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LBGTQ plus and diversity and equality in the workplace

July 17, 2019

It was shocking to read on a business website a couple of months ago that a survey in the USA found that “more than 40% of lesbian, gay, and bisexual people and almost 90% of transgender people have experienced employment discrimination, harassment or mistreatment.” GLAAD

While we aren’t the USA, similar experiences have been relayed in various newspaper editorials in the UK too. When it’s been shown that out and proud LGBTQ+ staff members show improved confidence in the workplace, perform better and enjoy better career progression, why is it that 34% of them still choose not to disclose their sexuality at work? A common running theme is fear of homophobia.

This month is Pride, a celebration of LGBTQ+ rights, diversity, expression, and equality. With this in mind, employers need to begin to recognise that firstly, Pride should exist in workplaces for the other 11 months of the year, and that embracing the diversity of backgrounds and experiences within our workforces can provide real value. This can be achieved through a variety of changes (and can be used in relation to other minority groups too).

Set and enforce policies

It’s important to create policies that accurately and fairly reflect your company’s position on LGBTQ+ rights, but doing this is just the first step. It’s easy to create a document, but what is more important is whether you act on it and support it. In order for any policies to be taken seriously, complaints made relating to them also should be too.

In addition to this it’s worth considering whether employee benefits are shared as fairly to LGBTQ+ partners as to cis/heterosexual partners. If they aren’t the policy won’t hold water.

Educate your staff

People may not read your policy or may not think that their behaviour is discriminatory. This is where it is important to implement a comprehensive Diversity and Equality training programme. During my time as an HR trainer I have frequently encountered delegates who have shocked themselves at how their use of language at work can conjure up stereotypes. These people aren’t homophobic, but their unconscious bias reflects an overall bias in society and educational guidelines from over the years. As an example, where someone may think nothing of referring to something that’s bad as ‘gay’, for someone who is LGBTQ+ this atmosphere, even if it is banter, could lead to feelings of stigma.

Proper education and understanding works towards removing these feelings, improves understanding and supports your LGBTQ+ policies. A good start can be just to share correct terminology with your team, this website is always helpful.

Support events

Now, I’m not suggesting that you encourage your whole team to come in dressed as rainbows, but supporting events like Pride can have a positive effect on your workforce and your business. When a local vet publicised that they were supporting a local pride celebration, they sent out a message that they were diverse. It has also undoubtedly improved their market share and makes them look like a forward-thinking employer.

Listen and adapt

Things change. What we may deem to be acceptable now, may not be in the future. In this sense it’s important to remember that things like policies and training need to be constantly kept up to date. Listen to your team, do they all feel included (and this includes people outside the LGBTQ+ community).

If there are suggestions of things that could be done differently, and that could include the Pride dress code, take them onboard and give them serious consideration.

Ask the experts

Sometimes the best intentions can fall short or can be accidentally offensive. It’s important to get advice and guidance from experts, whether that is for writing policies, training or ensuring that everyone in your business is being treated fairly and equally. Dakota Blue are always happy to work with companies who want to embrace diversity in their workplaces, so feel free to give us a call.