{"id":27224,"date":"2020-08-12T09:30:59","date_gmt":"2020-08-12T13:30:59","guid":{"rendered":"https:\/\/urelles.com\/how-can-you-make-your-company-inclusive-of-lgbtq-employees\/"},"modified":"2025-03-25T12:54:30","modified_gmt":"2025-03-25T16:54:30","slug":"how-can-you-make-your-company-inclusive-of-lgbtq-employees","status":"publish","type":"post","link":"https:\/\/www.urelles.com\/en\/magazine\/lgbtq2s-en\/how-can-you-make-your-company-inclusive-of-lgbtq-employees\/","title":{"rendered":"How can you make your company inclusive of LGBTQ+ employees?"},"content":{"rendered":"\n

With these past few months under the banner of diversity, and as Fiert\u00e9 Montr\u00e9al kicks off its 2020 edition, we’d like to ask you the following question: is the company you manage or in which you evolve a healthy environment for LGBTQ+ employees?<\/p>\n\n\n\n

McKinsey recently conducted a survey<\/a> of 2,000 participants, revealing the day-to-day challenges faced by LGBTQ+ people in organizations. The company also highlighted 6 ways in which companies can help build a friendly, supportive environment for these people.<\/p>\n\n\n\n

An inclusive culture for LGBTQ+ employees<\/h2>\n\n\n\n

Many managers think: \u201cMy company is a healthy environment, we don’t have any disruptive elements, so we don’t have any problems\u201d. Yet, as the study reveals, LGBTQ+ employees continue to face many challenges:<\/p>\n\n\n\n

1. Coming out<\/em><\/h3>\n\n\n\n

Opening up about who you are, allowing yourself the freedom and transparency to be who you are, is not always easy for LGBTQ+ people, even less so in the workplace, which is rife with prejudice. In fact, one of those surveyed said that \u201cnot being yourself contributes to reduced productivity at work, as it’s a stressful and destabilizing situation.\u201d<\/p>\n\n\n\n

Only 58% of LGBTQ+ women surveyed (compared with 80% of LGBTQ+ men) said they had come out to most of their colleagues. Why is this? Because of existing gender discrimination, and the mental burden placed on women.<\/p>\n\n\n\n

2. Discrimination of all kinds<\/em><\/h3>\n\n\n\n

Many LGBTQ+ employees are victims of discrimination<\/a> in the workplace, whether in terms of recognition of their work, access to parental rights, or vis-\u00e0-vis customers, suppliers or partners who do not wish to work with LGBTQ+ people. Discriminatory acts are still too numerous and too present. Some 40% of LGBTQ+ women interviewed felt they needed to provide additional proof of their skills.<\/p>\n\n\n\n

3. Daily microaggressions for LGTQ+ employees<\/em><\/h3>\n\n\n\n

For many LGBTQ+ employees, office life means navigating a daily series of microaggressions, whether derogatory remarks about themselves or people like them. Over 60% of those surveyed said they needed to correct their colleagues’ assumptions about their personal lives. Of these, four out of five LGBTQ+ women below VP level have had to do so in the course of their careers.<\/p>\n\n\n\n

4. Lack of role models<\/em><\/h3>\n\n\n\n

LGBTQ+ people often lack exemplary role models. They are under-represented in professional environments, and many claim to be \u201cthe only one\u201d in their organization or team – the only lesbian or trans person, for example.<\/p>\n\n\n\n

Less than a quarter of respondents said they had an LGBTQ+ sponsor, and only around 50% of LGBTQ+ respondents said they saw themselves in leadership positions in their organization.<\/p>\n\n\n\n

Making our organizations more inclusive for LGBTQ+ employees<\/h2>\n\n\n\n

What does it mean to \u201clive\u201d diversity and inclusion? What steps should an executive take to make his or her workplace more comfortable and healthy for LGBTQ+ employees?<\/p>\n\n\n\n

