The village’s role as a commercial district and as a site of cultural capital is unique. Church and Wellesley is a living business ecosystem that reflects the intersection of identity, advocacy, and economic vitality, having driven tourism, entrepreneurship, and the creative industry in Toronto for decades.

What happens when community, activism and business collide? It happens more than you think, and Toronto’s gay village reflects the benefits of keeping the human side of business at the forefront.

A Village Built on Visibility

In the 1970s and 80s, as police raids and social marginalization pushed gay bars and community hubs from the periphery to central, urban neighbourhoods, the Village offered both affordability and proximity to downtown. Early businesses, many of them bars, cafes, and bookstores, were not just commercial ventures but sanctuaries. Places like The Barn, Chatelaine’s, and Glad Day Bookshop were deeply tied to political organizing and social support networks.

That dual purpose as both business and safe space shaped a unique commercial identity. It wasn’t just about making money; it was about building visibility and sustaining a community. The early economy of Church-Wellesley was activist by necessity, with businesses often operating under the threat of discrimination or violence. In this sense, the Village’s economy was inseparable from its identity.

Over the years, the Village’s commercial and cultural influence expanded, shifting from underground necessity to celebrated centrepiece, all the way up to present-day Pride Month, now one of Toronto’s most significant economic drivers.

Pride as a Growth Engine

Today, Pride Month is one of Toronto’s most profitable seasonal events, bringing in over $300 million in economic impact in a typical year. Much of that activity is concentrated in and around Church and Wellesley. Restaurants, local retailers, event organizers, and production companies benefit from the influx of people, and Pride-related spending supports hundreds of temporary and permanent jobs.

Pride Toronto has grown from a protest march into a global-scale festival, but Church-Wellesley remains its heart. For small businesses, the weeks surrounding Pride are crucial to annual revenues. Pop-ups, partnerships, and branded sponsorships line the streets, and business owners often plan inventory, staffing, and marketing strategies around the event. In this sense, Church-Wellesley functions like a cultural engine, turning identity into economic momentum.

But this success also underscores a growing tension. While Pride drives tourism, some long-standing community members worry about the commercialization of queer spaces. The question of who benefits economically looms large, but one thing is for certain: the village drives growth in a number of ways and cannot be discounted as an economic engine.

Gentrification and the Queer Economy

Like many urban cultural enclaves, the Village has not been immune to gentrification. Over the past two decades, the area has seen rising rents, condo developments, and a gradual shift in demographics. While change is inevitable, it has come at a cost to the small businesses that defined the Village’s character.

Independent LGBTQ2S+-owned businesses have faced mounting pressures from increasing real estate costs and changing consumer patterns. Chains and corporate franchises have slowly edged into the area, often offering more financial resilience but less cultural specificity. The closure of venues like Fly Nightclub and The Barn were not just economic losses, they were symbolic of a shift from grassroots queer enterprise to a more corporatized streetscape.

That said, the business environment is far from homogeneous. Many queer entrepreneurs continue to innovate within these constraints. Spaces like Glad Day Bookshop, which reimagined itself as a bookstore-bar-performance venue, show that resilience and adaptability is baked into the Village’s economic DNA. These hybrid models are not just about survival, they reflect an evolved understanding of community, experience, and commerce.

The Rise of Queer-Owned Businesses Across Toronto

While Church-Wellesley remains the symbolic and historical centre, LGBTQ2S+–owned businesses are thriving across the city, injecting inclusive values, creativity, and entrepreneurial spirit into Toronto’s broader economy.

One of the most visible success stories is Craig’s Cookies. What started as a home kitchen operation by actor-turned-baker Craig Pike has exploded into a Toronto-wide brand with multiple storefronts. Known for its nostalgic, joy-filled branding and Pride-forward packaging, Craig’s Cookies is a model of how queer identity can be a business advantage, standing proudly at the intersection of authenticity and mass appeal. Pike has spoken about the connection between his values and his business model, saying in a 2024 interview: “I saw how happy people got when their cookies were delivered to the door. I’m a queer man who owns a business. My ethics and my morals and what I stand for are mirrored in the business.”

