Written by Meena Chander, Founder of Events Together and the This is Us conference.
Pride month is a crucial time for the LGBTQ+ communities and allies alike. It is a time to not only celebrate LGBTQ+ people, but the month is also crucial for advocating and raising awareness for issues commonly faced by these communities. Although LGBTQ+ workplace rights have come a long way in the last 20 years, there is still a lot to do in terms of visibility. Pride month is essential for bringing these issues to the forefront, but what about the rest of the year?
Data from Stonewall shows 12% of LGBTQ+ employees would not feel confident reporting any homophobic or biphobic bullying to their employer, with a further 18% of people revealing they been the target of negative comments or conduct from work colleagues in the last year, due to their sexual orientation. While demonstrating how many LGBTQ+ individuals are still exposed to discrimination in the workplace, this study also highlights that, if not addressed, these instances could potentially hinder people from progressing in their careers while impacting their mental wellbeing. Companies need to ensure that they are actively instilling a pro LGBTQ+ environment in their workplace to eradicate any negative attitudes towards this community and promote the most diverse and inclusive environment possible.
In this guide, we explore ways in which HR departments can create visibility for their LGBTQ+ employees as well as the reasons as to why it is so important:
Start an LGBTQ+ Employee Resource Group (ERG)
An Employee Resource Group is an employee-led meeting where people of similar backgrounds can come together to discuss how they are feeling, any issues they are facing or just what they are thinking. Essentially, ERGs act as a safe space for employees to feel heard within their company and are vital for allowing people to vent any frustrations they may have in a space where they can feel most comfortable. Employee support groups are also a great way for colleagues to support each other through any issues they may be going through, creating an inclusive bubble where both internal and external issues can be discussed.
ERGs do not have to be exclusively for LGBTQ+ members as other members of the company can join as allies. The more people in the group, the better as it shows your LGBTQ+ employees they have a strong support network within your company.
Actively source LGBTQ+ talent
A diverse workplace can benefit you in so many ways, as the more diverse your employees are the wider range of experience and skillset you can utilise as a company. Furthermore, when actively diversifying your employee base, you will create a more inclusive environment where people can feel comfortable expressing themselves in the workplace. When sourcing LGBTQ+ talent, you may want to consider alternative routes such as D&I media and journals, as this is more likely to offer you a wider talent pool. Resources such as these enable you to broaden your recruitment, to utilise mediums that bring underrepresented talent to the forefront of the industry. Once you source more LGBTQ+ talent, it’s important to ensure that you have a good support system in place. This will include aspects such as non-gendered parental leave, gender-neutral bathroom facilities and active social gatherings aimed at celebrating local LGBTQ+ events in your area.
Donate to LGBTQ+ charities
Next time your company does a charity event, consider choosing an LGBTQ+ charity to support. This shows both your employees and potential clients that you are committed to advocating for LGBTQ+ rights, as you opt to actively working with the charity sector to minimise and eliminate issues affecting the community.
Some good UK LGBTQ+ charities to support are Stonewall and Mind Out, which both prioritize helping the community with any issues they may face, while promoting inclusion policies and offer mental health services. They maintain an integral role in offering support to communities in the UK and are especially important in supporting those who may not have a strong support network at home.
Take part in local PRIDE events throughout the year
July may be the most popular month to celebrate Pride all over the world, however, it does not have to be a once-a-year affair. In fact, you may find that your local community hosts pride events all year-round. Whether this be concerts, nightlife events, or marches – attending these events reinforces your allyship. Attending inclusivity events such as This is Us is a great way to learn more about being an inclusive employer, enabling you to gain expert insight from D&I leaders, hear talks and partake in a contemporary discourse surrounding diversity.
It also sends a strong message to your LGBTQ+ employees, demonstrating your commitment to ensuring that they feel welcomed and supported in their workplace, which is the goal of visibility.
Conclusion
By employing just one or two of these small steps not only increases LGBTQ+ visibility, but also ensures your organisation is able to become a real ally to this community. Showing support helps your employees feel safe in their workspace, enabling people to thrive and achieve good things in their careers. Inclusivity has so many benefits for business, not only just for the internal aspects, but also for your external image. You may also find your company is perceived as progressive, innovative, and inclusive as you take action to become a real LGBTQ+ ally.
Meena Chander is the founder of Events Together and the This is Us conference