Lgbt Inclusion In The Workplace – June is Pride Month. It’s a time of year when LGBTQI+ people and their allies march around the world in celebration and protest. This year will be a little different, with many gatherings canceled due to the coronavirus pandemic. But it’s still important to take time to celebrate and see what difference we can make in the world. A good place to start might be our communities and workplaces.

LGBTQI+ inclusion in the workplace is fast becoming a priority for organizations across the UK. Research shows that having a strong inclusion strategy makes both business and moral sense. LGBT 2020 – LGBT Diversity Show Me the Business Case The study found that if this problem were effectively addressed, the U.S. economy could save $9 billion a year and customers could boycott companies that promote discrimination and make money. Your employees will be safer, less stressed, and more productive.

Lgbt Inclusion In The Workplace

From February to April 2017, 5,375 LGBTQI+ people across England, Scotland and Wales completed an online survey about their current lives in the UK. Decades after the first Pride march, this study revealed shocking discrimination occurring in workplaces across the country.

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Anyone can experience mental health problems. However, people who identify themselves as LGBTIQ+, for example: Low self-esteem, depression, social anxiety, self-harm and suicidal thoughts. Being LGBTQI+ does not necessarily create these problems, but homophobia, biphobia and transphobia, stigma and discrimination, new difficult experiences, social exclusion and rejection all impact mental health and wellbeing.

When I was serving customers at work, I corrected their pronouns and they laughed at me, asked me if I had a penis, and told me I was wrong. My boss saw the whole thing and told me not to be so dramatic about it.

As we have seen, many LGBTQI+ employees are insulted by co-workers and customers, are physically assaulted, are actively ostracized by co-workers, and are denied jobs or promotions because of their sexual orientation and/or gender identity. It takes a lot of effort to improve this in the workplace.

Pride Beyond June: Building A Diverse And Inclusive Workplace

Proactively communicate your equality policy to all employees and ensure procedures for reporting concerns and harassment are clearly outlined.

Conduct diversity and inclusion training This should include what anti-LGBT discrimination or abuse can look like, why it’s bad for business, and how to challenge anti-LGBT attitudes among colleagues.

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Conduct trans inclusion awareness sessions for all employees and provide guidance on pronoun use and affordances.

Develop policies to support trans employees in transition with appropriate guidance for line managers, including information on privacy, dress code, and use of facilities.

Include statements and examples of your commitment to LGBTQI+ employees, equality, and inclusion on your website. When advertising a position, make sure your workplace’s commitment to diversity and inclusion is clearly communicated.

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Develop clear hiring and promotion policies. Educate recruiters on where discrimination against LGBTQI+ employees may occur during the hiring process and how they can take steps to reduce bias.

Collect workforce diversity data by salary and position to identify areas of career advancement discrimination based on sexual orientation and gender identity.

Gather diversity information during the exit process and allow departing employees to raise LGBTQI+ issues.

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All diversity monitoring staff must receive specific LGBTQI+ awareness training when collecting, analyzing and reporting results.

Take time to evaluate your organization’s progress on LGBTQI+ equality and efforts to improve the experience of LGBTQI+ employees. (Stonewall’s Workplace Equality Index is a free comparison tool.)

Encourage and support the formation of LGBTQI+ network groups so that LGBTQI+ employees have visible role models and peers. Employers in small organizations should help their LGBTQI+ employees network externally.

Quick Guide To Inclusion

Support employees with diverse protected identities (e.g. LGBTQI+ and Black, Asian or Minority Ethnic) by fostering collaboration across diverse network groups.

Support events like Pride and LGBT History Month and display LGBTQI+-friendly posters to show customers that your business supports equality.

Ensure employee wellbeing support is provided and widely promoted. Ensure appropriate support is provided to all staff. There is an option to flag specific networks and groups that may be of interest.

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Pride celebrations, LGBT History Month, or Transgender Visibility Day can be great opportunities to spark conversations and begin to understand the experiences of the LGBTQI+ workforce. This can be the first step to show your support for the community and your commitment to creating an inclusive environment for everyone.