Other standout businesses include El Pocho Antojitos Bar, a queer Latina-owned Mexican kitchen in the Annex that blends casual dining with community warmth; and Studio Fontana, a gender-affirming salon that regularly hosts drag and beauty workshops in the heart of the city’s Entertainment District.

Even retail and lifestyle spaces like Beadle, a queer-owned design shop in Roncesvalles, and the reinvented Glad Day Bookshop continue to redefine what queer entrepreneurship looks like. These ventures thrive by cultivating loyal customer bases, hiring inclusively, and contributing to neighbourhood identity even beyond The Village.

Innovation Through Inclusion

Church-Wellesley has also played a vital role in fostering inclusive hiring practices and serving as a training ground for LGBTQ2S+ professionals. For decades, businesses in the Village have offered opportunities to individuals who faced barriers elsewhere, whether in hospitality, retail, or the arts. In many ways, it has functioned as a micro-economy of inclusion.

There’s also a ripple effect. Businesses that started in the Village often go on to influence wider markets, bringing queer-centered design, marketing, and experience to more mainstream contexts. For example, queer-owned creative agencies and production companies now work with national and international clients, bringing a distinctly Toronto voice to global conversations.

One organization helping carry this momentum forward is Start Proud, a Toronto-based non-profit that operates one of Canada’s few dedicated LGBTQ2S+ professional accelerators. With a focus on mentorship, career development, and corporate inclusion, Start Proud connects queer professionals — especially those entering industries like finance, law, and tech — with resources and leadership networks. It reflects how queer-focused business infrastructure is evolving, moving beyond retail to influence Canada’s corporate and innovation economy.

Moreover, the Village has become a testing ground for public policy and business grants aimed at supporting equity-deserving entrepreneurs. Programs from the City of Toronto and BIA initiatives focused on the Church-Wellesley corridor have helped stabilize the area post-COVID, offering rent subsidies, outdoor dining infrastructure, and marketing funds to preserve its cultural and commercial vibrancy. 

Local City Councillor Chris Moise, who represents Ward 13 Toronto Centre, which includes Church-Wellesley, and is one of the city’s openly gay elected officials, has been a vocal advocate for the economic and cultural importance of the Village. In 2023, he emphasized the critical role of small business support during Pride season, noting, “I have been working tirelessly … to support businesses in The Village, especially during Pride weekend.” Since then, Moise has supported BIA initiatives, called for increased city funding, and worked to ensure Pride events have the necessary infrastructure to benefit local entrepreneurs.

The Village as a Creative Economy

From drag performances to theatre, Church-Wellesley has long contributed to Toronto’s broader creative economy. Venues like Buddies in Bad Times Theatre have launched careers, hosted festivals, and incubated new works that go on to national stages. These artistic contributions generate economic value through ticket sales, tourism, grant funding, and employment.

It’s important to recognize that cultural production is part of the business environment, especially in a city like Toronto, where the creative industries account for over $11 billion in GDP. The Village may not resemble the financial district, but it plays a parallel role: attracting talent, creating jobs, and enhancing the city’s global brand.

The Business of Belonging

To view Church-Wellesley purely as a cultural district is to miss the full picture. It’s an economic microcosm shaped by identity and activism but driven by entrepreneurship, tourism, real estate, and creativity. The Village has always been both a neighbourhood and a business environment built on the principle that inclusion itself is economically powerful.

For Toronto to thrive as a global city, it must recognize the Village not as a niche, but as a nucleus, where culture, commerce, and community intersect in uniquely impactful ways. That recognition is more than symbolic, it’s smart business.

Michele Romanow is the co-founder of Clearbanc, a provider of revenue-sharing solutions to fund e-businesses. As the youngest “dragon” on CBC’s Dragon’s Den, her innovative approach to financing has provided entrepreneurs with alternative funding options, reducing reliance on traditional models.

