With LGBTQ+ month coming up in June, Business leaders should take stock of their policies and support towards their LGBTQ+ employees and the LGBTQ+ community at large. Not only does embracing LGBTQ+ policies make you more competitive, promoting diversity helps employees feel free to be themselves at work. And a happy, safe worker makes for a loyal and motivated one.
Despite sharp progress in the UK over the years, many people still feel wary of revealing their sexual status at work, whether out of a fear of exclusion, homophobia or being passed over for promotion. The sad fact remains that gays and lesbians are 5% less likely to be offered a job interview than their equally skilled and experienced heterosexual counterparts.
So, as consumers and job seekers (especially younger ones) increasingly gravitate towards companies that subscribe to good ethics and principles—around both human rights and the environment—it’s in your interest to show support for the LGBTQ+ community and create a working environment that aligns with this support.
Here are four ways you can do this:
1. Take any LGBTQ+ discrimination seriously
Whether it’s blatant homophobia or an off-colour joke or remark, any form of discrimination or bullying within your team should be addressed swiftly and definitively. To ensure that employees understand this sort of behaviour will not be tolerated, have it written in their contracts.
2.Support your local LGBTQ+ community
Whether it’s volunteering at events like Pride Month, getting involved in campaigns and fundraising, discussing LGBTQ+ issues on your podcast or at your next event, or simply blogging about it, recognising and joining forces with local LGBTQ+ events and LGBTQ+ business owners will not only garner more affection for your business, it’ll broaden your network as well.
3. Become an ally
Show your commitment to creating an inclusive workplace by joining programmes such as those created by Stonewall. Using workplace training, special toolkits and signing up to have your LGBTQ+ progress regularly assessed, you’ll ensure your company meets national and international indices on workplace equality.
4. Offer specific LGBTQ+ packages
Your benefits packages can often unintentionally exclude LGBTQ+ employees. Revise your policies and packages to ensure equal benefits to all employees, including parental/adoption leave, as well as using gender-neutral language in their contracts.