How to create an LGBTQ+ inclusive workplace
October 11, 2024Achieving workplace inclusivity isn’t just a box-ticking exercise with no real purpose; it is an essential aspect of a functioning business in the 21st century. Research indicates that employees are keen to go the extra mile if they are feeling happy and relaxed in their work environment, so creating a safe space for all staff is beneficial to workers, employers, and company success overall. Here are some methods to ensure both LGBTQ+ employees and business managers can strive for an inclusive environment.
1. Use Inclusive Language
The importance of inclusive language cannot be overstated, especially with regards to the LGBTQ+ community. Though it may seem insignificant to many, small decisions in the language we use, whether consciously or unconsciously, can impact a person’s confidence permanently. Defaulting to a heteronormative mindset by assuming opposite-gendered pronouns when discussing an employee’s romantic life, or misgendering trans and non-binary staff, can push people back into the closet. It’s better to ask or use inclusive gendered language (they/them) rather than have such a negative impact.
Advice for employees: Don’t make assumptions. Use vague language and gender-neutral terms until your colleagues feel comfortable expressing them to you.
Advice for employers: Ask staff for their pronouns upon joining to instantly avoid misgendering. Perhaps have all staff members include pronouns on their work profiles or email signatures.
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3. Champion Belonging
It is imperative that every employee feels like they belong in their place of work and that everyone feels like they have a voice. Not only will this help improve morale and, consequently, work ethics, but more importantly, it positively affects the mental health of staff. Humans are naturally social beings, and feelings of exclusion can be extremely detrimental.
Advice for employees and employers alike: make sure everybody feels involved in the progress of your work and that all suggestions and proposals are considered. If you believe anyone is being left out, speak up and try to include them!
4. Lead with Openness
Keeping on the topic of mental health, it is so important to regularly check up on fellow employees and their mental state. Whether it’s feeling overworked, facing problems at home, or battling a mental illness, the workplace should always feel like a safe and secure place for members of staff to come forward about their struggles.
Advice for employees: Reach out to each other every now and then. Sometimes just listening to someone and expressing any troubles you’re going through as well can help people feel less alone. Don’t suffer in silence.
Advice for employers: it may be a good idea to set up confidential one-on-one meetings with staff, specifically to check in on their well-being and mental state. Creating healthy manager/employee relationships is one of the most important aspects of running a business.