“There’s still a lot of work to do but let’s not forget about how far we’ve come. Just looking back to my parents’ generation, my choices would’ve been limited to roles like being someone’s assistant – something I would have been very bad at. That’s why I’m so motivated by what we’re doing at Clearbanc. We’ve helped eight times more female founders get funding. Every day, we help more people build their dream no matter who they are or where they’re from. Whether you’re just starting out in your career or at the pinnacle, we should always look to the other women around us who have succeeded for advice.”

2. Eva Wong

Eva Wong is the co-founder and COO of Borrowell, a fintech company offering free credit scores and financial product recommendations. Her leadership in the fintech sector has opened doors for women in technology and finance, demonstrating the impact of diverse perspectives in traditionally male-dominated industries.

“I never imagined myself as a co-founder or working in tech. I’m not the kind of person who has a thousand business ideas. But I think that anyone can be an entrepreneur. You don’t need to have an “entrepreneurship gene.” My work has been super rewarding and it’s an opportunity to make a difference, even in terms of the company culture we’ve built—we’re gender-balanced and actually have slightly more women than men in senior roles.”

3. Emma Asiedu-Akrofi

Emma Asiedu-Akrofi is the CEO of Fora: Network for Change, an organization dedicated to advancing gender equality and empowering young women. With a background in community development and leadership at the Jean Augustine Centre, she champions programs that break systemic barriers and create opportunities for women in leadership.

“Exposure to leadership opportunities at a young age matters. It gives young people the freedom to explore, fail, learn, and grow without feeling like they’ve missed their chance. When youth facing racial and gender-based barriers have equitable access to opportunity, they can better chart paths that feel authentic to who they are.”

4. Farah Mohamed

Farah Mohamed is a Canadian women’s rights activist and social entrepreneur, renowned for founding G(irls)20, an organization that empowers young women globally through education, entrepreneurship, and leadership training. She also served as CEO of the Malala Fund, advocating for girls’ education worldwide. Currently, she leads The King’s Trust Canada, focusing on equity and sustainability initiatives. Her career is marked by a commitment to creating practical solutions to systemic inequities.

“Many immigrants — and especially refugees — will tell you that losing everything is jarring, but you don’t have the luxury of wallowing in it. You have to work harder than anyone else and create opportunities out of chaos. Your success becomes tied to your survival. Even after becoming a Canadian, that survivalist mindset sticks with you. I also recognize that in spaces traditionally dominated by white men, being the “only one” in the room can motivate you to open doors for others. It’s about creating opportunities for those who may not have had the same chances.”

5. Lorraine Godwin

Lorraine Godwin is the Vice President of Commercial at VerAI Discoveries, a company revolutionizing mineral exploration by deploying a groundbreaking artificial intelligence platform to detect concealed mineral deposits. In her role, Godwin leads go-to-market and business development efforts, partnering with mining companies to transform traditional exploration methods.

“When I graduated in Geophysics, I was 1 of 2 women graduates, and today I’m thrilled there are so many more women in science. Seeing more women in STEM and in leadership roles are two areas I’m passionate about. I was fortunate to have great mentors throughout my career, both men and women. Today there are more female leaders who can be role models and mentors to help other young women see themselves as future leaders.”

6. Mandy Rennehan

Mandy Rennehan is the founder and CEO of Freshco, a leading retail maintenance and construction company based in Toronto. Her innovative approach to business and commitment to empowering women in the trades have earned her numerous accolades, including Canada’s Most Admired CEO and the Toronto Region Board of Trade Business Leader of the Year.

“(The trades) industry was made for both genders. … I’m after people in their 20s, 30s, 40s, 50s, and 60s who say ‘I want to work with my hands. I want to build stuff. I want to build and maintain a new Canada.”

