10 Jun Create Inclusive LGBTQ+ Workplaces

June is traditionally the month we recognize and celebrate the contributions of the LGBTQ+ community throughout the year.  It is also a time to reflect upon the injustices that have burdened the community throughout history.  In the beginning of the month, Integrated Staffing kicked off a celebration of Pride Month with a quick introduction blog and some great topics we will be reflecting on to continue awareness and supporting diversity everywhere. This piece continues our reflection, by providing ideas on how to create inclusive LGBTQ+ workplaces.

Studies have shown that employees who do not have to hide their gender identity or sexual orientation are happier and more productive than those who hide it. When employees are able to be open about these things, co-workers also become more productive. Another added bonus to creating a more LGBTQ+ inclusive work environment is that a company can save money by avoiding LGBTQ+ employees quitting and moving to other employers.  Here are some ideas and thoughts on how you can make your workplace a more inclusive, comfortable, and productive place for LGBTQ+ employees.

Create a safe workplace for all employees. To ensure that all employees feel safe and comfortable, it’s important for organizations to develop clear anti-discrimination policies and then enforce them consistently and fairly. Research in social psychology has found that clear instructions to avoid stereotyping can be an effective way to reduce unconscious bias. Additionally, when an employee voices a complaint, be sure to promptly investigate the issue. Learn the art of conflict de-escalation, especially around issues of diversity.

Include an equality statement in your company’s mission.  A well-written mission statement should reflect not just the goals, but also the values of your company.

Train your staff on diversity and inclusion. In order to be most effective, diversity and inclusion training should be made available to employees at all levels, not just management.

Provide bathroom access. For many transgender and non-binary employees, access to a bathroom is a constant worry. Having a gender-neutral bathroom in your workplace helps promote a safer, more inclusive work environment. Remember, two gendered single use restrooms can easily be converted into two gender neutral restrooms.

Create/support LGBTQ+ affinity groups. Starting and supporting LGBTQ+ affinity groups is a great way to help create a community and safe space within your workplace. These groups allow employees to come together, share common experiences, and support one another. As an employer, you can also schedule office wide LGBTQ+ events to get other people in your office involved.

Provide equal health insurance for all employees. Make sure that your insurance provides medical support for transgender employees. Also make sure that your health insurance policy’s explanation of spouse includes same sex spouses and that it provides benefits to domestic partners.

Have a non-discrimination policy and display it. Your company should have a non-discrimination policy which prohibits discrimination based on sexual orientation and gender identity. Having a policy is not enough. You need to enforce the policy you put into place, make sure employees are following it, and have consequences if the policy is violated.

Educate your workforce. Once you have a non-discrimination policy in place, you need to train your employees and help them understand it. Having a policy will not change the way your employees behave if they do not know about and understand it. One important thing to talk to employees about is what gender identity and sexual orientation are. This training should be paired with other actions that work towards equality and fair treatment such as having inclusive HR policies and improving recruitment strategies.

Listen to your employees. Be receptive to employee feedback. If an LGBTQ+ employee approaches you to discuss what you can do to improve the workplace LISTEN. Create an environment and culture where employees are not afraid to speak up and advocate for themselves and others. Again, listen to employees when they speak up about being mistreated, discriminated against, or harassed and take the necessary steps to deal with the issue in the way that the employee is comfortable with and wants.

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