Photo by Oriel Frankie Ashcroft
Corporate America has played an important role in advancing LGBTQ+ rights over the past two decades. Many organizations have supported, attended, and hosted Pride events across the country, executive trailblazers have spearheaded important changes and expansions to workplace policies. Although there has been great progress between more employers recognizing the need to fostering an LGBTQ+ inclusive workplace and the passing of the Equality Act, there is still work to be done. At least 20% of LGBTQ+ Americans report being discriminated against because of their sexual orientation or gender identity when applying for jobs and 22% report that they have not been paid equally or considered for promotion.
Here are 6 ways your organization can help create a safe and inclusive workplace for LGBTQ+ employees this Pride month and all year long.
Revisit your recruitment strategies.
Welcome LGBTQ+ talent by stating your organization's commitment to diversity, equity, and inclusion clearly in job postings, on your website, and in other public-facing materials. Make sure to include sexual orientation and gender identity in your nondiscrimination statement. Partner with LGBTQ+ employee networks and organizations working to advance LGBTQ+ workplace equality like Out & Equal and Power to Fly.
Share your pronouns.
A simple way to support LGBTQ+ employees in the workplace is to share your pronouns. By sharing your pronouns, you encourage others to do the same. Using someone’s correct pronouns is a great way to acknowledge and validate someone’s identity, an important step in becoming an ally. Consider including your pronouns in your email signature and on your business cards. You can also add your pronouns to your name in virtual meetings and on social media.
Offer transgender inclusive health insurance.
While 66% of Fortune 500 companies offer transgender-inclusive benefits, transgender and gender non-conforming people often face discrimination in healthcare, including being denied services, facing harassment, and experiencing a lack of provider knowledge. Ensure your organization’s insurance carrier offers comprehensive transgender-inclusive coverage and care.
Provide access to gender neutral bathrooms.
Access to gender neutral bathrooms can help ensure transgender and non-binary individuals feel safe at work. When possible, consider providing single-occupancy gender neutral bathrooms and/or multiple lockable single-occupant stalls. Gender neutral facilities can signal to employees and visitors that an organization affirms differences and encourages employees to bring their authentic selves to work.
Expand paid leave policies to include chosen family.
You’ve heard us tout the importance of offering paid parental leave to parents of all genders before—and we believe it’s worth repeating. Ensure your paid leave policies (including caregiving, medical, and parental leave) are LGBTQ+ inclusive. Parental leave policies should not only cover people who give birth, but those who become parents through adoption, surrogacy, and/or fostering. Consider expanding paid leave policies to cover chosen families in addition to those with biological or legal ties. Less than half of LGBTQ+ individuals are likely to rely on their biological family for support when sick and less than a third are likely to rely on a legal spouse.
Employ an intersectional approach.
According to BCG, the LGBTQ+ workforce is more racially diverse and more likely to include women, transgender employees, and people with different sexual orientations than in the past. And yet, 40% of LGBTQ+ employees are not out at work and 75% have reported experiencing at least one discriminatory experience. To foster a culture of inclusion, employers must design policies and programs using an intersectional approach. For example, rather than just examining the impact of sexual orientation on employee experience, aim to understand the impact of sexual orientation and race or sexual orientation and gender identity. Integrating multiple lenses into your diversity, equity, and inclusion strategies can help create a workplace where all people feel like they belong.
Don’t just invest in DEI—invest in data-driven strategies that lead to measurable outcomes. Learn more.
