8 tips to create an LGBTQIA+ inclusive workplace
In this blog we’re looking at how companies can improve their DEI policies to promote inclusion in the workplace for the LGBTQIA+ community.
2nd Jun 2024
As part of Pride Month, we’re looking at how companies can improve their DEI policies to promote inclusion in the workplace for the LGBTQIA+ community.
Although we believe these tips should be embedded and followed all year round, Pride month is a great reminder to check in on your company's diversity, equity, and inclusion (DEI) policies and make sure you're creating a workplace that embraces and celebrates the LGBTQIA+ community.
I know what you're thinking: "But we have a non-discrimination policy, isn't that enough?" We’re afraid it isn’t. Creating a truly inclusive environment takes more than just a piece of paper. It's about walking the walk and weaving inclusion into the very fabric of your company culture. It's not just a tick box exercise - it's also key to attracting top talent, boosting employee engagement, and unleashing innovation.What does LGBTQIA+ mean?
LGBTQIA+ is an inclusive acronym that encompasses the spectrum of queer and trans identities – including lesbian, gay, bisexual, transgender, queer/questioning, intersex, asexual, and more. It's a way to celebrate the diversity of sexual orientations and gender identities that exist, and as an employer, it's your job to create a space where all of these identities can thrive.
We have compiled 8 top tips on how your business can create an LGBTQIA+ inclusive workplace.What is pride month?
Pride Month is an annual celebration that takes place in June to honour and recognise the LGBTQIA+ community. It commemorates the Stonewall Riots, which occurred at the end of June 1969 and are considered a pivotal moment in the fight for LGBTQIA+ rights.
During Pride Month, there are various events, parades, festivals, and activities organised worldwide to celebrate LGBTQIA+ culture, raise awareness about the issues faced by the community, and advocate for equal rights. It is a time for reflection on the progress made in LGBTQIA+ rights, a celebration of diversity, and a reminder of the work still needed to achieve full equality.8 tips to create an LGBTQIA+ inclusive workplace
So, how do you create an LGBTQIA+ inclusive workplace? Building an environment where everyone feels valued and respected, regardless of their sexual orientation or gender identity, is crucial for diversity and innovation. Inclusivity goes beyond just policies; it involves creating a culture of support. Here are 8 practical tips to help you get started on creating a truly inclusive workplace for your LGBTQIA+ employees.
1. Review your policies
It’s time to put your policies under the microscope. Are you using inclusive language throughout? Do your policies specifically address the needs of LGBTQIA+ employees? We're talking parental leave, adoption leave, healthcare benefits and more. Make it crystal clear that you see and support queer and trans families. You should also consider crafting dedicated policies around key issues like gender transitions in the workplace. Show your LGBTQIA+ employees that you support them!
2. Lead from the top
Culture change starts with leadership buy-in. When your senior management team are vocal champions of LGBTQIA+ inclusion, it sets the tone for the entire organisation. Encourage your C-suite to attend Pride events, speak openly about their allyship, and financially support DEI initiatives. Representation matters, and seeing leaders who walk the walk can make all the difference for LGBTQIA+ employees.
3. Clarify pronouns
One small but mighty way to create inclusion is to normalise sharing pronouns across the organisation. Encourage everyone who feels comfortable (not just queer and trans employees) to add their pronouns to email signatures, Slack profiles, Zoom names, business cards, you name it! This simple act challenges the assumption that you can determine someone's gender identity just by looking at them, and shows that you respect everyone's right to self-identify. Plus, it helps LGBTQIA+ employees feel safer bringing their whole, authentic selves to work.
4. Use inclusive language
While we're on the topic of language, think about giving your company communications a little makeover. It's time to root out any gendered or non-inclusive language and swap it out for something better. For example, instead of using "guys", "ladies," or "gentlemen," you might want to try using “team” or “everyone”.
Remember, shifting to gender-neutral language is a process. The more you practise, the more natural it will become. The key is to keep learning and trying, rather than penalising people for forgetting.
Incorporating these small language tweaks into your company-wide communications, employee handbooks, job descriptions, and day-to-day interactions can go a long way in creating a workplace culture where everyone feels respected and included, regardless of their gender identity. It sends the message that you see and understand gender diversity, and you're committed to creating an environment where all employees can thrive as their authentic selves.