7. Joanna Griffiths

Joanna Griffiths is the founder and CEO of Knix, an innovative apparel brand known for its leak-proof menstrual underwear. Since launching in 2013, she has expanded Knix into a multi-product brand, raising $53 million in funding in 2021. Griffiths raised this money while pregnant with twins and spoke out against companies who are biased against pregnant CEOs and founders, citing her own experience. Griffiths has received numerous accolades, including Entrepreneur of the Year by Women of Influence in 2018.

“How many great opportunities are they missing out on because they hold these outdated views? There are lots of reasons to do some really hard thinking, read a couple of books and start to change.”

8. Jodi Kovitz

Jodi Kovitz is a Canadian lawyer and nonprofit executive, best known as the founder and former CEO of #MoveTheDial, a global movement dedicated to increasing the participation and leadership of women in technology. Under her leadership, #MoveTheDial impacted over 60,000 individuals worldwide, advocating for diversity and inclusion in the tech industry. In 2023, Kovitz was appointed CEO of the Human Resources Professionals Association (HRPA) in Ontario, bringing her visionary leadership to the human resources field. Her career exemplifies a commitment to empowering women and fostering equitable workplaces.

“You can only be what you can see, and you haven’t historically seen many women as tech icons. And the pipeline has been a huge challenge: getting girls interested and curious about pursuing STEM careers. We have to change the perception for girls, that it’s not just for boys to do coding. That means we have to expose girls to tech in a different way at times, and expose girls to career options and role models.”

9. Fiona Lake Waslander

Fiona Lake Waslander is the founder and CEO of Coral, a digital health platform revolutionizing menopause care in Canada. Under her leadership, Coral secured significant funding to provide personalized, science-backed solutions for women navigating perimenopause and menopause, filling a critical gap in women’s healthcare.

“For a young women looking to start a new business, remember that you do have the capabilities and you do have a seat at the table.”

10. Fatima Zaidi

Fatima Zaidi is the CEO and co-founder of Quill Inc., a Toronto-based podcasting platform that connects businesses with podcasters. Her innovative approach to content marketing has opened new avenues for brands to engage with audiences, inspiring women in media and technology to explore entrepreneurial ventures.“Oftentimes the root of these structural barriers that many female founders face are social in nature, so, it is important to continue elevating the profiles of successful female founders and black entrepreneurs to inspire the emerging next generation of female founders.”

These businesses create opportunities, build communities, and inspire future generations. The Toronto Region is home to an incredible range of Black-owned businesses across every industry. This is just a small selection—far from a definitive list—of inspiring local entrepreneurs making an impact. Check out black-owned business in your area and keep the conversation going all year long!

Fresh Paint Studio: Established by Roxane Tracey in Toronto, Fresh Paint Studio is a creative hub designed to make art accessible to everyone. Whether through guided workshops, private events, or casual drop-in sessions, the studio offers a welcoming space where people of all skill levels can express themselves freely and explore their artistic side.

Have A Nice Day Pilates: Founded by Aiyana Jeffries, this Toronto-based Pilates studio is all about making movement enjoyable and accessible. With personalized sessions in an inviting atmosphere, Have A Nice Day Pilates helps clients build strength, flexibility, and confidence—regardless of their fitness level.

Be One to Give: What started as a small act of kindness by founder Tony Colley has grown into a powerful movement tackling food waste and insecurity. Be One to Give rescues surplus food from businesses and redistributes it to shelters and community organizations in Toronto. With a goal of eliminating avoidable food waste across Canada by 2040, this initiative is making a tangible impact every day.

A Different Book List: More than just a bookstore, A Different Book List—founded by Itah Sadu and Miguel San Vicente—is a cultural institution in Toronto. Specializing in literature from the African and Caribbean diaspora, the store serves as both a community gathering place and a resource for diverse, thought-provoking stories. Find it at 779 Bathurst Street.

McKie Rich Productions: Storytelling that leaves a mark. Founded by Michael McKie in Mississauga, McKie Rich Productions produces compelling film, television, and digital content that uplifts underrepresented voices. Through authentic narratives and high-quality production, the company is reshaping the media landscape one project at a time.

