Why LGBTQ Inclusion in the Workplace Is Important

LGBTQ stands for Lesbian, Gay, Bisexual, Transgender, and Queer or Questioning. In the workplace, it serves as an umbrella term encompassing a wide range of sexual orientations and gender identities including those that are not heterosexual or cisgender.

Breakdown of the Abbreviation

• L: Lesbian – Women who are attracted to other women.
• G: Gay – Generally refers to men attracted to men but can also include women attracted to women.
• B: Bisexual – Individuals attracted to more than one gender.
• T: Transgender – People whose gender identity differs from that which they were assigned at birth.
• Q: Queer or Questioning – “Queer” is a reclaimed term that can refer to a non-normative sexual orientation or gender identity, while “Questioning” refers to individuals exploring their sexual orientation or gender identity.

Variants of LGBTQ

The abbreviation has evolved over time, leading to various extensions:

• LGBTQ+: Adds a plus sign to include other identities not explicitly represented in the abbreviation.
• LGBTQIA+: Further expands to include Intersex and Asexual individuals, among others.
• Other variations may include terms like “Two-Spirit,” particularly in Indigenous contexts.

So, what is an LGBTQ-inclusive environment?

LGBTQ inclusion is created by a culture of openness and acceptance. To achieve this, employers must provide diversity training, ensuring equal opportunities for growth and development, and implement policies that support LGBTQ employees. When leaders take these steps, they create a workplace where everyone feels empowered to contribute their best, leading to higher employee satisfaction and a more successful organization. 

By embracing LGBTQ inclusion, companies position themselves to attract and retain top talent, foster innovation, and create a more collaborative work culture. An inclusive workplace also boosts the company’s reputation, making it more appealing to clients and customers who prioritize diversity and social responsibility. This type of culture translates into tangible benefits like increased employee engagement, enhanced creativity, and greater overall job satisfaction.

5 Ways to Prioritize LGBTQ Inclusion in the Workplace 

1. Develop comprehensive policies and training programs

A robust set of policies and training programs is at the heart of any inclusive workplace. 

Start by ensuring your company’s anti-discrimination policy explicitly includes protections for sexual orientation, gender identity, and gender expression. This clarity demonstrates your organization’s commitment to LGBTQ inclusion and provides a framework for addressing discrimination.

Beyond policies, training programs are essential to foster understanding and empathy. Offer regular sessions on diversity, equity, and inclusion (DEI) that educate employees about LGBTQ identities, terminology, and experiences. These sessions should emphasize practical strategies, such as using inclusive language, recognizing unconscious bias, and being an effective ally. Normalizing these conversations creates a safer space where employees feel valued for who they are.

Leadership training is equally important. Managers and team leads should receive specialized instruction on supporting LGBTQ employees, including handling sensitive situations, such as name changes, pronoun use, or coming-out conversations. Comprehensive training equips leaders to respond appropriately and reinforces their role as champions of inclusivity.

Finally, review your employee handbook and onboarding materials. These documents should clearly outline the company’s stance on LGBTQ inclusion, the resources available, and the steps employees can take if they experience or witness discrimination. 

Comprehensive policies and training programs send a powerful message that inclusivity is a daily practice for the company.

2. Create safe spaces

Employees must feel secure in expressing their identities, voicing concerns, and contributing ideas without fear of judgment or retaliation. A safe workplace environment is crucial for LGBTQ employees to thrive personally and professionally.

Key aspects of psychological safety include:

• Open communication: Encourage employees to share their experiences and perspectives. Establish anonymous feedback channels to ensure everyone feels comfortable reporting issues or suggesting improvements.
• Active listening: Train managers and leaders to listen without interrupting or making assumptions. This practice helps validate employees’ feelings and concerns, demonstrating that their voices matter.
• Encouragement of vulnerability: Normalize discussions around personal challenges, including those related to identity. When leadership openly models vulnerability, it signals that seeking support is a strength, not a weakness.
• Zero-tolerance for discrimination: Make it clear that harassment, bullying, or exclusion based on sexual orientation or gender identity will not be tolerated. Address violations swiftly and transparently to reinforce a culture of accountability.

In addition to these psychological elements, physical spaces should be considered as well. Establish dedicated areas like gender-neutral restrooms, prayer or meditation rooms, and quiet workspaces. Safe digital spaces can be created for remote teams by promoting inclusive communication norms, such as using pronouns in email signatures and ensuring virtual meetings are respectful and accessible.

3. Support employee resource groups (ERGs)

ERGs provide a platform for LGBTQ employees and allies to connect, share experiences, and advocate for inclusivity. These voluntary, employee-led groups help create a community, amplify underrepresented voices, and contribute to a more inclusive culture. 

LGBTQ ERGs contribute significantly to shaping an inclusive workplace culture by:

1. Increasing belonging: By creating a community within the organization, ERGs help LGBTQ employees feel more connected and valued.
2. Improving retention: Employees who feel supported and included are more likely to stay with the company, reducing turnover rates.
3. Enhancing recruitment: The presence of active LGBTQ ERGs can be a strong selling point for potential employees, helping to attract diverse talent.
4. Driving innovation: By bringing diverse perspectives to the table, ERGs can contribute to more innovative and inclusive product development and marketing strategies.

