From the Purge to Pride: The Story of the Public Service Pride Network

The roots of the Public Service Pride Network (PSPN) stretch back to a difficult period in Canadian public service history: the LGBT Purge. From the 1950s through the mid-1990s, thousands of federal public servants, members of the Canadian Armed Forces, and the Royal Canadian Mounted Police (RCMP) were targeted because of their actual or perceived sexual orientation or gender identity.

At the height of the Cold War, many 2SLGBTQIA+ people were falsely labelled as security risks and forced out of their jobs. These individuals were subjected to invasive surveillance, interrogation, and, in many cases, dismissal. Careers were destroyed. Lives were upended. It was a period marked by systemic discrimination and institutional betrayal — one that left lasting scars on individuals and the integrity of the public institutions meant to serve all Canadians.

A Long Silence, and a Slow Shift

Although the Purge's most active years ended by the mid-1990s, the harm endured well into the following decades. In many ways, the period between the 1990s and 2017 was one of quiet resistance, cautious visibility, and the slow rebuilding of trust.

In 1992, the Canadian Armed Forces formally lifted its ban on 2SLGBTQIA+ members, following a legal challenge. Four years later, the Canadian Human Rights Act was amended to include “sexual orientation” as a protected ground against discrimination. However, despite these legal advances, many federal workplaces lacked the culture and leadership to support meaningful inclusion.

In the late 1990s and early 2000s, employee networks began to take shape. Representatives of Canadian Heritage (PCH), Energy, Mines and Resources Canada (EMRC), and Public Works and Government Services Canada (PWGSC) collaborated to create what was first called “Pride at Work.” During this period, same-sex marriage was legalized in Canada. 

Still, many 2SLGBTQIA+ public servants remained hesitant to be open about their identities. The shadow of the Purge lingered — trust had been broken, and it would take more than new laws to repair it.

It wasn’t until 2016 that a true reckoning began. Led by Michelle Douglas, survivors of the Purge stepped forward to share their stories and pursue justice through a class action lawsuit against the Government of Canada. Their courage sparked national attention, media coverage, and public pressure for change.

A Historic Apology

In 2017, that call for justice was answered. On November 28, Prime Minister Justin Trudeau delivered a formal apology in the House of Commons to those harmed by federal policies and practices. The apology acknowledged decades of discrimination and offered a commitment to reconciliation. A landmark settlement followed, including financial compensation, the creation of the LGBT Purge Fund, and plans for a national memorial.

This apology was a turning point in recognizing past harms and a catalyst for lasting change.

The Public Service Pride Network Journey

From this moment of reckoning emerged a renewed call to action: a vision of a public service where 2SLGBTQIA+ employees — in all their intersectional identities and regardless of their geographic location — feel valued, respected, and empowered to contribute fully. In 2018, the Public Service Pride Network (PSPN) as it’s known today was born out of this vision, led by Jason Bett, a senior public servant whose leadership and advocacy helped shape the network’s bold and inclusive foundation.

What began as a grassroots, employee-led movement quickly became a driving force for inclusion, advocacy, and visibility in the federal public service. Today, the PSPN unites thousands of 2SLGBTQIA+ employees and allies across over 95 federal organizations and Canadian missions abroad. The PSPN’s work has inspired collaboration with provincial and territorial public services and has caught the attention of international counterparts striving to build more inclusive institutions. 

Employee networks in nearly all departments and agencies have continued to grow and evolve as well. They’ve steadfastly worked in parallel to support 2SLGBTQIA+ inclusion, education, and visibility within their unique organizational contexts, playing a critical role in fostering safe, welcoming workplaces and often serving as the first point of connection and support for employees navigating their identities at work. Increasingly, these departmental networks have partnered with the PSPN to amplify their impact through joint initiatives, intersectional training sessions, and inclusive events. The strength of these partnerships lies in their shared commitment to real change — they form an ecosystem of support that extends from individual teams to the highest levels of leadership. By working in tandem across departments, across regions, and across identities these networks ensure that inclusion is embedded not just in policies, but in everyday culture.

A Legacy of Resilience and Change

Since its inception, the PSPN has contributed to a safer and more welcoming federal public service for members of 2SLGBTQIA+ communities and has made a lasting impact. The network has launched major initiatives — launching the annual Public Service Pride Week, pioneering a one-of-a-kind mentorship program, and advising federal organizations on inclusive policies and workplace practices. Through its steady advocacy, the PSPN has become a cornerstone of equity efforts across the public service.

The PSPN has also played a game-changing role in elevating the voices of 2SLGBTIA+ public servants to the highest levels of leadership. Not once, but twice, the network has brought recommendations directly to the Deputy Ministers, followed by powerful open letters that have kept the conversation alive and the pressure on. These moments marked a turning point in visibility and influence that set a precedent for how employee networks can directly shape institutional priorities.

The PSPN’s success is a testament to what’s possible when all public servants come together to create change from within. It’s a living example of resilience: a direct response to past exclusion, and a bold commitment to building a public service where everyone, regardless of sexual orientation, gender identity, or gender expression, can thrive.

As we continue this journey, it’s essential to remember where it began. The story of the PSPN is inseparable from the story of the Purge. It reminds us that inclusion is not inevitable — it is something we must build, protect, and grow together. The work of the PSPN honours those who were silenced and dismissed by making space for every voice to be heard today.

Together, we create change and ensure that the past informs a more just, equitable future for all.