Cherry Gardens: Created by Amoy Henry, Cherry Gardens is a Toronto-based fashion brand offering stylish, genderless apparel and cozy lounge sets. Known for its high-quality basics and creative artist collaborations, the brand blends comfort with self-expression, making everyday wear effortlessly chic.

Curls Defined: Embracing natural curls is at the heart of this Markham-based brand. Founded by Shauna-Simone Leacock, Curls Defined offers tailored haircare solutions, consultations, and a carefully curated range of products designed specifically for curly and textured hair. With worldwide shipping, customers everywhere can access expert advice and premium haircare.

Elliott Marketing Digital (EMDigital): Led by marketing strategist Shanelle Elliott, this Toronto-based agency specializes in AI-driven marketing, social media strategy, and brand growth. EMDigital helps businesses elevate their digital presence with custom-tailored marketing solutions that drive engagement and success.

The Progressive Centre: Education meets empowerment at The Progressive Centre. Founded in 2014 by Ashleigh Henry in Ajax, this tutoring service provides personalized math and science support for students in grades 1-12. With customized learning plans and expert instructors, the centre helps students build confidence and achieve academic success.

The Green Jar: Sisters Tannis and Mara Bundi are on a mission to make sustainable living easy. Their Toronto-based boutique and refillery, The Green Jar, offers zero-waste, eco-friendly products that help customers reduce their environmental footprint. From refillable household items to reusable alternatives, every product is chosen with sustainability in mind.

Diversity has been a hot topic in recent years, everywhere from boardrooms to public debate, but what does it really mean to uphold it in a workplace? Along with its rise in acceptance comes a fair share of skepticism – where some consider diversity as nothing more than a buzzword – we are highlighting the importance of diversity hiring an inclusive workforce. 

“Diversity hiring,” involves creating and implementing a strategy to counteract bias, while attracting and retaining qualified candidates (Cooks-Campbell, 2021). A conscious effort to embrace diversity and equity through recruitment is critical for organizations and can provide significant benefits to workplace culture and productivity.  

However, limited candidate pools are a challenge in industries where diversity is low.  Collaborating with community organizations, professional networks, and educational institutions, posting on diversity-focused job boards and attending career fairs can broaden a company’s recruitment options.  At Toronto Global we have seen this in our work with international companies in the Toronto Region. 

The Importance of Diversity Hiring

Embracing diverse talent fosters innovation, creativity and leads to improved performance and profit. Diverse teams bring together individuals with unique perspectives and problem-solving skills.  

Diverse workforces can increase employee satisfaction and reduce turnover rates. This can help companies save time and funds on recruitment and training. It can be challenging to measure the impact of diverse hiring on a company’s bottom line in real-time, but there are ways to measure the long-term effects of diverse hiring through employee surveys. 

 A diverse workforce can help companies build relationships with a diverse customer base and establish deeper connections. In addition, having access to a wider spectrum of experiences and thinking can reinforce the strength and effectiveness of teams. 

For instance, a diverse sales team encourages creativity, innovation, and productivity, ultimately increasing sales and enabling a business to stay ahead of the competition. A study conducted in 2019 by McKinsey & Company showed that executive teams in the top-quartile of ethnic and cultural diversity outperformed those in the fourth quartile by 36 per cent in profitability. The same study finds that greater gender diversity equally contributes to greater profitability.  

Diversity in the workplace isn’t just about hiring, but about creating an inclusive culture where all employees feel valued and can thrive. 

The Toronto Region Advantage

The Toronto Region is one of the most culturally diverse metropolitan areas in the world boasting a kaleidoscope of languages, ethnicities, and cultural backgrounds. Visible minorities make up nearly 55 per cent of the population with South Asians, Chinese, and Black communities being the largest minority groups – there are over 190 different languages in the Toronto Region. In addition, 50 per cent of our population is also foreign-born – a percentage higher than any other metropolitan region in North America. 

