Beyond the Basics: Supporting Your LGBTQ+ Employees
June marks the start of Pride, a month-long celebration of the impacts of the Lesbian, Gay, Bisexual, Transgender, Queer and Questioning, Intersex, Asexual (LGBTQIA+) community. While traditionally a time of joyful celebration and authentic love, it’s impossible to deny that Pride feels different this year, as threats of violence, anti-LGBTQIA+ bills, and the war on companies who express support for the community wage large.
A large UCLA study conducted in late 2021 found that almost half (46%) of LGBTQIA+ employees have experienced some form of unfair treatment at work, including and up to being fired. Meanwhile, when applying for jobs, 24% of LGBTQIA+ workers report experiencing discrimination based on gender orientation or sexual identify, compounded for LGBTQIA+ people of color (29%) and for transgender employees (43.9%.)
Over 8 million workers in the US identify as LGBTQIA+ and it’s up to employers to ensure they are safe, seen, included, and empowered at work. Here are some starter suggestions that can help.
1) Communicate Boldly
Ensure that your employees receive clear communication about what Pride Month (or any commemorative day or month that your company acknowledges) really means to your organization, and how it aligns to your values and mission.
To do this, ensure that you articulate what actions your organization has taken to address issues faced by the LGBTQIA+ community, or areas where you are seeking to learn more. Provide employees the opportunity to engage, and share how they can support in company efforts, but be mindful not to mandate this work, especially for LGBTQIA employees.
2) Offer Gender Transition Support
Transgender and gender non-conforming employees are often subject to different types of harassment and challenges in the workplace. These include being referred to (deliberately or not) with incorrect pronouns, bathroom accessibility, and inappropriate questions that lead to disengagement.
Supporting transgender and gender non-conforming employees, especially during their gender transition, is crucial. Develop a comprehensive gender transition policy that includes guidance on name and pronoun changes, restroom and facility usage, and confidentiality measures. Offer resources for mental health support and connect employees with transgender-inclusive healthcare providers.
3) Support (or Start) Employee Resource Groups
Employee Resource Groups (ERGs) provide a platform for LGBTQIA+ employees and allies to connect, share experiences, discuss areas of proposed need and change within your organization, and generally create a supportive network for one another. Encourage the formation of LGBTQIA+ ERGs within your organization and provide resources and support to help them thrive. These groups can organize events, provide mentorship opportunities, and advise leadership on LGBTQIA+ issues.
4) Check Your Benefits Package
Take a page from the majority of Fortune 500 companies and review your employee benefits package to ensure it is inclusive of LGBTQIA+ employees and their families. This may include offering domestic partner benefits (provided at 56% of Fortune 500 companies), transgender-inclusive healthcare coverage (see our previous note about transitioning support, and note that this is offered at 66% of Fortune 500 companies), and access to mental health resources specific to LGBTQIA+ individuals. Benefits are one of the main motivators for LGBTQIA+ employees, and will ensure that members of the community want to work and stay at your organization.
5) Address Microaggressions & Biases
Combatting subtle forms of discrimination, such as microaggressions, is essential for creating an inclusive workplace. To do so, educate employees on what constitutes a microaggression and its impact on individuals. Encourage open dialogue and provide resources to address bias and foster a culture of respect. Make this actionable by implementing reporting mechanisms where employees can safely share incidents and ensure appropriate actions are taken to address any issues.
Side note: Agile Talent offers a research-based approach to our manager and team trainings on microaggressions and allyship - these workshops are a great external offering for companies looking to provide development.
6) Regularly Seek Feedback & Evaluate Progress
The needs of the LGBTQIA+ community are consistently changing in a changing world. Thus, it’s important to continuously assess your organization's LGBTQIA+ inclusion efforts by seeking feedback from employees. Conduct surveys, implement focus groups, or offer confidential feedback channels to understand the experiences of LGBTQIA+ employees and identify areas for improvement.
Use the feedback to adjust policies, programs, and practices when you can, or to provide rationale and context when you can’t. Regularly measuring progress and communicating updates to employees show that you are committed to creating a workplace that evolves with the needs of the LGBTQIA+ community.
Need help?
Supporting LGBTQ+ employees goes beyond implementing basic policies. Instead, it requires ongoing commitment, listening, and taking meaningful action to create an inclusive workplace that respects and celebrates diversity.
Agile Talent Consulting is here to provide consultation on policies and practice, such as your employee handbook, as well as trainings to support allyship and advocacy.
