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 MattersInclusion 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.

Building a DEIB workplace is a continuous journey that requires employers and employees to work together. Here are some things to keep in mind when fostering an inclusive environment where everyone feels a sense of belonging at work.​Globalization has made having diverse teams at work a common sight. Diversity, Equity, Inclusion, and Belonging (DEIB) isn't just a social good, it's a smart business decision.​Diverse teams bring a wider range of perspectives, leading to better problem-solving and more successful outcomes. Equity and inclusion at work helps with improved decision making by giving everyone a voice. DEIB also helps increase productivity. People who have a sense of belonging at work are more likely to be happy, productive and stay with the company.Furthermore, a focus on DEIB also helps companies build a positive brand image and attract top talent. In fact, a recent survey report by Jobs_that_makesense Asia and Manpower revealed 77% of Southeast Asians consider a company’s reputation for social responsibility, including DEIB, when deciding to pursue a career with them. 72% of them also advocate for companies to actively promote Diversity, Equity, and Inclusion (DEI) to address social inequalities.​With June being Pride Month, a global celebration of LGBTQIA+ diversity and resilience, let’s have a look at how we can help everyone, including our LGBTQIA+ colleagues, feel more included at the workplace through fostering a DEIB work environment.​Here are some tips for both employers and employees on how to be inclusive at work and ensure a safe, welcoming, and successful work environment for everyone:​4 Actionable Steps Employers can take to foster DEIBDevelop and enforce non-discrimination policies: Ensure your policies explicitly prohibit discrimination based on race, ethnicity, gender, sexual orientation, religion, disability, age, or any other protected characteristic. This should extend to recruitment, promotion, and all aspects of employment. The implementation and enforcement of non-discrimination policies sends a strong message to employees that everyone deserves to be treated with respect and dignity.Recruit and promote based on merit: Recruitment best practices employers can follow include reviewing job descriptions for hidden biases and ensure that they are inclusive, as well as implementing blind resume reviews to recruit solely based on merit. Similarly, promotions should be made using objective criteria based on skills, experience, and performance. Apart from recruiting or promoting the most suitable person, these can also help mitigate bias.Provide DEIB training: Discrimination in the workplace can sometimes be because of unconscious bias and microaggressions. To combat this, consider educating employees on unconscious bias and how it can impact colleagues. Training should address topics such as identifying and mitigating unconscious bias, understanding the impact of microaggressions and how to respond constructively, effective cross-culture communication, bystander intervention techniques, and importance of using inclusive language.Build and support Employee Resource Groups (ERGs): ERGs can help bring together individuals based on shared experiences or interests and play a vital role in fostering DEIB within a company. Employers can provide support by allocating a budget for activities and events and access to communication channels and meeting spaces. To take it further, companies can demonstrate commitment to DEIB by having senior leaders participate in ERG events and initiatives and amplify ERG achievements.4 tips for employees on ensuring DEIB at workBe an ally: If you witness discrimination or microaggressions in the workplace, speak up in a respectful way to challenge the behavior and highlight its impact. Being an ally goes beyond simply not discriminating, it’s also about actively promoting inclusion and supporting colleagues from different backgrounds. Some ways to show support during Pride Month and beyond include educating yourself on LGBTQIA+ issues and terminology as well as being an advocate for your colleagues from the community.Communicate effectively: Effective communication is the cornerstone of a DEIB workplace. The key is to respect different identities and experiences, ask questions and be open to learning from others. Actively listen and approach conversations with a genuine desire to learn and understand their viewpoints before advocating for your own perspective. Remember to use inclusive language and pronouns in daily interactions and avoid jargon, stereotypes, and offensive terms.Celebrate diversity: Celebrating and appreciating diverse cultures and backgrounds can help ensure everyone feels valued and respected at work. Some ways employees can contribute to this include organizing or participating in events that promote understanding and appreciation for colleagues.Be visible and authentic: Creating a truly inclusive environment requires everyone to feel comfortable bringing their authentic selves to work. If you feel comfortable, share aspects of your background, heritage, experiences, sexual orientation or gender identity with colleagues. Showing up authentically helps create a more inclusive environment by normalizing diversity and fosters a sense of connection with colleagues from different backgrounds.Building a DEIB workplace is a continuous journey that requires employers and employees to work together. It’s important to ensure that fostering a truly inclusive workplace for LGBTQIA+ employees goes beyond a single month, like Pride. Remember these tips to create a welcoming work environment where everyone feels like they belong and are included, year-round. Need more help with fostering DEIB at your organization? Speak to our consultants to find out more.​Other related articles:4 Steps to Build a Diverse Culture and Promote Belonging Tips To Building A More Inclusive Workplace | Manpower SGLGBTQIA+ Inclusive #WordsatWork Guide (manpower.com.sg) Promoting Respect for LGBTQ+ Employees Year-Round | Manpower Singapore​