With a large visible minority population comes a diverse talent pool. Statistics Canada’s 2021 Census, data on the Toronto Region found the following data for visible minorities:  

• 76% of Chemists 
• 64% of Financial and Investment Analysts   
• 69% of Industrial and Manufacturing Engineers  
• 75% of Software Engineers and Designers  
• 39%  of Human Resource Managers – although lower, this percentage is still higher than any other Canadian metropolitan area.  

*South Asian and Chinese make up the majority of the visible minority group share  

As for gender diversity for the same five occupations the data for women:  

• 50% of Chemists  
• 43% of Financial and Investment Analysts  
• 25% of Industrial and Manufacturing Engineers  
• 21% of Software Engineers and Designers  
• 73% of Human Resources Managers  

Although the Toronto Region is one of the most diverse metropolitan areas in the world, it is important to acknowledge that there is still room for improvement. Particularly augmenting gender diversity in fields traditionally dominated by men can improve the gap.

Post-secondary institutions have identified programs to diversify Canadian talent in underrepresented industries such as technology. A great example is York University and Shopify’s partnership on the Dev Degree program. This experiential learning program allows students to achieve a Bachelor of Computer Science degree while working on Shopify development teams, giving students work experience before they graduate. Women account for 51 per cent of students in this program (York University, 2018).  

Companies operating in the Toronto Region have a unique opportunity as the multicultural fabric of the region offers businesses the chance to engage with a wide range of talents and perspectives. As a global business hub, the Toronto Region attracts professionals from around the world, contributing to its diverse talent pool. With leading universities, research institutions, and a thriving tech industry, the Toronto Region offers a rich landscape of highly skilled graduates and professionals from various disciplines. 

Partnering With Toronto Global

Diverse hiring goes far beyond ensuring the representation of different races, genders, and backgrounds. It is about recognizing and respecting the unique perspectives, experiences, and contributions of every individual, regardless of their background. Diverse hiring is most successful when it is a constant consideration throughout the entire recruitment process, presenting the opportunity to reinvigorate teams. 

For international businesses and/or site selectors seeking detailed information on the availability and diversity of talent in the Toronto Region, Toronto Global is your partner to assist you with your expansion efforts.  

Connect with the Toronto Global Talent Team for more information at https://torontoglobal.ca/talent/.

Sources:  

Cooks-Campbell, A. (2021, December 3). The difference between diversity hiring and a “diversity hire.” BetterUp. https://www.betterup.com/blog/diversity-hiring  

Dixon-Fyle, S. et al. (2020, May 19). Diversity wins: How inclusion matters. McKinsey & Company. https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-wins-how-inclusion-matters 

York University (2018, September 24) Shopify, York University partner to offer innovative computer science degree program. https://news.yorku.ca/2018/09/24/shopify-york-university-partner-to-offer-innovative-computer-science-degree-program/  

My name is Laura Jean McLeod but everyone in the organization calls me L.J. I am the Senior Manager, People & Culture and have been with Toronto Global for 2.5 years now. I oversee employee relations, strategic workforce planning, employee engagement and culture, basically everything that helps our team do their best work. 

What do you love most about your job Laura Jean McLeod?  

Where do I start? The people number one for sure – I am inspired daily by our team’s dedication and positive attitude. I also really enjoy the unique network in which we operate. Being part of a government funded agency presents the opportunity to work closely with both the public and private sectors and with a vast range of stakeholders across a variety of industries in the business community. 

I studied psychology in my undergrad and with that a lot of people continue on in academia post-graduation, which I wasn’t really interested in. I wanted to enter the business field and Human Resources is essentially the human aspect of business. It perfectly fits my interests and my background. 

What is a common problem that you ( Laura Jean McLeod) help clients/people solve? 

There are two answers to this question depending on which side of the organization I’m working on. 

