09 Jul 2020

Ways to support LGBTQIA employees and create an inclusive workplace

In June we marked Pride month – a month dedicated to celebrating the LGBTQIA communities all around the world. It was also a good time for HR and reward professionals to review the policies they have in place to support their LGBTQIA staff. Although companies have made great strides in recent years, it’s important that we continue to improve and adopt an inclusive culture.

We outline some key considerations for companies who want to ensure that they are providing a safe working environment for everyone.

Train both managers and staff in diversity and inclusivity.

In their guide to creating an inclusive workplace, the Equality and Human Rights Commission calls an inclusive and diverse workplace one “where the human rights principles of fairness, respect, equality, dignity and autonomy are promoted and are part of the organisation’s every day goals and behaviour”.

The guide outlines the need to plan what you want to achieve and the benefits of a diverse and inclusive workplace. It suggests ways of reviewing areas that need changing to improve inclusivity and how to implement and monitor the changes you make.

Both employees and managers should receive training that makes them aware of the Equality Act, company policies, as well as training in unconscious biases. Stonewall has produced a guide for managing a diverse workforce that suggests that this training should be offered as a “safe space where managers can ask questions that they might otherwise feel uncomfortable to ask, and provide managers with a comprehensive understanding of the behaviours they are expected to uphold across the organisation”.

According to the Human Rights Campaign Foundation, Corporate Equality Index 2020: Rating Workplaces on Lesbian, Gay, Bisexual, Transgender, and Queer Equality (2020), 93% of Fortune 500 companies now have non-discrimination policies that include sexual orientation, and 91% include gender identity.

Know the law around supporting LGBTQIA staff at work

All LGBTQIA employees have the right to work in an environment free from discrimination, as outlined under the 2010 Equality Act. Trade union USDAW describes the forms this discrimination can take:

Refusal to employ, or decide to dismiss, someone because they are lesbian, gay, bisexual or transgender.
Refusing access to training or promotion because of someone’s sexual orientation or gender identity.
Denying LGBTQIA workers goods, facilities and services they offer to straight and non-transgender workers.
Giving an unfair reference when someone leaves employment because of being lesbian, gay, bisexual or transgender.
Victimising someone by treating them less favourably if they have complained about alleged discrimination or given evidence in such a case.
Discriminate indirectly. This happens when an employer applies a rule or has a policy or a practice that applies to everyone but one group of workers (such as LGBTQIA workers) cannot meet as easily.

Although this legislation has been put in place to protect workers, a 2018 report from Stonewall found that 35% of surveyed LGBTQIA employees have hidden or disguised that they are LGBTQIA at work in the last year because they were afraid of discrimination. In order to prevent workplace discrimination, employers must go beyond the minimum legal standard set by the government to actively add value to the company through their contribution to LGBTQIA employee wellbeing and safety.

As well as knowing your employees’ rights, encourage open discourse and have an open-door policy so that colleagues feel comfortable approaching you or their managers if their rights are being threatened.

Put inclusive policies and benefits in place

Gender-inclusivity is an important step to take in implementing workplace plans; offer unisex bathroom facilities to employees and use gender-inclusive language on official documentation, such as they/them pronouns, “parent” instead of “mother” or “father” and “spouse” or “partner” instead of “husband” or “wife.” Offer parental and adoption leave for same-sex or transgender parents in line with what you would offer cisgender or heterosexual parents.

Make resources readily available to your LGBTQIA employees; The Human Rights Campaign has a resources page with useful information and MyGwork is a great LGBTQIA networking site for both LGBTQIA professionals and allies. If employees are struggling with their mental health as a result of discrimination or anything else pertaining to their sexuality or gender identity, make them aware of your EAP or refer them to such services as MindLine Trans+ or Mindout.

Do you support your LGBTQIA employees?

There are clear benefits to having an LGBTQIA-inclusive workplace; the CIPD has linked inclusive behaviours to “positive team outcomes, reduced absenteeism and enhanced job commitment” as well as “enhanced team knowledge sharing, innovation and creativity”. With a clear inclusion and diversity policy you’re more likely to retain some of the best professionals in your industry.

This article is provided by YuLife.