​At ManpowerGroup, we believe that businesses have a responsibility to be a positive contributor to societal change.  In fact, the recent Jobs_that_makesense Asia x Manpower report titled “The quest for meaning at work” revealed that 73% of Singaporeans take into consideration the company’s reputation for social responsibility when deciding to work for them.  A large part of that social responsibility includes Diversity, Equity, Inclusion, and Belonging (DEIB). That means intentionally building diverse workplaces by hiring employees based on talent without discrimination, as well as creating a workplace culture that supports people feeling comfortable bringing their full selves to work.  The power of inclusive language at work can't be overstated. It can make all the difference for LGBTQIA+ colleagues, fostering a sense of belonging, value, and inclusion. In line with that we’ve created a guide to pronouns in the workplace and tips on how to promote an inclusive work culture. Download Report​​​​

​At ManpowerGroup, we believe businesses have a responsibility to be a positive contributor to societal change. That means intentionally building diverse and inclusive workplaces and hiring the best employees based on talent without discrimination. Download Guide​​

June is Pride Month, the vibrant celebration of diversity, equity, inclusion, and belonging (DEIB). It's a time to recognize and show allyship to our lesbian, gay, bisexual, transgender (transsexual), queer (questioning), intersex, and allied (asexual/aromantic/agender) (LGBTQIA+) family, friends, and colleagues.​While many of the festivities are revelatory, they should also serve as a crucial reminder for organizations worldwide to create inclusive workplaces that embrace people feeling safe and welcome to bring their true, authentic selves to work during the other 11 months of the year.​Here are some impactful ways to support our LGBTQIA+ colleagues at work, champion inclusivity throughout the year, and ensure that Pride Month is more than just a performative display with a shelf life lasting June’s 30 days:Build an LGBTQIA+ support networkTo attract and retain LGBTQIA+ employees, it's essential to create visible support within the company. Encourage LGBTQIA+ staff business resource groups (BRGs) and other work-social groups and extend the same opportunities for extracurricular activities. These initiatives provide a sense of belonging and demonstrate your commitment to fostering an inclusive environment 24/7/365.Additionally, you can forge partnerships with local LGBTQIA+ groups, such as community centers, advocacy organizations, and charities. Engaging with these groups demonstrates long-term commitment and offers valuable insights into the challenges faced by LGBTQIA+ individuals. It also paves the way for positive social change.Develop an effective corporate DEIB policyCrafting a clear and comprehensive DEIB policy is crucial to fostering a welcoming, inclusive environment. Explicitly include sexual orientation, gender identity, expression, and sex characteristics/intersex status to reinforce your commitment. The policy should outline both the company's and employees' responsibilities while emphasizing the consequences of policy violations. By establishing and driving DEIB initiatives, you can help improve buy-in from all levels of your organization. Encourage empathy by exposing employees to diverse perspectives and viewpoints. Regularly train them on DEIB, ensuring their familiarity with the policy.A truly inclusive workplace is one where individuals from diverse backgrounds feel seen, heard, and valued. Rather than blending in, they bring a unique perspective that challenges homogeneity in attitudes, values, and beliefs. To foster allyship and equal opportunities for LGBTQIA+ employees, go further than just checking a few boxes. Promote a diverse pool of candidates for senior leadership and board positions, while providing comprehensive training to managers and employees on inclusive behaviors. Seek individuals who possess curiosity, humility, and courage. Leaders who exhibit a passion for learning, the humility to acknowledge mistakes, and the courage to speak out against injustices lay the foundation for lasting change.Leverage technology to establish best practicesDEIB technology has evolved to support companies in implementing inclusive policies and practices. Leverage these tools to gain valuable insights, reduce bias, enhance transparency, and offer timely analytics. The World Economic Forum's Diversity, Equity, and Inclusion 4.0 toolkit provides an excellent resource to explore the myriad opportunities offered by technology.Listen, apologize, and learn from mistakes“To Err is Human; to Forgive, Divine.” - Alexander PopeWe all make mistakes. Recognize that missteps may occur along the DEIB journey. If you're called out for a microaggression or an act of exclusion, respond with compassion, concern, and humility. Make a sincere effort to