A guide to LGBTQ+ inclusion for employers
With 54% of UK workers wanting to see a fairer workplace, employers are recognising the importance of promoting a culture that values and respects everyone. That’s why we've delved into how you can foster LGBTQ+ inclusion in your workplace.
Creating an accepting and welcoming environment at work is crucial for staff morale and productivity, allowing employees and employers alike to benefit from a workplace where everyone can thrive.
Unfortunately, there is still a lot of work to do. A survey conducted by the Chartered Institute of Personnel and Development (CIPD) found that more than one in five respondents experienced a negative or mixed reaction from others at work due to being LGBTQ+.
In this article, we’ll look at the benefits of an LGBTQ+ inclusive workplace in more detail, the consequences of failing to drive inclusivity, and the steps employers can take to ensure their workplace is welcoming for LGBTQ+ workers.
What does LGBTQ+ mean?
The acronym LGBTQ+ stands for Lesbian, Gay, Bisexual, Transgender and Queer. The first four letters have been in use since the 1990s, but in recent years there has been a shift in order to accommodate a range of identities, with the “+” representing those who are part of the community but for whom LGBTQ does not reflect their identity.
There are numerous variations of the acronym that are also commonly used, such as LGBTQIA, where the “I” represents Intersex, and the “A” stands for asexual, aromantic or agender.
The benefits of LGBTQ+ inclusion in the workplace
In its Diversity Wins investigation into the business case for diversity, McKinsey & Company highlighted that the relationship between “diversity on executive teams and the likelihood of financial outperformance has strengthened over time,” bolstering the case for increasing inclusivity in the workplace.
In addition to this, UK charity Stonewall, the biggest LGBTQ+ rights charity in Europe, explains that more inclusive workplaces allow for different sets of opinions to be aired, resulting in a more innovative, caring, and thoughtful environment. As a result, an inclusive work environment means everyone, including employees who are not LGBTQ+, have the chance to shine and enjoy the same benefits.
This can also contribute to increased happiness and satisfaction at work, as employees feel included and better able to express themselves. A happier workforce has the added bonus of increasing staff retention, helping organisations hold onto top talent and spend less on recruitment.
Liz Ward, Director of Programmes at Stonewall told Totaljobs: “We all perform better when we can bring our full selves to work, and having an employer that supports LGBTQ+ people to thrive as themselves can make an enormous difference to the lives of all staff.”
“Sadly, we know that more than a third of LGBT staff (35%) have hidden that they are LGBT at work for fear of discrimination. When you are LGBTQ+ in an environment where you aren’t able to be your authentic self, too much of your time and emotional energy is taken up by navigating a complex environment and worrying about what others may be thinking.”
Consequences of failing to have an LGBTQ+ inclusive workplace
Not having an LGBTQ+ inclusive workplace means missing out on all the benefits noted above. According to the CIPD, this can also result in decreased employee satisfaction, productivity, and motivation.
The absence of LGBTQ+ inclusivity in the workplace can also harm talent retention. Our research found that 43% of trans employees have left a job because they felt the environment was unwelcoming. As a result, companies can miss out on a broad range of skills and perspectives, potentially hindering productivity in the process.
There can also be legal consequences for companies found discriminating against an employee or candidate based on whether they are LGBTQ+. The Equality Act 2010 lists different types of discrimination which apply to protected characteristics, including sexual orientation and gender reassignment.
This includes direct and indirect discrimination, victimisation, and harassment. The CIPD explains that companies should follow the Equality and Human Rights Commission’s code of practice on employment, which gives important guidance on good practice. Failure to comply with the code could be taken into account by tribunals or courts.
Strategies for LGBTQ+ inclusion in the workplace
There are clear steps that businesses can take to ensure they have an inclusive workplace for LGBTQ+ employees.
1. Develop clear policies
Start by implementing zero-tolerance policies against homophobic, biphobic and transphobic discrimination and harassment, defining the sanctions for staff and/or customers who engage in this behaviour. You should also ensure parental and family leave policies are inclusive of all forms of building a family and that compassionate leave includes chosen family.
2. Improve trans inclusion
According to Stonewall, a third of trans employees reported being the target of negative comments or conduct from customers or clients at work in the last year. As a result, employers should look to implement a trans inclusion for employees who are transitioning that gives them dignity and full ownership of their transitioning process. This can include information on confidentiality, dress codes and using facilities, with related guidance for line managers on transgender inclusivity.
3. Provide LGBTQ+ training
It’s crucial for employers to provide diversity and inclusion training that supplements professional learning and educates staff on recognising and challenging anti-LGBTQ+ discrimination. Managers should be equipped with the support they need to effectively advocate for LGBTQ+ employees, including training for senior leadership who can advocate for inclusion at the highest.
4. Recruit and promote diverse candidates
Fostering an inclusive workplace requires a recruitment process that expands your talent pool to include a more diverse range of candidates. To do this, your organisation needs to promote diversity and inclusion in your job advertisements and ensure talent acquisition teams and line managers are supported with relevant processes, training and policies.
5. Monitor staff diversity
Collecting and analysing diversity data across pay and grade can help to identify potential areas of discrimination in career progression. In addition to this, by also including the collection of diversity data during the exit process allows departing employees to provide honest feedback on any LGBTQ+-related concerns you can use to improve processes moving forward.
6. Set up an LGBTQ+ network
The creation of an LGTBQ+ network can be a great way to support staff and encourage education and inclusivity, providing a safe space for members of the LGBTQ+ community to communicate. Networks like this also provide an opportunity for employees to identify issues affecting LGBTQ+ staff and suggest how these can be resolved.
7. Celebrate the LGBTQ+ community
Marking events like LGBTQ+ history month, Pride and Trans Day of Visibility can be a great boost to LGBTQ+ inclusion and awareness, acting as learning opportunities for the entire workforce. These milestones also provide a chance for your network group to get involved and raise important topics and issues.
8. List pronouns
Including pronouns, on email signatures and across social media channels, for example, has become much more common over recent years, helping to normalise not assuming someone’s gender. Getting in this habit can help trans and non-binary members of staff feel more comfortable and accepted at work, and reduce their risk of being misgendered.