We recently connected with Marcos Persaud and have shared our conversation below.
Marcos, we’re thrilled to have you on our platform and we think there is so much folks can learn from you and your story. Something that matters deeply to us is living a life and leading a career filled with purpose and so let’s start by chatting about how you found your purpose.
Discovering My Purpose: The Story of Being Brown and Gay
One part of my identity is clearly visible. The other part is invisible. I am Brown and gay.
Of course, there are many other parts that make up who I am—a man, a millennial, a brother, a friend, a volunteer. But when people describe me, being of South Asian descent and gay are the two characteristics that are often called out. It’s interesting, though: I never lead with these aspects of my identity in interviews or when meeting people. Usually, people figure it out on their own. For me, discovering who I am has been a journey. And through the power of volunteering, I’ve found my purpose.
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Finding My Purpose Through Employee Resource Groups (ERGs)
Over the past 14 years, I’ve had the privilege of working in Employee Resource Groups (ERGs) within large corporate organizations. ERGs are voluntary, employee-led groups that unite individuals with shared backgrounds, interests, or experiences to foster inclusion, belonging, and advocacy in the workplace.
For me, being gay meant that these ERGs became a safe space where I could connect with others, share my experiences, and advocate for positive change. I didn’t just participate in these groups—I took on leadership roles. I’ve led LGBTQ2+ ERGs at some of Canada’s top and most recognized employers. At one company, I even created content for over 200,000 employees nation-wide. And when did I do all of this work? It was done on the side of my desk while working in roles like Tax Litigation, Corporate Immigration, and Auditing.
But my passion for giving back didn’t stop there. I’ve also dedicated my time to volunteering in the non-profit space. I served as the President of The ArQuives, the largest independent LGBTQ2+ archive in the world. Today, I continue to give back as a Director at Pride at Work Canada, a national non-profit organization committed to promoting LGBTQ2+ inclusion in workplaces across the country.
These experiences have been pivotal in shaping my purpose. Through every role, every conversation, and every event, I’ve found that my passion lies in using my lived experiences to advocate for others and foster inclusivity in the workplace.
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Becoming a DEI Practitioner
The stepping-stones of my career have taken me from Tax Litigation to Corporate Immigration to Auditing. But where I am now—as a Diversity, Equity, and Inclusion (DEI) practitioner—is where I feel most aligned with my purpose.
A DEI practitioner plays a critical role in building a workplace culture that is inclusive, equitable, and supportive of all employees, regardless of their background, identity, or lived experiences. In this role, I get to drive meaningful cultural change by addressing barriers, advocating for underrepresented groups, and ensuring that employees feel valued and respected.
I don’t take this responsibility lightly. I know what it’s like to navigate spaces where parts of my identity are invisible or misunderstood. I’ve experienced the power of being seen and heard, and now I get to ensure others feel that same sense of belonging in their workplaces.
Through my work in ERGs, my volunteer efforts, and my role as a DEI practitioner, I’ve come to realize that my purpose is giving back through my experiences. I strive to create spaces where people can bring their whole, authentic selves to work—without fear, without judgment, and with the knowledge that they are valued and respected for who they are.
This is my story. And this is my purpose.
Thanks, so before we move on maybe you can share a bit more about yourself?
My professional journey began in a place that might not sound glamorous: the Department of Justice – Canada, Tax. While some might find tax law dry, I loved knowing that I was helping Canadians by ensuring that those filing false tax claims were held accountable. It gave me a sense of purpose—a drive to make a difference for everyday people.
From there, I transitioned into corporate immigration at two of the Big Four accounting firms. The work was fast-paced and detail-driven, but I found meaning in helping families relocate. I cherished the moments when I worked on family cases, reading stories of love and new beginnings. It opened my eyes to the global scale of human connection and the importance of supporting people through major life transitions.
I then found myself working as an auditor for Canada’s largest retail employer. On paper, it was a significant role—mitigating risk and ensuring compliance for a major corporation. But was I fulfilled? Not entirely. I realized that risk management for large companies didn’t spark joy or align with my personal values.
The turning point came when I recognized that my true passion lay in Diversity, Equity, and Inclusion (DEI). For years, I had been doing DEI work on the side of my desk—leading initiatives, mentoring colleagues, and advocating for inclusion. It was work that resonated deeply with me, and I knew it was time to make it my primary focus. Today, I’m proud to be a DEI leader, driving meaningful change in the workplace and beyond.
So, what is DEI? At its core, it’s about creating spaces where people feel valued, heard, and empowered to bring their authentic selves to work. It’s a balance of strategic planning, people engagement, and organizational influence—all with the goal of fostering equity and belonging.
The reality is, DEI work is facing pushback. Across North America, there’s a growing resistance from those in power—primarily heterosexual, able-bodied, cisgender white men—who feel threatened by movements like #MeToo and #BlackLivesMatter. These movements have challenged the status quo, and as a result, we’ve seen a backlash. Whether it’s the overturning of Roe v. Wade in the U.S. or the fear of litigation and reputational risk in corporate DEI efforts, the pushback is real. But that only reinforces the need for this work.
When I facilitate DEI sessions, I leave participants with three key takeaways:
1. Diverse Thinking Drives Innovation. Research shows that diverse teams achieve better outcomes and increase business innovation by 20%. When we bring together different perspectives, we spark creativity and drive progress in ways that homogeneous teams simply cannot.
2. Authenticity Matters Imagine the emotional energy it takes to hide who you are. I once spoke with a factory employee who shared that they had a same-sex partner and children but kept it a secret out of fear. The weight of hiding that part of their life impacted every interaction—even something as simple as answering, “How was your weekend?” Now, think about how that lack of confidence can translate into the workplace. If someone doesn’t feel safe sharing who they are, how likely are they to share innovative ideas or challenge the status quo in a meeting? Creating a culture of belonging is essential to unlocking people’s full potential.
3. It’s Simply the Right Thing to Do DEI work isn’t just about metrics or business cases—it’s about humanity. In my role, I’ve had the privilege of raising the voices of Indigenous colleagues, coaching individuals to step into leadership roles, and supporting families as they embrace their children’s identities. The impact of this work is profound. It changes lives, strengthens communities, and creates a more just world.
My journey into DEI leadership has been anything but linear. It’s been shaped by a desire to help people, challenge systems, and build spaces where everyone can thrive. And while there’s more work to do, I remain committed to driving progress—one conversation, one policy, and one person at a time.
If you had to pick three qualities that are most important to develop, which three would you say matter most?
1. Listen. It sounds easy but it’s harder than you think. I mean truly listen. If you are waiting to respond to the first part of a conversation, you’re not truly listening in the moment. I’ve become a better conversationalist and more empathic to people.
2. Ask open-ended questions. From litigation to listening sessions, getting a person to talk more is something you always want to do to get more information. Ask who, what, when, where, why, and how to get more out of someone.
3. Put on your own mask before putting on someone else. Unless your job is literally saving lives, it will never 100% matter. Don’t get me wrong, I have had to deal with multi-million-dollar cases, avoid clients getting deported and more, but if you work for a company, you will always be replaceable. Take care of yourself before you help others.
How would you spend the next decade if you somehow knew that it was your last?
See the DEI backlash in previous response.
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