SUPPORT LGBTQIA2S+ EMPLOYEES

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Photo by Delia Giandeini on Unsplash

June is Pride Month so we’re focusing on ways to support lesbian, gay, bisexual, trans, queer, intersex, asexual, and two-spirit (LGBTQIA2S+) folks in the workplace.

Here are a few basic ways to show support this month and every month:

Review your workplace policies.

Check to see if your workplace policies prohibit discrimination based on sexual and gender identity. You will also want to review what steps for accountability are in place in case someone does not adhere to these policies.

Use inclusive language and respect pronouns.

Here’s a quick recap on how to use pronouns:

1. Share your pronouns first. For example: My name is Amber and I use she/her pronouns. What is your name and pronouns?

2. Use gender-neutral pronouns like they/them/theirs if you are unsure of someone's pronouns.

3. Be respectful of people's pronouns, even if they are different from the pronouns that you would typically use.

4. If you make a mistake, apologize and correct yourself, then move forward.

Offer employee resource groups (ERG) for LGBTQIA2S+ employees.

Ask employees about their interest in joining an ERG. Utilize the wisdom from the ERG to better support LGBTQIA2S+ employees.

Provide training to all employees.

Foundational training related to LGBTQIA2S+ community should include an understanding of gender identity, sexual identity, how to use pronouns, and responding to gender-based and homophobic macro/microaggressions.

Provide access to all-gender (also known as gender neutral) restrooms.

During onboarding or sharing information with visitors, provide information on how to access all gender facilities. If you are not sure if your workplace has all-gender restrooms, ask if there are plans to convert a single-gender bathroom(s) to all-gender bathroom(s).

Offer benefits.

Offering benefits such as domestic partner health insurance and paid parental leave for queer and same-sex/gender couples can also demonstrate support for LGBTQIA2S+ employees.

Create a welcoming and accepting workplace culture.

Implement workplace practices that support LGBTQIA2S+ employees.

What is your organization doing (or plan to do) to be more inclusive of LGBTQIA2S+ employees? Comment below.

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Until next time,

Your favorite Chief Diversity Officer,

Dr. B.