Although there is still ways to go, many organisations are working towards addressing gender bias and working on the gender pay gap. A significant amount of these organisations will fall into the trap of thinking that this focus on gender is enough to create or maintain a diverse and inclusive workforce and will fail to look at the other important areas of diversity like the LGBTIQA+ community.
Why does LGBTIQA+ matter in the workplace?
A vast number of studies have demonstrated the direct link between feeling included from a diversity and inclusion perspective, and employee retention. A 2021 US study demonstrated that 78% of the surveyed workforce asserted that it was important to them to work for an organisation that prioritised diversity and inclusion. The days of remunerating employees and expecting that financial rewards are enough to retain them are well and truly gone. Gen Z currently make up 38% of the of the global workforce, and by 2030, this will increase to more than half. This specific generation have very different needs in an employer and prioritise different things when looking at organisations to work for. 96% of Gen Z employees believe that it is important to feel included in the workplace. Given that Gen Z are also the most diverse generation, this means that they place an incredible amount of emphasis on diversity and inclusion in the workplace.
Not only do Gen Z have different priorities when it comes to whether they consider an organisation a Great Place to Work, but they also have the largest amount of people identifying as members of the LGBTQIA+ community at 18%. Given this, it’s becoming more and more important for employers to ensure their workplace is both open and inclusive to its members of the LGBTQIA+ community.
This community has a strong presence in both the legal and the tech industry, creating a level of diversity naturally, and yet the majority of employers in this space do not have established practices, policies, or workplace cultures of inclusion.
With all this in mind, only 43% of the LGBTQIA+ community feel comfortable in being open about their sexual orientation in their workplace. The biggest factor that contributes to this, is a concern around being treated differently. Concerns around career opportunities and personal safety are also cited.
What can you do to make your workplace more inclusive of the LGBTIQA+ community?
So, knowing all of these things, how do we actually make a difference and make our members of the LGBTIQA+ community feeling comfortable and included so they stick around and increase representation in our workplace?
Policy
Whilst alone it isn’t enough, its important to have the foundation to create the right culture and environment. Having a strong Diversity and Inclusion Policy that reflects the type of organisation you are, and the appropriate policing mechanisms for any biased, discriminatory or harassment type of behaviours that are displayed. Show that you have a 0-tolerance policy and that your people are safe in their place of work.
It is also important to make sure all of your other policies are reflective of a workplace that supports and encourages its LGBTQIA+ community. A good place to start is looking at your uniform policy to make sure it uses neutral language and doesn’t enforce gender stereotypes.
It’s important to remember that a written Diversity and Inclusion Policy that references the LGBTQIA+ community is an integral first step, but it is just the beginning. Organisations need to actively create and maintain a culture that not only allows for but encourages and celebrates their members of the LGBTQIA+ community.
Pronouns
Although pronouns seem a daunting thing to address in a workplace, in reality it is very simple. Utilise the vast amounts of education around pronouns online and share it with your people and help them get understand the importance of pronouns in creating an inclusive environment for the LGBTQIA+ community. Encourage your people, both the members of the LGBTQIA+ community and everyone else, to display their pronouns and be proud of them.
Training
Invest in Inclusion Training. There are many different providers around the country doing this training and tailoring it to your needs and your organisation. Engaging external trainers rather than relying on your LGBTQIA+ members internally helps move away from the rhetoric that they always have the burden of educating others.
Promotion
If you are already doing great things in the LGBTQIA+ inclusion area and feel comfortable that you are a safe and embracing workplace for members of the community, celebrate and promote this! Show your people that you are proud to be diverse and inclusive.
Utilise LGBTQIA+ Job boards to advertise your roles also, to show that your organisation is passionate about diversity and inclusion and that candidates who are part of the LGBTQIA+ community are not only welcome, but celebrated. Doing this will open up a whole new market of quality candidates looking for roles in organisations where they can be themselves.
