Belonging Is a Leadership Responsibility: What New Canadian Research Tells Us About Inclusive Environments

Good intentions matter. But are we equipping the people in our organizations with the skills to turn them into action?

What if one of the most important things we can do to support transgender and nonbinary young people isn't something we do at home — but something we do in the communities where they learn, work, play and grow?

On October 20, 2026, the Royal Society of Canada released a significant research report, The Health and Well-Being of Trans and Nonbinary Youth in Canada.

The report brings together Canadian research examining mental health, minority stress, family support, gender-affirming healthcare and school environments.

Five important themes emerge from this research, including the protective role of family support, the impact of discrimination, the value of affirming environments and the importance of individualized care.

But one finding deserves particular attention from organizational and community leaders.

Creating safe, welcoming environments isn't the responsibility of families alone.

It's a shared responsibility — and leadership plays an important role.

The research: Our environments shape well-being

The report reinforces an important distinction.

The higher rates of psychological distress experienced by transgender and nonbinary youth are not inherent to their gender identities.

Stigma, discrimination, bullying and hostile social environments are major contributors.

The encouraging finding?

Supportive, affirming environments can substantially reduce these disparities.

While parental support is one of the strongest protective factors, researchers also highlight the importance of supportive school staff and peers, inclusive policies, curricula and welcoming school climates.

This is important because young people don't experience belonging in just one place.

They move between classrooms, recreation facilities, sports teams, camps, workplaces and community programs.

And in each of those spaces, someone is responsible for shaping the experience.

Beyond good intentions: Three ways leaders can make a difference

If you're responsible for a team, a program or an organization, there's an opportunity to turn this research into practical action.

Here are three places to begin.

1. Build confidence in everyday communication

Most people want to be respectful.

• But what happens when someone gets a name or pronoun wrong?

• When a staff member makes an assumption about someone's identity?

• Or when a colleague witnesses an uncomfortable interaction and isn't sure whether to step in?

These are the moments when inclusive communication skills matter.

Leaders can normalize respectful language, demonstrate how to acknowledge and repair mistakes, and create opportunities for staff to ask questions without judgment.

The goal isn't perfection.

It's helping people respond with greater understanding, confidence and care.

2. Make inclusion part of everyday operations

An inclusive policy is a foundation. But policies only make a difference when people know how to put them into practice.

Consider a young person joining a community recreation program.

• Do registration processes make unnecessary assumptions about gender?

• Can someone raise a concern about exclusion without fear of dismissal?

• Do employees know what to do if a participant is repeatedly misgendered or made to feel unwelcome?

Inclusive leadership means looking beyond what's written in a policy and considering how people experience your organization every day.

A policy can establish expectations. Our everyday actions bring them to life.

3. Equip the people who influence belonging

Think about a young person's typical week.

They may interact with teachers, coaches, camp counsellors, lifeguards, healthcare professionals, volunteers and front-line employees.

Each of these individuals has an opportunity to contribute to a respectful, welcoming environment.

'But are we equipping them to do so?'

It's unreasonable to expect someone to consistently demonstrate communication skills they've never been taught.

Practical learning provides a foundation for understanding gender diversity, recognizing assumptions, responding appropriately when mistakes happen and addressing exclusion before it becomes an accepted part of organizational culture.

These skills don't just support transgender and nonbinary people.

They contribute to more thoughtful, respectful communication across the organization.

From understanding to action

Through my work with organizations and community leaders, I've noticed something.

People often want to do the right thing. They just aren't always sure what that looks like in a real-life situation.

And that's an opportunity for leadership.

Rather than relying on one person in the organization to have all the answers, we can develop shared understanding and practical skills across our teams.

This is the thinking behind Beyond Binary, Building Belonging (BB4I), Simply Good Form's online learning series.

BB4I is designed to make gender-inclusive education accessible and actionable — helping participants build foundational understanding, navigate real-world communication challenges and strengthen their confidence in everyday interactions.

Through flexible e-Learning and opportunities for deeper discussion, organizations can support staff learning without relying exclusively on traditional full-day workshops.

Because inclusive communication shouldn't be something we simply expect people to know.

It's something we can teach, practise and strengthen.

A leadership question worth asking

The Royal Society of Canada's report focuses on the health and well-being of transgender and nonbinary youth.

Its findings make a compelling case for the importance of supportive school environments.

For those of us leading workplaces and community organizations, the report also offers an opportunity for reflection.

It's one thing to say everyone is welcome.

It's another to make sure the people representing our organizations know how to demonstrate that welcome in practice.

So perhaps the question isn't simply:

'Does our organization value inclusion?'

But rather:

'Have we equipped our people with the skills and confidence to make inclusion part of their everyday actions?'

Because belonging doesn't happen by accident.

It's shaped by what we say, what we do and how we lead.

Turn understanding into action

Good intentions matter. Practical skills make the difference.

Explore Simply Good Form's Beyond Binary, Building Belonging (BB4I) online learning programs, designed to help organizations strengthen gender-inclusive communication through accessible, practical education.

Explore BB4I Online Learning: https://simplygoodform.com/bb4i-online-courses

Interested in bringing learning and facilitated discussion to your team?

Let's start a conversation about your organization's needs.

Research reference: Pullen Sansfaçon, A., Geoffroy, M.-C., Mizzi, R. C., Bernheim, E., & Weinberg, A. (2026). The Health and Well-Being of Trans and Nonbinary Youth in Canada. Royal Society of Canada.

https://rsc-src.ca/en/research-and-reports/health-and-well-being-trans-and-nonbinary-youth-in-canada