5 Tips for Fostering Inclusion: A Guide for HR and Executive Leaders in Supporting LGBTQ+ Employees
In today's diverse and evolving workforce, ensuring the inclusion and well-being of all employees, including those who identify as LGBTQ+, is not just an ethical imperative—it's also a strategic advantage. As HR and executive leaders, you play a pivotal role in creating an environment where LGBTQ+ employees feel respected, valued, and empowered to contribute their best. Let's delve into some key strategies and considerations to effectively support and include LGBTQ+ individuals within your organization.
1. Cultivate a Culture of Inclusivity: Begin by fostering a culture that embraces diversity and inclusion at its core. Lead by example and communicate your commitment to creating a safe and supportive space for all employees. Establish clear policies that prohibit discrimination, harassment, and bias based on sexual orientation or gender identity. These policies should be well-communicated and accessible to all employees.
2. Implement Comprehensive Diversity Training: Mandatory diversity training, including LGBTQ+ awareness components, can provide employees with valuable insights into the challenges faced by their LGBTQ+ colleagues. Collaborate with experts or LGBTQ+ organizations to design training that addresses stereotypes, biases, and inclusive language. This education empowers employees to be more empathetic and understanding, fostering a more respectful workplace.
3. Offer Inclusive Benefits: Review your employee benefits package to ensure it is inclusive of LGBTQ+ needs. Providing healthcare options that cover gender-affirming treatments, mental health services, and support for same-sex partners demonstrates your commitment to the well-being of all employees. Transparently communicate these benefits to employees, making sure they are aware of the available resources.
4. Support LGBTQ+ Employee Resource Groups: Encourage the formation of LGBTQ+ employee resource groups (ERGs) where employees can connect, share experiences, and provide mutual support. As leaders, your support of these ERGs sends a powerful message that their voices are valued. Collaborate with ERGs to implement initiatives that celebrate LGBTQ+ milestones and raise awareness within the organization. Encourage and fund Pride Month and National Coming Out Day.
5. Regularly Seek Feedback: Create a feedback loop where LGBTQ+ employees feel comfortable expressing their thoughts and concerns. Conduct anonymous surveys or one-on-one conversations to gather insights into their experiences and any areas that need improvement. This feedback not only shows your commitment to their well-being but also helps identify growth opportunities.
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By taking these proactive steps, you're laying the foundation for a workplace that not only embraces LGBTQ+ employees, but also harnesses their unique perspectives to drive innovation and success. Inclusivity isn't a destination; it's an ongoing journey that requires continuous learning, adaptation, and commitment from HR and executive leaders like you.
"Kudos. I really appreciate all that you do. #ThankYou to Sarah Scala for facilitating an informative workshop on LGBTQ + and Emotional Intelligence at Work as part of Ocean Spray's June Pride Festival. Given that our organization is in the midst of a Return to Office campaign, this topic could not be more relevant for both leaders and team members alike as they prepare to come back to our headquarters. Thank you again Sarah for sharing your research, your knowledge, and the gift of your time with us!"
- Brian Shea, Former Senior Program Leader, Talent Management at Ocean Spray
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Sources:
Society for Human Resource Management (SHRM). (2023). Supporting LGBTQ+ Employees: Where Companies Are Progressing and Falling Short. Retrieved from https://www.shrm.org/resourcesandtools/hr-topics/behavioral-competencies/global-and-cultural-effectiveness/pages/supporting-lgbtq-employees-where-companies-are-progressing-and-falling-short.aspx
McKinsey & Company. (2020). Diversity Wins: How Inclusion Matters. Retrieved from https://www.mckinsey.com/~/media/mckinsey/featured%20insights/diversity%20and%20inclusion/diversity%20wins%20how%20inclusion%20matters/diversity-wins-how-inclusion-matters-vf.pdf
Human Rights Campaign. (2023). Corporate Equality Index. Retrieved from https://www.hrc.org/campaigns/corporate-equality-index
Deloitte. (2018). The Diversity and Inclusion Revolution: Eight Powerful Truths. Retrieved from https://www2.deloitte.com/content/dam/insights/us/articles/4209_Diversity-and-inclusion-revolution/DI_Diversity-and-inclusion-revolution.pdf
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About the Author:
Sarah Scala is a senior talent management leader and executive coach with 20+ years of experience providing organization development, change management, and leadership development solutions for diverse global and local industries. She is a collaborative consultant, coach, and educator supporting performance transformation of executives, leaders, and teams. Sarah is a methodical, results-driven leader recognized for helping clients reach their highest potential, increase revenue, reduce turnover, elevate business profitability, build competencies, and improve performance.
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