listen and understand, apologize genuinely, and avoid making the situation about yourself. This compassionate response fosters a culture of learning and growth. Know that growing pains are part of the process. If you make a mistake and are quick to right the wrongs, you can build an open, transparent, and more trusting environment where we know mistakes will be made and forgiveness can be doled out.Set targets and track progressHold your company accountable by setting measurable targets and regularly tracking progress. Senior decision-makers should receive frequent updates on DEIB efforts, including employee experience and engagement levels. If you don’t already have one, appointing a senior-level officer to oversee and direct DEIB initiatives, education, and training ensures that inclusion remains a priority. Implementing at the C-Suite level will show that an organization is taking seriously its role in holding everyone, from the top down, accountable.While these aforementioned tips represent a small fraction of the ways you can make a difference in the lives of our LGBTQIA+ colleagues, you should also take the initiative to conduct research and educate yourself.A good place to start is with the United Nations Human Rights Office's Standards of Conduct. This is an invaluable resource that provides guidance on supporting LGBTQIA+ rights in the workplace, marketplace, and community. This collaborative effort by numerous companies across sectors ensures a comprehensive understanding of best practices.At ManpowerGroup, we firmly believe that businesses play a pivotal role in driving positive societal change. By intentionally creating diverse and inclusive workplaces, organizations can attract top talent and foster innovation. Supporting our LGBTQIA+ colleagues year-round goes beyond symbolism, generating tangible benefits for individuals and the bottom line. Together, we can build a future where everyone feels valued, respected, and empowered. Let us embrace diversity, celebrate authenticity, and continue championing inclusivity every day of the year.

​The step beyond getting women into your organization is to help them reach leadership  Women are getting in the door, but what happens once they are in the door? A quick look inside organizations struggling with the issue of developing women leaders can be instructive.  ​In 1950, the labor force participation rate of women in the US was around 34%. The US Department of Labor projects that by 2025, it will climb to nearly 60 percent.   ​The data is clear. Companies with women at the top perform better. In fact, companies with the most female officers have financial returns that are 34% better. Companies that are successful in moving more women into leadership roles take seven clear steps, which are outlined in ManpowerGroup’s Seven Steps to Conscious Inclusion report:  ​Change yourself first. Believe it or don’t bother. Change must be authentic. If not, people see it as a fad that’s here today, gone tomorrow.   ​The CEO needs to own the issue. Gender parity cannot be delegated to HR. For commitment to be authentic and aligned with business strategy, change must flow from the top and be demonstrated by the leadership team. HR can help support it.   ​Ask, why not? Instead of saying, “she doesn’t have the experience,” ask, “what do we need to make it work?” Challenge assumptions.  ​Hire people who value people. If we hire people who value people they will figure out how to optimize all human potential, including women. They will be open to strategies that support balancing the integration of work and home, measuring success on performance and quality of output, not presenteeism. They will support people to plan and manage for career ‘waves’ not ladders.   ​Promote a culture. Generic programs do not work. The last three decades prove this. Programs don’t change behaviors and don’t improve the numbers. They can even breed complacency, rewarding activity not the results. Accountability sits with senior leadership and decision makers to promote a culture of Conscious Inclusion. ​Be explicit: women when and where? Simply increasing female representation will not shift the needle. Women and men must be represented at all levels and in every business unit. Leaders must know exactly where they need women to be. Looking at macro numbers is not enough; it results in “pink ghettos” instead of P&L and staff roles.   ​Set outcomes. In business, it is about outcomes and what you want to achieve. Every hiring and promotion decision can be justified but if that isn’t moving closer towards the tipping point then Conscious Inclusion and gender parity just won't happen. Articulate a talent legacy - how things will change and what it will look like by when. Plan for it as if it were a strategic business priority or investment. Change takes time, focus and discipline.  ​It may seem like a challenging to-do list. But anything with a worthwhile outcome has always been hard work.   

