through progressive policies and practices.

“We welcome guests from around the world to explore the Rideau Canal, one of Canada’s UNESCO World Heritage sites. It was important for us to let the 2SLGBTQI+ community know that when they are on our boats and interacting with our staff that they are free to be their authentic selves,” says Lisa Mclean, Long Haul Marketing for Le Boat. “The Rainbow Registered accreditation lets our guests know that they will be warmly welcomed in a safe and inclusive environment.”

Whether part of the 2SLGBTQI+ community or wanting to learn more about the businesses who support us, planning your next trip to Canada should include a visit to www.rainbowregistered.com.

Rainbow Registered Sets the Bar for Corporate 2SLGBTQI+ Inclusivity

The program sets a rigorous set of standards that companies must meet before earning the Rainbow Registered mark and the benefits that go along with it. The standards focus on four key areas, including policies and practices, training, commitment to inclusive leadership, and a culture of inclusivity. The program starts by encouraging businesses to look inward, examining how they are operating and doing business, finding areas that may perpetuate unconscious biases, then working closely with CQCC to forge a path forward to becoming more inclusive.

“The Rainbow Registered program is a way for companies to affirm their position on LGBTQ+ rights and make it clear what their stance is,” said Darrell Schuurman, Chief Executive Officer of Canadian Queer Chamber of Commerce. “It’s no longer enough to talk about inclusivity. Consumers and employees around the world are now wanting clear actionable steps that show a business’s values align with their own.”

Find out more about Rainbow Registered businesses at www.rainbowregistered.com today!

About the Canadian Queer Chamber of Commerce

Canadian Queer Chamber of Commerce (CQCC) links 2SLGBTQI+ businesses in Canada to the wider business and corporate community. It fosters economic growth by supporting and nurturing 2SLGBTQI+ businesses, entrepreneurs, students and allies and by helping Canada’s corporate world connect with the 2SLGBTQI+ business community. queerchamber.ca

Media Contact

Rainbow Registered Team

[email protected]

My arrival in Kingston started with a chilled glass of rosé at the Frontenac Club enjoyed as the afternoon sun set over the city. The newly renovated hotel has made the most of the building’s first iteration as one of the country’s first branches of the Bank of Montreal. There’s a historian on site should guests want a guided tour of the hotel and all its nooks, and the old bank vault is available for booking for wine tastings.

It’s an ideal modern base to explore the region’s natural gems. A 30-minute drive along the north shore of the St. Lawrence takes you to the heart of Gananoque and the Thousand Islands. Many take to the skies via helicopter to see the 1,800-plus islands that populate Thousand Islands National Park. I opted to get up close at their level – at least as level as I could be while paddling around the islands in a kayak.

The half-day excursion with 1000 Islands Kayaking took our small group of paddlers around several islands, and our two guides explained the ecological characteristics of the region, a peaceful introduction to this unique environment.

In the afternoon, I saw the land in a very different way – amid the company of very friendly donkeys at Berry Homestead Farm. Thirty minutes north of Gananoque, this off-the-grid farm is run by a couple who seek to maximize their land in every possible, from donkey-powered farming to water collection to interactive visits for guests. Guided tours, by appointment, include an explanation of the evolution of the farm and its comprehensive and self-sustaining production systems as well as quality time petting and brushing with the donkeys.

The next day I headed north of Kingston to Frontenac Provincial Park for a guided walk with Firefly Adventures, an outdoors education company that specializes in canoe trips and wilderness trips. Walt Sepic, the company’s founder, knew the trails to take to avoid other hikers so that it felt like we had to the park to ourselves.

The park, which sits on the southern edge of the Canadian Shield, doesn’t have the same name recognition as Algonquin or Sandbanks, but is deserving of attention. It’s the result of glaciers scraping away at mountains that at one point were higher than the Rockies, and today is filled with canoe routes, hiking trails, fishing spots and campsites.

Returning to the city each night was energizing. Unplugging and immersing myself in nature during the day meant I was ready to plug in to downtown’s buzz, visiting places like Stone City Ales and Bayview Farm Restaurant for indulgent meals. It’s all about balance, after all.  

Niagara Parks Power Station

The restored generating station was a source of hydro power for Canadians for 100 years. Now, it’s reopened as a historic monument and museum, showcasing the power of the Horseshoe Falls – “the science of power” it proclaims – as well as a unique nighttime experience called Currents: Niagara’s Power Transformed, an interactive and immersive light show set to music.

Living Museum Tours

Launching this year, these tours will present visitors with a unique look at the Niagara region – a place Haudenosaunee and Anishinaabek peoples have inhabited for 13,000 years. Along with sightlines of the falls, tour attendees will learn about the geology of the Niagara Escarpment as well as the history of the area from an Indigenous perspective, including locations associated with the War of 1812. Stops on the tour include the Indian Council House (The Commons) near Fort George and the Willowbank School of Restoration and Indigenous Community Love Garden.

Sheraton Fallsview

The hotel with the best view of both the U.S. and Canadian falls has undergone an expansive $50-million renovation recently refreshing both rooms and restaurants. Also getting a makeover – the spa. The hydrotherapy infinity tub, for instance, has stellar views of the falls thanks to floor-to-ceiling windows, as does the spa’s lounge where guests await treatments and relax and socialize post appointment. And the hotel’s rooftop pool now has 10 private cabanas available to guests, four of which have view of the falls – an unmatched aerial view of the natural wonder.

AG Inspired Cuisine

Taking advantage of the region’s rich, fertile soil, the menu at AG Inspired makes use of the bounty provided by farmers and producers in the Niagara region. And the restaurant even has its own small farm, making its menu quite literally farm to table. The prix-fixe three-course menu features dishes like, roasted bone marrow, juniper-dusted duck breast and cranberry poached pear.