Let’s paint a picture: You arrive at work, coffee in hand, ready to conquer the day. But instead of feeling pumped up, there's a knot in your stomach. Will today bring another inappropriate joke from a coworker? Or will a manager's offhand comment sting more than usual? Unfortunately, this nagging sense of dread is the everyday reality for many of our LGBTQIA+ friends and colleagues.
With Pride Month upon us, we need to have an honest conversation about something that we don't talk about enough; the unique struggles that LGBTQIA+ individuals face in their professional lives. From blatant discrimination to subtle jabs to feeling like they must always be on guard, our LGBTQIA+ colleagues carry burdens that many of us can't even fathom.
But it doesn't have to be this way. We can create workplaces where every single person, no matter who they love or how they identify, feels valued, respected, and celebrated. And even better, we can move past being performative during Pride, but extend it to a year-round, just part of our daily routine behavior.
Why Inclusion Matters
Inclusion is about recognizing the fundamental dignity and humanity of each and every coworker. So how do we actually create inclusive environments? Talk is cheap. We need to back up our words with real, tangible, concrete action(s). Though not an exhaustive list, here are some suggestions:
🏳️🌈Celebrate Diversity:
Yes, we’re talking about Pride Month, but recognize that celebrating diversity extends to other notable events. This includes but is not limited to, National Coming Out Day and Transgender Day of Remembrance. Show that diversity is more than just a buzzword. These celebrations highlight the importance of LGBTQIA+ identities and contribute to a culture of inclusion.
🏳️🌈Be Open and Supportive:
Encourage LGBTQIA+ employees to share their experiences and challenges. Listen actively, respond with empathy, and build trust. Creating a safe space for dialogue is crucial.
🏳️🌈Resources, Resources, Resources:
Provide resources tailored to the LGBTQIA+ experience. Show a commitment to understanding and addressing the unique challenges faced by the LGBTQIA+ community. This includes access to affirming mental health professionals and support groups.
🏳️🌈Inclusion from the Ground Up:
Ensure company policies protect and include all LGBTQIA+ staff. Lay the groundwork for a safe and supportive workplace with clear non-discrimination policies and equal benefits.
🏳️🌈Education is Key:
Hold regular training sessions on LGBTQIA+ issues, unconscious bias, and inclusivity. Equip everyone with the tools to be active allies. Continuous learning fosters empathy and understanding.
🏳️🌈Promote Self-Care:
Normalize self-care, especially recognizing the unique stressors faced by LGBTQIA+ individuals. Encourage practices that support overall well-being, such as mindfulness workshops and flexible work arrangements.
🏳️🌈Power in Numbers:
Support Employee Resource Groups (ERGs) for LGBTQIA+ employees. These groups foster community and ensure LGBTQIA+ voices are heard. ERGs (sometimes called Business Resource Groups or BRGs) are vital for advocacy and support.
🏳️🌈Take a Break:
Encourage mental health days separate from sick leave or vacation. Destigmatize mental health and promote a healthier workplace culture. Recognizing mental health is as important as physical health.
🏳️🌈Wellness for All:
Ensure wellness initiatives are inclusive for all gender identities and sexual orientations. Show a commitment to the health and well-being of all employees with inclusive programs.
🏳️🌈Safe Spaces:
Create a physical environment that reflects diversity and inclusivity. Make every employee feel welcome with gender-inclusive facilities and spaces that celebrate diversity.
🏳️🌈Words Matter:
The words we use have power, especially in the workplace. They can either create a sense of belonging or make someone feel isolated and excluded. That's why it's crucial to use inclusive language that respects and affirms the identities of our LGBTQIA+ colleagues. This includes using correct pronouns, avoiding gendered language when it's not necessary, and steering clear of offensive or outdated terms.
Not sure where to start? Check out ManpowerGroup’s “LGBTQIA+ Inclusive #WordsatWork Guide," updated for 2024, for practical tips on how to promote an inclusive work culture through language.
Creating inclusive workplaces is a business imperative. When companies embrace diversity, they see real results. We're talking about increased innovation, better problem-solving, higher employee engagement—the list goes on. But more than that, it's about doing the right thing.
We have an opportunity—and a responsibility—to turn our words into actions. Let's not just talk about inclusion; let's make it a reality in our workplaces. Let's challenge the status quo. Let's be the allies and advocates our LGBTQIA+ colleagues need. Let's create policies, practices, and cultures that don't just tolerate diversity but embrace it as a strength. Let's commit to creating environments where every LGBTQIA+ individual can thrive, not just survive.
It won't be a quick fix or a one-time solution. Building truly inclusive workplaces takes ongoing effort, learning, and growth. But the effort is worth it. Because the endgame culminates with a future where every person, regardless of their sexual orientation or gender identity, feels valued, respected, and celebrated for who they are.
That’s what Pride is all about.