By Onyeka Oruonyehu

Employer initiatives can help prevent discrimination and create a more inclusive and welcoming workplace for LGBTQ+ employees.

Creating an enabling work environment for lesbian, gay, bisexual, transgender, queer and other sexual or gender identities (LGBTQ+) employees is crucial for their well-being, job satisfaction, and overall success.

An inclusive workplace increases productivity and ensures that employees are safe, respected and can fully contribute to the organisation's goals.

Research has shown that happy employees are more productive, leading to greater profitability for any business.

However, despite progress in recent years towards equal rights and protections, discrimination against LGBTQ employees still occurs in many workplaces. This shows that having a written policy is not enough, as much must be done and extra effort put in place to ensure that everyone is safe and happy.

This article discusses eight ways companies can promote inclusivity in the workplace.

Promoting LGBTQ Awareness and Education

Ignorance is partly the reason for the discrimination against LGBTQ employees. Workplaces can check this issue by educating employees about LGBTQ+ identities, terminology, and the challenges faced by the community. Companies can also offer workshops, training sessions, or guest speakers to increase awareness and understanding of the LGBTQ+ community.

LGBTQ+ education also involves training managers, supervisors and HR staff to address unconscious bias, handle diversity-related issues, and create an inclusive team. Equipping managers with the knowledge and skills to support and advocate for LGBTQ+ employees is crucial in creating an inclusive work environment.

Implementing non-discrimination policies 

Businesses can take practical steps in supporting the LGBTQ+ community by establishing clear and comprehensive non-discrimination policies that ensure that LGBTQ+ employees are protected from discrimination in all aspects of employment, including hiring, promotions, and benefits.

One company which was one of the first corporations to prohibit employment discrimination based on sexual orientation and write it into its policy as far back as 1975  was AT&T. In 2022, employees who self-reported as members of the LGBTQ+ community made up 1.6% of AT&T's new hires.

By implementing non-discrimination policies, companies show that they are committed to standing behind the LGBTQ+ community.

Celebrate LGBTQ+ awareness events

Supporting LGBTQ+ community initiatives, events, and organisations is one of the best ways for firms to demonstrate commitment to inclusivity. Through sponsoring or participating in LGBTQ+ community events, pride parades, and other initiatives, firms can provide networking opportunities for LGBTQ+ employees.  Coca-Cola showed solidarity with the LGBTQ+ community by celebrating Pride Month with rainbow-branded products. This kind of effort is encouraged by companies and organisations especially in where members of the LGBTQ+ community do not feel safe.

Address Bullying and Harassment promptly

Findings indicate a problem of bullying LGBT+ employees in workplaces. Research by the University of Manchester shows that LGBs were more than twice as likely to be bullied and discriminated against as their heterosexual colleagues. Businesses can address this problem by establishing a zero-tolerance policy for bullying, harassment, and discrimination based on sexual orientation or gender identity. 

One way of doing this is by creating mechanisms for reporting incidents and providing robust procedures for addressing complaints promptly and effectively, ensuring that LGBTQ+ employees can safely report any concerns without fear of retaliation.  Organisations can also provide access to resources and support, such as employee assistance programs or counselling services, to assist LGBTQ+ employees facing challenges in the workplace.

Employee Resource Groups (ERGs)

Another way to create an LGBTQ+ inclusive workplace is to encourage the formation of LGBTQ+ employee resource groups (ERGs) that provide a supportive community and a platform for discussing workplace concerns. These ERGs serve as a platform for LGBTQ+ employees to connect, share experiences, and offer support. They also contribute to fostering a sense of belonging and can advise management on LGBTQ+-related policies and initiatives.

Accenture, a global services company, has displayed a good example of what a company-backed employee resource group should look like. The firm has been known for impactful initiatives to support its LGBTQ employees for more than 20 years. Accenture welcomes employees of all identities but continuously stands behind them. The organisation has LGBTQ+ employee resource groups in over 45 countries by joining with partners to help operationalise the UN’s LGBTI standards of workplace equality. 

Implement Inclusive Benefits and Policies

Another way to show practical support for LGBTIQ+ inclusion is by evaluating employee benefits to cover LGBTQ individuals and their families. Companies may need to review and update policies offering same-sex partner benefits, transgender-inclusive healthcare coverage, and gender-neutral parental leave policies. Firms should review and revise policies to eliminate biases or barriers affecting LGBTQ+ employees' experiences and opportunities.

Regularly Seek Employee Feedback

Businesses should encourage employee feedback through surveys, focus groups, or suggestion boxes. Listen to their experiences and suggestions for improving LGBTQ+ inclusivity, and take appropriate action based on their input.

Implement Gender-Neutral Policies

Creating inclusivity in the workplace may also involve reviewing and revising existing policies, such as dress codes, restrooms, and employee records, to ensure they are inclusive of all gender identities. Companies should update their dress code and grooming policies to make them gender-neutral and not reinforce stereotypes or discriminate against LGBTQ individuals. Firms should allow employees to express themselves authentically. Businesses can also use inclusive language and pronouns in company communications and interactions. Such as in email signatures and encouraging employees to share their pronouns.