June is pride month and the perfect time to talk about inclusion in the workplace. In the spirit of celebration, great strides have been made to make work a more inclusive place for everyone with anti-discriminatory policies, offering LGBTQIA+-related benefits, and increasing representation.
Now for the hard truth: we’re still falling short creating inclusion at work.
Many LGBTQIA+ employees are not feeling included. In fact, work is the “second most common place” where they experience discrimination. A study by Boston Consulting Group and NYC’s Lesbian, Gay, Bisexual, and Transgender Community Center found that “40% of LGBTQIA+ employees are closeted at work and 75% have reported negative day-to-day interactions” resulting from their identity.
Hiring diversity is pointless if you don’t strive to create a culture of inclusion and diversity where everyone is free to bring their authentic selves to work.
Here are three ways you can start.
Normalize using the correct pronouns.
HR can help non-binary, transgender, and similar employees feel more comfortable by encouraging them and colleagues to add pronouns in company-related materials, such as emails, profiles, nametags, etc.
Meetings are another opportunity. Instead of greeting everyone as “guys,” say “everyone.” This simple change affects the entire meeting dynamic.
Remember that revealing pronouns may create anxiety for some. While encouraging it is important, avoid forcing disclosure.
Everyone should understand that you cannot determine someone’s pronoun preference by appearance alone.
Integrate diversity in your benefits and policies.
Many companies maintain outdated policies and benefits that don’t support LGBTQIA+ employees. According to an AP analysis, “more than 75% of survey respondents said that they would like companies to have clear policies to protect LGBTQIA+.” Additionally, “45% said they would like their employers to create a safe place for them.”
To create more diverse policies, diverse employees must participate in decision-making. Diverse leadership inspires employees.
Consider these policy areas:
- Do benefits include non-binary and trans employees (gender reassignment surgeries, psychologists, healthcare)?
- Do you provide benefits for same-sex parents (adoption, parental leave)?
- Does your dress code allow for safe expression of gender?
Revisit job descriptions and documentation to ensure gender-neutral language. Use “employee” instead of gendered pronouns like “he” or “she.”
Revisiting benefits and policies more frequently than annually demonstrates that diversity remains a priority.
Create a truly welcoming physical environment.
Making LGBTQIA+ employees feel safe means attending to the physical workspace.
A critical component involves allowing employees to use bathrooms matching their gender identity. Restricting access causes anxiety, isolation, and fear. Some employees avoid bathrooms entirely, impacting their health significantly.
Solutions include implementing gender-neutral, single-occupancy bathrooms open to everyone, or gender-neutral multi-occupant bathrooms with single-occupant lockable stalls.
Whatever approach you choose, the solution must be safe, convenient, and respectful of all genders.
Conclusion
HR plays a major role in ensuring workplaces are safe for all people and fostering inclusion. This must be a priority. LGBTQIA+ employees face unique challenges addressable through creating safe, welcoming environments across all aspects of work. If you haven’t begun this journey, now is the time to start. Contact us, and we’ll develop ideas tailored to your business.
