In today’s blog, we will look at the fundamental gap in the diversity initiatives of most companies, i.e., the lack of LGBTQ resources. These are the resources meant to address challenges related to sexual orientation or gender identity such as discrimination and bias. Additionally, LGBTQ resources support career advancement, promote inclusive benefits packages and foster awareness among LGBTQ employees and their colleagues. Ultimately, these resources aim to create a work environment where LGBTQ individuals can thrive professionally.
Another universal and all-inclusive reference to the LGBTQ community is LGBTQIA+ where I and A stand for intersex, and asexual (or allies). So, LGBTQIA+ stands for lesbian, gay, bisexual, transgender, queer (or questioning), intersex, asexual (or allies), and others. In this blog, for brevity and SEO, we’ll use LGBTQ.
What Prompts LGBTQ People to Stay Closeted at Work?
LGBTQ employees often choose to remain closeted at work due to various challenges they anticipate. One significant fear is that of negatively impacting their relationships with colleagues or superiors. Furthermore, many worry that revealing their sexual orientation or gender identity will halt their career advancement due to discrimination or bias.
According to the HRC Foundation, “46% of LGBTQ workers say they are closeted at work. Additionally, 31% of LGBTQ workers say they have felt unhappy or depressed at work”.
The lack of accessible LGBTQ resources is another factor in employees’ decision to stay closeted. Without adequate support or clear non-discrimination policies, LGBTQ individuals may feel isolated and vulnerable. They might feel uncertain regarding where to seek help in case of harassment. To address these concerns, organizations must take a proactive approach to implementing LGBTQ resources.
How Do LGBTQ Resources Alleviate These Challenges?
LGBTQ resources can be instrumental in alleviating the challenges faced by LGBTQ employees in the workplace. They serve as valuable educational platforms, educating colleagues and management about the distinctive hurdles that LGBTQ individuals encounter. They often establish crucial support networks and mentorship programs to help LGBTQ individuals thrive in their careers.
Furthermore, LGBTQ resources can present a company as an advocate for LGBTQ rights, and enforcement of non-discrimination policies that explicitly protect LGBTQ employees. Non-discrimination policies ensure that LGBTQ individuals have legal protections in place to champion their rights and promote equality within the workplace.
Furthermore, these resources may include access to mental health services and counseling that are LGBTQ-affirming. This access is critical as LGBTQ individuals often face unique mental health stressors due to societal pressures and discrimination. Last but not least, LGBTQ resources engage in advocacy efforts both within and beyond their organizations. By doing so, they ensure that the concerns and needs of LGBTQ employees are properly addressed.
LGBTQ Resources Organizations Can Offer
While some organizations may provide basic diversity and inclusion training, there are more specific LGBTQ resources that can make a significant difference. A few of these include inclusive policies and benefits, comprehensive education and training on sensitizing teams with LGBTQ concerns, and community engagement and support. Let’s explore some underutilized LGBTQ resources that might be missing from your organization.
Inclusive Policies and Benefits
- Offer Gender-Affirming Healthcare Coverage: Beyond the standard health insurance, consider providing coverage for gender-affirming healthcare, including hormone therapy and gender confirmation surgeries. This helps transgender employees access vital medical services.
- Provide Equal Parental Leave for all Couples: Ensure that your organization’s parental leave policies are inclusive and offer equal benefits to same-sex couples and transgender employees. This extends to adoption, surrogacy, or any other avenue of becoming parents.
- Tailor LGBTQ-Specific Mental Health Support: Recognize that LGBTQ employees may face unique mental health challenges due to discrimination or identity-related stress. Offer access to LGBTQ-affirming mental health services, including therapy and support groups.
- Adopt Non-Discrimination Policies: Ensure your organization has clear, comprehensive non-discrimination policies. These policies should explicitly safeguard LGBTQ employees from bias based on sexual orientation, gender identity, or expression.
Comprehensive LGBTQ Education and Training
- Provide LGBTQ Sensitivity Training: Offer specialized training programs that educate employees on LGBTQ terminology, issues, and challenges. The training should be designed to cultivate empathy and reduce ignorance.
- Adopt Using Inclusive Pronouns: Encourage using gender-inclusive pronouns like they/them in the workplace. Offer resources and training to help employees use these pronouns correctly in verbal and written communications.
- Introduce Allyship Programs: Establish programs that educate employees on how to be proper allies to their LGBTQ colleagues. The program should provide them with clear strategies on how to support their LGBTQ colleagues.
- Create Inclusive Language Guidelines: Establish clear guidelines for inclusive language in company communications, documents, and meetings. The guidelines should aim to eliminate the unintentional biases, stereotypes, and microaggressions that occur when language is not carefully considered.
Community Engagement and Support
- Engage in LGBTQ Advocacy: Advocate for LGBTQ rights and equality by voicing support and taking tangible actions that promote positive change. One such action is sponsoring or actively participating in LGBTQ events and pride parades.
- Promote Mentorship Programs: Create mentorship programs that pair LGBTQ employees with experienced mentors within the organization. Such programs should aim to facilitate the career development of LGBTQ employees and provide them with emotional support.
- Initiate Charitable Giving: Consider directing financial support towards LGBTQ-focused charities or nonprofits that actively work to advance LGBTQ rights and provide critical services. Support can be in the form of direct financial donations, in-kind contributions, or employee volunteer programs.
LGBTQ resources are the cornerstone of fostering an inclusive workplace.
They help LGBTQ individuals flourish, free from discrimination and bias. They serve as a bridge toward greater understanding, acceptance, and support for all employees.
“Equality means more than passing laws. The struggle is really won in the hearts and minds of the community, where it really counts.”
– Barbara Gittings
The Final Word on LGBTQ Resources
Incorporating LGBTQ resources into your organization implies not merely paying lip service to inclusivity but actively embodying the principles. It’s about making sure your employees feel valued for who they are, without the fear of discrimination. However, it’s essential to acknowledge that promoting diversity and equity is an ongoing and ever-evolving journey. It requires a continuous commitment to assessing and enhancing your efforts. It is crucial to regularly solicit feedback from LGBTQ employees and adjust the policies and programs accordingly. Embracing LGBTQ resources isn’t just a compliance requirement; it’s a fundamental step to creating an inclusive and equal workplace.
If you are looking for more strategies and resources to make your organization more LGBTQ-inclusive, consider exploring the following inclusiveness course by The Inclusive Dojo.
Nurturing an LGBTQIA+ Inclusive Workplace
To get free preview access to this Diversity and Inclusion training that shares tips and best practices for Nurturing an LGBTQIA+ Inclusive Workplace, click the Access the Free Preview button and submit a simple form.