4. Celebrate LGBTQ events and milestones

Recognizing and celebrating LGBTQ events and milestones is a powerful way to demonstrate organizational commitment to inclusion. These celebrations not only honor the LGBTQ community but also educate employees and foster a culture of awareness and allyship.

Key LGBTQ events to celebrate:

• Pride Month (June)
  Pride Month is a global celebration of LGBTQ identities and commemorates the Stonewall Riots. Host events such as panel discussions, guest speakers, or team-building activities to mark the occasion.
• National Coming Out Day (October 11)
  This day celebrates the courage of individuals who come out as LGBTQ. Provide a platform for employees to share their stories (if they’re comfortable) or invite speakers to discuss the significance of this milestone.
• Transgender Day of Visibility (March 31)
  Recognize the achievements and contributions of transgender individuals. Use this day to highlight transgender voices within your organization or community.
• World AIDS Day (December 1)
  This day raises awareness of HIV/AIDS and supports those living with the condition. Host educational sessions and encourage donations to relevant charities.

Ways to celebrate and acknowledge milestones:

• Host inclusive events
  Organize events like lunch-and-learns, movie screenings, or storytelling sessions. Ensure these events are inclusive and open to all employees to foster education and dialogue.
• Decorate the workplace
  Use symbols like Pride flags, banners, and posters in common areas to show support visibly. Virtual teams can incorporate themed backgrounds or badges during meetings.
• Share stories and experiences
  Highlight stories of LGBTQ employees and allies in newsletters or on your company’s intranet. Sharing lived experiences can inspire empathy and understanding across the organization.
• Support LGBTQ organizations
  Partner with or donate to local LGBTQ organizations. This could involve sponsoring events, volunteering as a team, or raising funds during key milestones.

5. Promote inclusive language and communication

To promote inclusive language and communication for LGBTQ individuals in the workplace and beyond, consider the following key practices:

• Use gender-neutral language: Instead of “ladies and gentlemen,” use terms like “everyone,” “team,” “colleagues,” or “folks.” Replace gendered terms like “chairman” with neutral alternatives like “chairperson.”
• Avoid assumptions about gender, sexuality, or relationships: Use “partner” or “spouse” instead of assuming “husband” or “wife.” Ask about pronouns rather than assuming based on appearance. Don’t assume someone’s sexual orientation or relationship status.
• Respect chosen names and pronouns: Use the name and pronouns a person has indicated they prefer. If unsure, politely ask, “What pronouns do you use?”
• Use inclusive terminology:
• “LGBTQ+” or “LGBTQIA+” instead of just “gay community”
• “Sexual orientation” rather than “sexual preference”
• “Transgender” instead of outdated terms like “transsexual”
• Avoid offensive or outdated language: Don’t use slurs or derogatory terms, even if reclaimed by some. 
• Educate yourself on LGBTQ terminology: Learn definitions of terms like nonbinary, pansexual, asexual, etc. Stay updated as language evolves.
• Create inclusive policies and forms: Include options beyond male/female on forms. Ensure policies use gender-neutral language.
• Encourage people to speak up about their identities if they choose. Address discriminatory language or behavior promptly.
• Use inclusive imagery and examples: Include diverse representations in marketing materials, training, etc. Use examples that feature different types of relationships and families.
• Listen and be open to feedback: If someone points out non-inclusive language, thank them and adjust. Continuously educate yourself and others on inclusive communication.

By implementing these practices, organizations and individuals can create a more welcoming and respectful environment for LGBTQ people through thoughtful, inclusive language and communication.

What Are Some Examples of an LGBTQ Inclusive Workplace?

Example 1:

Merck, a leading biopharmaceutical company, has demonstrated a strong commitment to creating an inclusive environment for its LGBTQ+ employees through its policy changes. 

A notable example is the company’s initiative in Japan, which became one of the first to offer full benefits to same-sex partners. This achievement resulted from the collaboration between Merck’s Human Resources department and the Rainbow Alliance, the company’s LGBTQ+ Employee Resource Group.

Example 2:

CVS Health, one of the largest employers in the United States, demonstrates its commitment to LGBTQ+ inclusion through its Pride+ Employee Resource Group (ERG). This employee-led initiative builds and facilitates a culture of inclusion for LGBTQ+ colleagues and their allies, offering a platform for networking, professional development, and advocacy. 

Pride+ organizes various events and programs, including educational sessions, networking opportunities, and participation in Pride parades. The group also influences company policies, addresses LGBTQ+ health disparities, and promotes allyship. By welcoming LGBTQ+ employees and allies, Pride+ fosters a more inclusive work environment while providing avenues for professional growth. Through these efforts, CVS Health not only supports its LGBTQ+ employees but also contributes to a more diverse, inclusive, and innovative company culture.

Conclusion

An LGBTQ-inclusive workplace helps everyone feel valued, respected, and empowered to contribute their best. Companies can build a culture of belonging by developing comprehensive policies, creating safe spaces, supporting ERGs, and encouraging employees to share their stories. 

These efforts not only benefit LGBTQ employees but also enhance team cohesion, innovation, and overall business performance. Inclusion is an ongoing journey, and each step forward strengthens the workplace for everyone.

Inclusion also means giving every member of your organization equal opportunity to grow and succeed. INTOO can help by providing career coaching, training programs and workshops, and leadership training. Contact us today to learn more.