​A key theme of the World Economic Forum this year was women’s leadership equality. “You have to make it socially unacceptable not to have equal representation at all levels.”  ​With these strong words, ManpowerGroup CEO Jonas Prising explained why gender equity is so important. He was speaking at a panel at Davos in the context of women only holding 25% of leadership roles despite making up more than half the workforce.  ​Organizations need to take an active role in sponsoring and promoting women to leadership. Here are steps that organizations can take to increase women in leadership.  ​Understand women’s workforce needs  There is overlap in what men and women want from work, including a competitive salary and challenging work. But according to ManpowerGroup’s research on what workers want, women’s needs differ. ​Organizations can attract and retain women in leadership by helping achieve balance for the long run. For women, work must come with flexibility. They continue to do most of the emotional labor and unpaid work at home – balancing work around commitments, according to the Organisation for Economic Co-operation and Development. This means flexibility is critical.  ​Move beyond intent  Good intentions may be a starting point, but they’re not enough. The next step is practicing Conscious Inclusion, or the capacity of people to make decisions, do business and to think and act with the conscious intent of practicing inclusion. Leaders are responsible for implementing ways to support inclusive leadership, and everyone in the organization can educate themselves with the benefits of conscious inclusion.   ​Provide structure for women to grow  Technology has the ability to facilitate lifelong learning. This not only allows women to upskill and remain relevant throughout their careers but allows them to do so in an environment that offers the flexibility needed to successfully balance work and home. Organizations that support this will become talent magnets for high-performing women.  ​At Davos, leaders were in agreement that achieving women’s parity is not “someone else’s job” –– it’s everyone inside an organization. This is especially true for leaders who can act now with not just words, but intent.

