That’s the first thing that comes to mind when you think of LGBTQ+ inclusion in the workplace? Is it the celebration of Pride month, when rainbow flags suddenly appear in offices and corporate logos become magically awash in rainbow colors as soon as the calendar flips to June? But what about the other 11 months of the year? What can your organization do to consistently create a culture of LGBTQ+ inclusion and belonging?
Far from being a “one and done” or a “check the box” activity, LGBTQ+ equity, inclusion, and belonging need to be woven throughout an organization’s policies and procedures, and cultivated as an integral part of the corporate culture.
Not only is embracing inclusion the right thing to do from a human rights standpoint, increasingly, employees, job seekers, and customers want to work for and do business with organizations that are savvy to the issues affecting the LGBTQ+ community.
Here are some actionable steps your business can take to drive positive change in this area.
Policies
- Lay the foundation with your DEIB Policy. If your business does not already have a Diversity, Equity, Inclusion and Belonging (DEIB) policy or statement, take the time to develop one and be sure to include the LGBTQ+ community by name, along with other underserved populations. This signals from the outset that LGBTQ+ folks are welcome and valued by your business. Similarly, when listing protected groups in any non-discrimination or anti-harassment policies, be sure to include “the trio” of LGBTQ+ inclusive language: sex, sexual orientation, and gender identity.
- Consider the policies that affect employees on a granular, daily level. Review your organization’s dress code to ensure that it is gender neutral and free of stereotypes. Another policy that is easily overlooked, but which affects employees every day, is the restroom policy. An employee should always be permitted to use the restroom that is consistent with the individual’s gender identity. All employees should be aware of and educated on this policy. If physically possible, the best practice is to create at least one all-gender restroom.
Develop an employee gender transition plan. This is a set of guidelines and policies that establish how to support an employee who transitions while working for your business, and how to protect them from workplace discrimination.
Benefits
Expand “maternity/paternity leave” to “family leave” and allow for care of children and parents, including children and parents of domestic partners. When establishing bereavement and emergency leave, be sure to include committed relationships regardless of marital status.
The best practice is to include “chosen family” as well, which is an important concept in the LGBTQ+ community. Similarly, provide partner health insurance benefits that are not dependent upon marital status. For the gold standard, offer LGBTQ+ inclusive family formation benefits, such as IVF, adoption, and foster care. Finally, ensure that health care coverage is transgender-inclusive by allowing for gender-affirming care for trans individuals.
Organizational Culture
Strive to create and support a culture of inclusion and belonging that aligns with those inclusive policies and procedures you put on paper. LGBTQ+ workers need to feel that they can bring their full, authentic selves to work without fear of disrespect, microaggressions, or blatant discrimination. And naturally, LGBTQ+ customers expect to be treated respectfully and appropriately as well.
Education is a powerful tool for establishing this kind of corporate culture. Most employees want to be inclusive and respectful, but many lack the foundational knowledge to do so. Workplace training on inclusion and LGBTQ+ cultural proficiency can help bridge the knowledge gap.
Also helpful is establishing Employee Resource Groups (ERGs) for employees who are members of underserved communities and their allies, including an ERG focused on the LGBTQ+ population. ERGs foster a sense of community and belonging and, if given adequate organizational attention and support, can also serve as drivers of positive change within the business.
Finally, recruiting efforts that are inclusive around the LGBTQ+ community will help fill the pipeline with a greater diversity of candidates. Some ways to make your recruitment more LGBTQ+ inclusive are to promote your LGBTQ+ positive policies and programs in job postings, connect with young LGBTQ+ talent at colleges and universities, and place job postings across LGBTQ+ focused media outlets.
Public Facing Efforts
At the intersection of your organization and the public lies a great opportunity to boost your LGBTQ+ inclusivity. Consider your advertisements, public media, and promotional materials. Are they inclusive and diverse? Can members of the LGBTQ+ community see themselves depicted there?
Organizations that are more advanced in their inclusion journey often live out their values through donations to LGBTQ+ supportive groups and through public advocacy around LGBTQ+ issues. This particular step takes a great deal of thought and planning, but it is an incredibly powerful way to signal that your business is an LGBTQ+ champion.
The pursuit of greater LGBTQ+ diversity, equity, inclusion, and belonging is a journey that is well worth the effort.
Rebecca Sanborn, JD, is founder and president of Sanborn Diversity Solutions in Derry. The firm helps organizations increase their LGBTQ+ cultural proficiency. For more information, visit sanbornsolutionsllc.com.