If you are part of the LGBTQI+ community in Hertfordshire and would like support for your wellbeing or to connect with others, you can join the Mind in Mid Herts LGBTQ+ peer support group. [email protected], Anything other than traditional gender orientation is still very important. It is dangerous in some countries. The same is true in countries where members of the LGBTQ (Lesbian, Gay, Bisexual, Transgender and Queer) community have rights. Despite phenomenal progress, including legal protections for same-sex marriage in the United States and other countries, the United Nations is only just beginning to make progress in preventing violence against LGBTQ citizens and protecting their human rights. The LGBTQ workforce is more diverse than it was 20 years ago. That is, “less white and less male.” Therefore, it is time for companies to update their inclusion policies to reflect the increasing gender diversity of their workforce.

In the article “Diversity Is Only the First Step, So is Inclusion,” Boston Consulting Group points out that 95% of Fortune 500 CEOs are men. To be sure, 78% of non-LGBTQ white men feel quite comfortable with their current corporate culture. Others think there is room for improvement.

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Many Millennials and Gen Z workers identify as “non-binary.” This means they do not fit into traditionally defined male/female gender categories. Regardless of how they identify, they demand a more inclusive and welcoming corporate environment than ever before. As noted in Boston Consulting Group’s book The New LGBTQ Workforce Has Arrived, inclusion and diversity directly benefit a company’s bottom line. Diversity and inclusion in the workplace increases employee satisfaction and retention, increases innovation and customer satisfaction, all of which add to the bottom line.

In addition to basic inclusion issues such as non-discriminatory hiring practices and same-sex partner coverage through employee insurance policies, Boston Consulting Group recommends the following five initiatives:

Being prejudiced is part of human nature. People have a natural attraction to people who are like themselves. Unfortunately, it is also human to change stereotypes to others. Acknowledging that bias exists is the first step to overcoming it. Research shows how unconscious bias can seep into the hiring process. Authors Mark Kaplan and Mason Donovan suggest:

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Review where you hire your employees. Diversify your pool of potential candidates to expand your net. For example, change the media you advertise on.

If an employee is not fully accepted, he or she will sooner or later take his/her talents to another organization – the organization that will hire him or her. Mark Kaplan and Mason Donovan

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Gender is more complicated than checking a box that says ‘male’ or ‘female.’ Get ready to go down the rabbit hole.

In his book Elevating Equity, human resources expert Josh Bersin states that listening is the foundation of successful business results. It is the foundation of authenticity, collaboration, inclusion and equality. This leads to better retention, engagement, and satisfaction. Unfortunately, DEI skills are often the lowest level competency for HR professionals.

In their article Overcoming Flawed Approaches to Diversity, Boston Consulting Group reports the results of a survey of 16,500 diverse employees to determine which DEI policies were most effective. Only 25% of those surveyed are currently benefiting from DEI initiatives. Leaders continue to evaluate the challenges facing diverse employees, they say. Without management’s commitment to inclusion, employees may be reluctant to raise concerns. Younger managers (under 45 years of age) are more susceptible to these problems.

Lgbtq Inclusion In The Workplace: Updating Policies And Training

Matt Krentz, Justin Dean, Jennifer Garcia-Alonso, Frances Brooks Taplett, Miki Tsusaka and Elliot Vaughan Boston Consulting Group

The biggest obstacle to inclusive change is that companies don’t always take action when needed. The most successful inclusive companies go beyond initial training and engage in dialogue to give employees real-world experience leveraging new cultural competencies.

Many organizations promote employee resource groups (ERGs), also known as “affinity groups,” to expand the voice and inclusion of LGBTQ employees. This is a way to reduce barriers that LGBTQ employees may feel but don’t know how to address. Employee Resource Group:

How To Promote Diversity & Inclusion Beyond Pride Month

Employers are already recognizing these groups to help their employees.

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