5. Create a LGBTQIA+ Employee Resource Group (ERG)
Employee Resource Groups (ERGs) for LGBTQIA+ employees and allies are a game-changer when it comes to building community, providing support, and amplifying queer and trans voices within your organisation. But here's the thing - don't just create an ERG for the sake of checking a box. Make sure it has a clear mission, leadership sponsors, and real avenues for driving change. And allies, listen up - your participation is crucial for maximising impact and showing solidarity!
6. Make the case for gender-neutral toilets
For many trans and non-binary employees, gender-segregated toilets can be a major source of stress and anxiety. Installing all-gender toilets (this might be in addition to gendered facilities, or in some modern office buildings as default) is a powerful way to demonstrate your commitment to inclusion and make sure that everyone feels safe and comfortable. No space for a full renovation? Even just relabeling a few single-stall toilets as all-gender can make a world of difference.
7. Think beyond pride month
Inclusion isn't just a one-month event. It's a year-round commitment. Look for ways to weave education and awareness into your company culture all year long. Maybe it's hosting lunch and learning on LGBTQIA+ topics, creating a dedicated Slack channel for sharing resources, or organising company-sponsored volunteer days with local queer and trans non-profits. There are so many ways to incorporate this throughout the whole year – for example, did you know that February is LGBT History Month? The key is to keep the conversation going long after June has ended.
8. Fight workplace discrimination
At the end of the day, you can have all the Pride cupcakes and rainbow lanyards in the world, but if you don't have a robust non-discrimination policy and a clear process for addressing harassment and bullying, it's all performative. Make sure your employees know exactly how to report incidents of discrimination and that there will be swift and serious consequences for any hateful behaviour. Creating a truly inclusive culture means taking a zero-tolerance stance and backing it up with action.
Creating an LGBTQIA+ inclusive workplace not only creates a safe space for your employees, but also creates an environment that attracts diverse talent. Candidates are looking for employers who don't just pay lip service to inclusion, but actively celebrate and are advocates. And the research backs it up - inclusive companies see lower turnover rates, higher employee engagement, and more innovation and creativity. It's a win-win-win!
So, our challenge to you this Pride Month is to take an honest look at how your organisation supports LGBTQIA+ employees. Don't be afraid to get uncomfortable and push for real change. It’s important for the LGBTQIA+ community to know that they deserve a workplace that sees them, hears them, and celebrates them for exactly who they are.1) Review your policies
To create a safe and empowering work environment for LGBTQIA+ folk, it's crucial to review existing policies and ensure they're inclusive. For example, policies around parental and adoption leave do not often address the unique needs of LGBTQIA+ families. Make sure your policies explicitly address LGBTQIA+ employees and their needs, and you can even make specific policies that support and foster LGBTQIA+ inclusion, such as around transitioning at work.2) Get senior management on board
When senior leaders across your organisation champion LGBTQIA+ inclusion, it sends a positive wider message about inclusion and acceptance of all employees, regardless of their gender identity or sexual orientation. Leading by example is crucial!3) Clarify pronouns
Using pronouns in email signatures, in staff bios, on name tags at company events and functions, in meetings and on social media profiles (for instance, Slack or Zoom) helps challenge our culture of assuming a person's gender identity. When more of us share our pronouns (especially as allies), it helps create an environment where more LGBTQIA+ people can feel comfortable and safe to share theirs. It also signals to queer and trans employees that their gender identity and pronouns will be respected.4) Incorporate inclusive language
Using gender-neutral language, such as parental leave instead of maternity leave can help LGBTQIA+ employees feel included and valued, and can be a vital step to foster inclusion and belonging at work.
5) Create a LGBTQIA+ Employee Resource Group (ERG)
Building a network and safe space for LGBTQIA+ employees can be a powerful way to support marginalised staff and foster belonging and inclusion.
Having allies in this network can be crucial for awareness-building and solidarity in the workplace for LGBTQIA+ employees. It's also an opportunity to hear directly from LGBTQIA+ staff about their needs and experiences and implement these in the push for structural change. Ensure that action is taken from these ERGs as many companies fall into the trap of having ERGs with no decision making power.