A vast majority of global organizations recognize that strengthening workforce diversity, equity, inclusion, and belonging (DEIB) is vital to their long-term success, with 95% saying they want to improve workforce diversity over the next 12 to 18 months.[1] However, businesses are at different stages along the journey and widespread agreement on how to accomplish DEIB objectives can be difficult to achieve.According to Coqual, a global nonprofit, one of the major hurdles in accomplishing DEIB goals is addressing the common refrain, “What about me?” Focusing on one identity group, such as Black or Latinx employees, can make others feel it comes at the cost of their own wellbeing and career growth opportunities. The ultimate goal in implementing an effective DEIB strategy is to create a culture of belonging in which every employee feels they have a central role with equal access to opportunities. [2]Building a strong DEIB culture takes time and commitment. Here are four steps to consider on the journey.​Understand what DEIB really meansThe first step is to understand the roles of diversity, equity, inclusion and belonging and how they interact with each other as core principles. For instance, having a diverse team does not guarantee every employee will be treated fairly or feel respected or welcomed. But companies that navigate DEIB effectively are more likely to have employees with higher job satisfaction, increased trust levels, and feel more engaged. [3]While many organizations understand the value of DEIB, most still struggle with the belonging part of the equation since it can be harder to define, according to Dr. Syneathia LaGrant, VP of Global Learning & Development for ManpowerGroup. “Much more than a feeling, belonging represents the intentional ways a company ensures that it is actively seeking out and engaging diverse employee voices.”Dr. LaGrant notes that onboarding offers a critical opportunity to foster belonging. Instead of just a basic “tick the box” orientation style, companies should demonstrate from Day 1 how much they value an employee’s perspective. “Shift the language from, ‘Welcome to the company’ to ‘We’re so glad you choose us. We know you could have taken your talent anywhere.’”​Set realistic, multi-year DEIB goalsWhile most organizations have good intentions when it comes to planning DEIB initiatives, some find it hard to move beyond the occasional social media post reacting to a recent tragedy instead of creating real, substantial change. One way to drive this forward with accountability is to set and measure goals.“Doing the right thing is important for companies, but leaders also need to look at the ROI that DE&I brings, says Ashish Kaushal, CEO of HireTalent and co-founder of Consciously Unbiased. “Manage your DEIB goals like you would for any business unit.”In 2020, global IT powerhouse Accenture did just that by publishing a series of ambitious goals to become a gender-balanced organization and diversify its workforce significantly by 2025. The company has pledged to increase its Black, Hispanic, and Latinx employee base in the U.S., UK, and South Africa by at least 60% over the next few years. To accomplish these goals, Accenture developed a robust set of best practices and focused on key actions including a focus on skills vs. education, prioritizing recruitment in urban areas, weighing internal goals against external benchmarks, and building their own pipeline. [4]Ellyn Shook, chief leadership and human resources officer at Accenture, notes that it’s important to look beyond the numbers. “Every organization must work to understand what representation truly means for its people. Without a vibrant culture that supports and sustains the desired change, there’s a very real risk of creating an atmosphere of divisive diversity.”​Embrace the challenges of DEIBWithout leadership buy-in to diversity, organizations are doomed to struggle. The good news is that 75% of organizations are aware that more diverse and inclusive decision-making teams will help them exceed their financial goals. [5] Keeping pace with the extreme shifts in the economy and workforce requires establishing a solid leadership framework that helps executives assess and meet challenges head-on. This can be done by focusing on areas of impact, including creating a more inclusive culture and supporting employee career growth.Having a well-constructed foundation also helps companies address a top diversity challenge: attracting diverse candidates. [6] In many cases, this issue stems from aspects of the hiring process and application criteria that are not aligned with diverse candidates’ needs, according to Liz Wessel, CEO and co-founder of WayUp, a New York City-based jobs site and resource center for college students and recent graduates.[7]Companies need to review every aspect of their recruiting process from avoiding biased language in applications and job posts to scheduling fitting interview times, which can impede engagement with certain candidates.  DEIB training and specialized tools for managers can help reduce inherent biases. But it’s also crucial to establish inclusive policies and support structures to address all workplace interactions from childcare and health and wellness to persons with disabilities.​Engage outside expertise in DEIB outcomesWhen starting any new initiative, it’s important to enlist outside experts who can help your organization overcome primary challenges and set metrics. Eighty-four percent of human resources leaders are open to receiving external help to build their DEIB culture.​Because DEIB impacts every part of an organization, conducting research at the outset, including examining the current employee experience, is crucial. This kind of analysis can be time-consuming and may require a consultant who can view your current structure from an objective perspective. External experts can also help refine your current recruitment process and language as well as updating assessments that don’t filter out neurodiverse candidates. All of this will help companies build a stronger pipeline of diverse candidates.[8]​To learn more about building a DEIB culture, read the Future of Work Report II: Who Will Do the Work?​References​​1.Everest Group Future of Work Report – Who will do the work 20222.https://hbr.org/2021/06/what-does-it-take-to-build-a-culture-of-belonging​​3.https://www.15five.com/blog/diversity-equity-and-inclusion/​​4.https://hbr.org/2021/06/how-to-set-and-meet-your-companys-diversity-goals​​5. Leading with Impact Framework, ManpowerGroup 2021​​6. Everest Group Future of Work Report – Who will do the work 2022​​7.  https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/8-diversity-recruiting-mistakes-how-to-avoid-them.aspx​​8.https://www.helioshr.com/blog/diversity-equity-and-inclusion-hr-leaders-guide-to-dei​​

​To #BreakTheBias ManpowerGroup is calling for more companies to respond to What Women Want at Work – new data shows autonomy, career progression and feeling motivated/passionate about the work they do matters most. ​​​

​New research from ManpowerGroup reveals that while 86% of companies are measuring gender parity, most are looking purely at pay equity (often driven by regulation), with far fewer measuring the number of women in traditionally male-dominated roles and the number of women in senior leadership positions.​