By embracing diversity, including individuals of all sexual orientations, we can enhance the success and well-being of our employees and the organization as a whole. This blog post will guide you through practical steps to increase LGBTQ+ inclusivity in your workplace, emphasizing respect, understanding, and teamwork.

Importance of Inclusivity

Inclusive workplaces are the foundation for thriving and successful organizations. Embracing diversity, including individuals of all sexual orientations and gender identities, drives innovation, creativity, and overall success. Valuing employees for who they are fosters authenticity, leading to increased engagement, productivity, and a sense of belonging. Inclusive environments attract top talent, reduce turnover, and promote diverse perspectives crucial for problem-solving and decision-making. Prioritizing inclusivity not only improves working environments but also showcases organizations as socially responsible and forward-thinking entities.

• Understanding the current landscape of diversity and inclusion in the UK workplace is essential for driving positive change. According to a study by Stonewall, a leading LGBTQ+ rights organisation:
• More than a third of LGBT staff (35%) have hidden that they are LGBT at work for fear of discrimination.
• Almost two in five bi people (38%) aren’t out to anyone at work about their sexual orientation, compared to seven per cent of gay men and four per cent of lesbians.
• One in four trans people (26%) aren’t open with anyone at work about being trans. This number increases to about two in five non-binary people (37%) who aren’t out at work.
• Almost one in five LGBT staff (18%) have been the target of negative comments or conduct from work colleagues because they’re LGBT.
• Almost one in five LGBT people (18%) who were looking for work said they were discriminated against because of their identity while trying to get a job.

Creating inclusive workplaces is essential for all employees to feel accepted, supported, and empowered to be their authentic selves. By tackling these challenges head-on, organizations can make significant strides in fostering a truly inclusive culture that celebrates the diverse talents within their workforce.

Some Practical Steps to Foster LGBTQ+ Inclusivity

Looking to promote inclusivity within your organization? Discover our 14 practical steps for fostering LGBTQ+ Inclusivity.

1. Recognise that Identities are Complex
   Everyone is different. Make sure to set some time aside to get to know your current team and any new starters, this creates a safe space for them to share who they really are and share any issues they’re experiencing.
2. Don’t Expect Anyone to ‘Out’ Themselves
   Being ‘Out’ at work is a choice that each individual should feel comfortable to make for themselves. Many people won’t feel safe or comfortable outing themselves at work, so design your programmes to include people, whether they are ‘out’ are not.
3. Educate and Raise Awareness
   Start by fostering a culture of awareness. Provide educational resources that help employees understand the diversity within the LGBTQ+ community. Simple workshops or presentations can go a long way in dispelling myths and stereotypes, promoting empathy and understanding.
4. Inclusive Language
   Language matters Encourage the use of inclusive language that respects diverse identities. Be mindful of gender pronouns and create an environment where individuals feel comfortable expressing their preferred pronouns without fear of judgment.Inclusive Terms

    

   • Hi all, folks, team, friends, team, everybody, everyone, or specific terms like customers, clients, employees
   • Invite your partners, spouses to the event
   • Chair, chairperson, door attendant, bartender, server etc
   • Humankind
   • Best person for the job
   • The person in the green shirt
   • Sexual orientation, sexuality
   • Gender identity
   • Trans, trans person, transgender person, trans man, trans woman

   Non Inclusive Terms

   • Hi guys, ladies, gentlemen
   • Invite your boyfriend, girlfriend, husband, wife to the event
   • Chairman, doorman, barman, barmaid, waiter, waitress etc
   • Mankind
   • Best man for the job
   • The man in the green shirt
   • Sexual preference
   • Sex, specifically mistaking sex for gender
   • Transgendered, transwoman, transman
   • Decided to be/become a man or woman
5. Normalise Pronouns
   Including the option to had pronouns in your email signatures and various platforms your organisation use is an important move towards inclusivity. As mentioned, this should be optional, as not everyone will feel comfortable sharing their pronouns. Not everyone will feel comfortable sharing their pronouns. You could say something like:“Anyone who wants to add their pronouns to their email signature is welcome to. Adding these words helps make it clear that we respect each other’s gender identities and normalise conversations about gender.”

    

   You can display pronouns in Teams Profiles, Slack profiles, Zoom participant names, staff bios, HR and payroll software etc.

6. Celebrate Diversity
   Celebrate different cultural events and observances related to the LGBTQ+ community. Acknowledge Pride Month or other relevant occasions by organising events, displaying inclusive decorations, or even sharing stories of LGBTQ+ individuals within the organisation. This not only promotes awareness but also helps create a sense of belonging.
7. Establish Support Networks
   Consider setting up support networks or affinity groups within the workplace. These groups provide a platform for employees to connect, share experiences, and offer support. This fosters a sense of community and shows that the organisation values and encourages diversity.
8. Inclusive Policies
   Review and update existing policies to ensure they are inclusive and supportive of LGBTQ+ employees. This includes non-discrimination policies, healthcare benefits, and family leave policies. Communicate these policies clearly to all employees to ensure everyone is aware of their rights and feels supported.
9. Lead by Example
   Leaders play a pivotal role in shaping company culture. Encourage leaders to lead by example, embracing diversity and inclusivity in their daily interactions. When employees see leadership actively promoting an inclusive environment, it sets a powerful precedent for the entire organisation.
10. Foster a Safe Space
    Create a workplace where individuals feel safe to be themselves. This involves addressing any instances of discrimination promptly and effectively. Implement reporting mechanisms and ensure that employees trust the process, knowing that their concerns will be taken seriously.
11. Continuous Training and Development
    Implement ongoing training programs to keep employees informed about evolving diversity and inclusion issues. Equip them with the tools to challenge biases, stereotypes, and discriminatory behaviours. This proactive approach ensures that inclusivity remains a fundamental aspect of the organisational culture.
12. Intersectionality Matters
    Recognise that individuals may belong to multiple marginalised groups, and their experiences are shaped by the intersection of these identities. Embrace an intersectional approach to inclusivity, acknowledging the unique challenges faced by employees who belong to both the LGBTQ+ community and other marginalised groups.
13. Employee Resource Groups
    Encourage the formation of Employee Resource Groups (ERGs) specific to the LGBTQ+ community. ERGs provide a platform for networking, mentorship, and advocacy within the organization. They also serve as valuable channels for feedback and insights on creating a more inclusive workplace.
14. Know that there’s no Quick Fix
    There’s no button you can press for instant LGBTQ+ inclusion. It’s an ongoing, ever-evolving journey towards a more inclusive future. Similarly, there is no one template for a perfectly LGBTQ+ inclusive workplace. Inclusivity should be seen as both a process and a goal, rather than a quick fix.