1. Avoiding microaggressions against LGBTQ+ employees<\/em><\/h3>\n\n\n\n

\u201cMicrosupport\u201d can help reduce microaggressions, such as automatically asking a woman about her husband or partner and a man about his wife or partner. Another example: because many people resent being assigned a gender that doesn’t suit them, it’s best to ask how the person wishes to be identified.<\/p>\n\n\n\n

You can also ask everyone at company events to include their pronouns on their name tags. This signals support for the LGBTQ+ community, helps educate employees on the use of people’s personal pronouns, and reduces the chances of people making mistakes.<\/p>\n\n\n\n

2. Leading by example<\/em><\/h3>\n\n\n\n

Inspiring and showing commitment to the LGBTQ+ community is one of the roles a leader must play with his or her employees. This can involve a number of actions, such as<\/p>\n\n\n\n

    \n
  • Normalizing LGBTQ+ relationships throughout the organization on an equal footing with non-LGBTQ+ relationships. A simple mention of an LGBTQ+ employee’s relationship, such as \u201cEva, Pauline’s partner\u201d, is enough to have an impact, as it signals awareness and respect for different types of relationships;<\/li>\n\n\n\n
  • Display visible and recognizable symbols of support from the community;<\/li>\n\n\n\n
  • Sponsor LGBTQ+ events such as Pride.<\/li>\n<\/ul>\n\n\n\n

    3. Train your teams<\/em><\/h3>\n\n\n\n

    Educating employees from the moment they join the company can reduce the frequency of microaggressions, eliminate unconscious prejudice, promote respect for LGBTQ+ colleagues and enable employees to recognize and respond to inappropriate behavior.<\/p>\n\n\n\n

    Training also – and above all – concerns managers, as they are the ones who directly shape the day-to-day experiences of their employees. Like a funnel, it is through these people that LGBTQ+ commitment spreads throughout the organization.<\/p>\n\n\n\n

    4. Recruiting a diverse workforce<\/em><\/h3>\n\n\n\n

    Creating an inclusive organization starts with recruiting, hiring and retaining a diverse set of employees. As one focus group participant in the study noted, \u201cYou can do a lot of things around inclusion, but you won’t get there if you have fundamental problems with how you bring people in, integrate them and retain them.\u201d<\/p>\n\n\n\n

    For example, anonymizing resumes – removing names, gender indications and affinity group affiliations – can help reduce unconscious bias in hiring decisions.<\/p>\n\n\n\n

    5. Create support networks<\/em><\/h3>\n\n\n\n

    The creation of \u201cally groups\u201d enables people to get involved with the LGBTQ+ community, improve the employee experience and, at the same time, advocate for everyone working together.<\/p>\n\n\n\n

    6. Reinforce your policies<\/em><\/h3>\n\n\n\n

    Finally, there are key policies that have become the norm in workplaces, which promote comfortable and safe environments for LGBTQ+ people. These can include, for example, non-discrimination policies that treat all parents equally.<\/p>\n\n\n\n

    Supporting a diverse workforce is the responsibility of a leader, who can start acting now. Those who make diversity and inclusion a priority aspire to become more inspiring and empathetic leaders, and to boost the productivity of their organizations. Technology is one of those industries where LGBTQ+ people are woefully under-represented. If you work in tech, ask yourself: Is my workplace healthy? Do I understand the challenges of inclusion and diversity? If not, how can I understand them so I can act and be more inclusive?<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"

    With these past few months under the banner of diversity, and as Fiert\u00e9 Montr\u00e9al kicks off its 2020 edition, we’d like to ask you the following question: is the company you manage or in which you evolve a healthy environment for LGBTQ+ employees? McKinsey recently conducted a survey of 2,000 participants, revealing the day-to-day challenges […]<\/p>\n","protected":false},"author":4,"featured_media":29037,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[35],"tags":[],"class_list":["post-27224","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-lgbtq2s-en"],"acf":[],"yoast_head":"Make your company inclusive of LGBTQ+ employees<\/title>\n<meta name=\"description\" content=\"Is the company you manage or work for a healthy environment for LGBTQ+ employees?\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.urelles.com\/en\/magazine\/lgbtq2s-en\/how-can-you-make-your-company-inclusive-of-lgbtq-employees\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta 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