How to Foster Inclusive Workplace Environments for the LGBTQIA+ Community

Written by: Miller Everette

Over the years, we’ve come a long way from a diversity and inclusivity standpoint within the workplace. We’re seeing more and more companies working towards creating a safe, open, and inclusive workplace; however, we still have a long way to go. This year there has been a record number of anti-LGBTQIA+ bills introduced in state legislatures across the United States. At least 417 bills have been introduced which is more than twice the number of such bills introduced last year (American Civil Liberties Union 2023). The majority of these bills are education and healthcare-related which is why we need to continue to have discussions around gender, sexuality, diversity, and inclusivity not just during Pride Month but all year round.

Additionally, a survey from the Center for American Progress reported that half of LGBTQIA+ adults reported experiencing some form of workplace discrimination or harassment in the past year because of their sexual orientation, gender identity, or intersex status (CAP Jan 2023). There is still work to be done to protect the LGBTQIA+ community within the workplace, which should be a priority for all companies. This goes beyond Pride month when we often see performative action from companies. It’s not enough to say you’re an inclusive company in messaging. You need to show the world you are. 

In embracing our diversity, it is crucial to acknowledge that we are not uniform. When supporting individuals within our community, particularly in the workplace, it is essential to recognize that a one-size-fits-all approach does not suffice. For example, as a gay person of color presenting as masculine, my experiences and needs differ from those of a white masculine presenting. Representation plays a pivotal role in this regard. As an educator working with young people navigating their identities, my authentic presence holds great significance in their journey of self-discovery. I firmly believe that companies should truly embody their values. Following George Floyd's tragic murder, many organizations quickly proclaimed their commitment to inclusivity and diversity. However, merely using black gay individuals as symbolic figureheads is not enough. There is a need for concrete action—meaningful engagement in external advocacy. This entails actively supporting inclusivity beyond the confines of the workplace through policy advocacy and partnerships with LGBTQIA+ organizations. Let our efforts be authentic, not performative, and demonstrate genuine dedication to fostering inclusivity.

—Bre Edison, Educator, Making Waves Academy

Taking that initial step is where the real transformation begins. Imagine the rewards of being able to express your true self at work, feeling safe and valued in your authentic identity. It's an experience that makes a lasting difference in the lives of employees and contributes to the overall success of the organization.

—Derek Sturdivant, Senior Manager, Marketing & Communications, Afiniti

So what exactly can companies do to foster safe and inclusive spaces for the LGBTQIA+ community? 

Offer LGBTQIA+ Benefits and Support

Companies can demonstrate their commitment to inclusivity by providing comprehensive benefits packages that cater to the needs of LGBTQIA+ employees. These may include coverage for same-sex partners, transgender healthcare, and gender confirmation procedures. Moreover, establishing employee resource groups or affinity networks specifically for the LGBTQIA+ community can provide a support system, networking opportunities, and a sense of belonging.

Provide Diversity and Inclusion Training

To promote understanding and empathy, companies should invest in regular DEI training. These sessions can educate employees about LGBTQIA+ issues, correct misconceptions, and foster respectful communication.

I believe companies should first create a welcoming/safe environment for LGBTQIA+ workers. This includes being educated on pronouns/names and dress code policies. It is also important to foster support groups led by an LGBTQIA+ individual to guide allyship initiatives with coworkers to understand better how they can contribute, not only in the workplace but in society when non-LGBTQIA+ are in the room or sitting at the table.

—Rashad C. Dinkins, MPS, Product Development and Production Manager, Accessories and Footwear, 3.1 Phillip Lim

Implement Hiring Practices that Support the LGBTQIA+ Community

Companies should review their hiring practices to ensure that LGBTQIA+ inclusivity is a priority. Creating inclusive hiring practices starts with the job post. When crafting job descriptions and advertisements, use inclusive language that welcomes candidates from all backgrounds, including LGBTQIA+ individuals. Avoid gendered language and mention the company's commitment to diversity and inclusion. This signals to potential LGBTQIA+ applicants that they are valued and encouraged to apply. Beyond the job post, it is important to eliminate bias from selection processes and provide equal opportunities for advancement and leadership roles. By promoting inclusivity from the beginning of the employee journey, companies demonstrate their commitment to building a diverse and representative workforce. 

Establish Gender-Inclusive Policies

Companies should adopt gender-inclusive policies to ensure that employees feel comfortable and respected. This includes providing gender-neutral restrooms, allowing employees to self-identify their gender, and using inclusive language in communications and forms.

Companies can support the LGBTQIA+ community by ensuring all employees feel safe and heard. Whether that’s adding pronouns to email signatures, investing in pride month programming, providing free mental health resources, or something as simple as circulating an anonymous feedback form on the company’s social and professional climate.

—Viena Hoffman, Assistant Artist Development, AWAL