1. People: I’m (Laura Jean McLeod) grateful to be able to solve problems for our people throughout the employee life cycle. From talent acquisition and onboarding to retention, talent development and internal mobility. It’s exciting to dive deep into the employee experience and analyze the engine of our workplace culture. For example, what drives and motivates our team, and how can we innovate as an organization to enrich the employee value proposition? How can we be more transparent, how can we operationalize inclusivity and how do we ensure psychological safety in the workplace?  

2. Clients: On the client-side, the Investment Attraction team sometimes brings me into conversations with international clients in the early stage of their expansion to the Toronto Region. I ( Laura Jean McLeod) help clients navigate the provincial and federal employment legislation and advise them of best practices to attract and retain talent as they set-up operations here in the Toronto Region. It’s rewarding to play a part in helping to shape the successful foundation of clients’ people and culture practices. 

Tell us what equity, diversity, and inclusion (EDI) means to you and why it’s important.  

I view equity, diversity, and inclusion as a spectrum of belonging. That is why I prefer to put equity first, because it comes first in the spectrum. Equity is fair treatment, access and opportunity for all people, diversity is the way in which individuals differ; and inclusion is respect, support and removal of barriers, which is well represented in the image below. 

“Diversity is being invited to the party; inclusion is being asked to dance,” said professional diversity consultant Verna Myers, current Vice President of Inclusion Strategy at Netflix. 

I think intersectionality is also a vital consideration of EDI. There are many identity markers that have the potential to marginalize people. These markers include race, class, gender, sexual orientation, age, ethnicity, religion, disability, and more. There can be overlapping systems of discrimination or disadvantage that interact with each other, which is crucial to understanding a person’s own unique experience and complex identity. These variables aren’t experienced in isolation.  

As a people and culture leader, it’s important that EDI initiatives at an organizational level are not just about performative allyship; good intentions alone are not enough. EDI work must be linked to outcomes and the work is an ongoing journey, not just a “one and done” solution that checks a box. Experimentation is key – you may not get it right the first time, but the organization and its people learn and grow from the experience. Give people ways to engage in DEI work (i.e. the Toronto Global EDI committee is made up of employee volunteers). Leverage power and privilege for good. 

What is your approach to bridging cultural differences in the workplace? 

Having conversations, asking questions, sharing stories and generally being open to vulnerability is a great way to learn more about one another’s cultures and lived experiences. Being genuinely curious helps to build a shared understanding. 

Tell us about a family/community/cultural tradition, holiday, or celebration that you (Laura Jean McLeod) look forward to most each year. 

I have an annual trip with friends that helps keep me grounded, it is so important to create new traditions and rituals to strike a healthy work-life balance. 

I recently celebrated a wonderful Christmas with my family, which is always an enjoyable time of year for me because it gives me the opportunity to be creative and get crafty. Whether it be making ornaments, wreathes, decorating cookies or making a gingerbread house – or some A-frame gingerbread cabin variety in my case – it’s fun to have a small artistic outlet! 

Where/what is your favourite place/memory in the Toronto Region (Laura Jean McLeod), and why?  

I ( Laura Jean McLeod) have very fond memories of biking in Tommy Thompson Park, it acts as a great escape from city life without actually having to escape it. Biking through Tommy Thompson, you would never guess downtown is right around the corner. 

Another area I admire is Parkdale. I lived there when I first moved to Toronto and many of my early Toronto memories are of Parkdale, a wonderfully diverse neighbourhood with one of the largest Tibetan populations outside of Asia and some delicious momos! 

Tell us something that most people would be surprised to learn about you Laura Jean McLeod.  

I am a thrill seeker! I love adventures of all kinds, whether it be sky diving, solo travelling, or anything else of that nature. I appreciate experiencing the world of radical self-reliance and accomplishing what I put my mind to. 

What’s your personal mantra or favourite quote?  

“What we fear doing most is usually what we most need to do.” ― Timothy Ferriss. If you want to talk to Laura Jean McLeod, feel free to contact us any time.