In today’s diverse workplace, supporting LGBTQ + (Lesbian, Gay, Bisexual, Transgender, Queer, and Questioning) employees has become a crucial aspect of fostering an inclusive and productive work environment. While Pride Month in June often sees a surge in LGBTQ+ recognition, it’s essential for businesses to extend this support throughout the year. Let’s explore how companies can create a truly inclusive workplace for their LGBTQ+ colleagues in 2024 and beyond.
The Current State of LGBTQ+ Inclusion in the Workplace
Recent studies have highlighted the ongoing challenges faced by LGBTQ+ employees:
- 18% of LGBTQ+ employees experience workplace harassment (Stonewall, 2018)
- 12% of Trans employees have been physically attacked by colleagues or customers
- 12% of Lesbian, Gay, and Bisexual employees wouldn’t report homophobic or biphobic incidents
- 21% of Trans people wouldn’t report transphobic incidents
With the 2021 Census revealing an increasing number of young LGBTQ+ individuals entering the workforce, the need for comprehensive support has never been more pressing.
Corps Security: A Model for Year-Round LGBTQ+ Support
Corps Security stands out as an exemplary organization committed to supporting LGBTQ+ colleagues throughout the year. Their approach offers valuable insights for businesses looking to enhance their inclusivity efforts.
1. Establishing Dedicated Support Networks
Corps Security has created the Pride Network, one of six equality networks within the company. This employee-led initiative provides a platform for:
- Regular meetings to offer support
- Raising and addressing issues requiring advocacy
- Creating safe spaces for open dialogue
Key Takeaway: Encourage employee-led support groups to foster a sense of community and provide a direct channel for addressing LGBTQ+-specific concerns.
2. Visible Allyship and Participation
Corps Security actively participates in Pride events, such as the London Pride march, alongside The Security Institute Special Interest Group (SIG). This visibility:
- Demonstrates company-wide support
- Empowers LGBTQ+ employees and allies
- Showcases the company’s commitment to inclusivity
Key Takeaway: Encourage visible allyship through participation in LGBTQ+ events and initiatives throughout the year.
3. Education and Clear Communication
To promote understanding and inclusivity, Corps Security has developed:
- A comprehensive LGBTQ+ Terms and Glossary guide for staff
- Educational workshops on intersectional topics (e.g., “Chestfeeding” for expecting parents)
- Talks by LGBTQ+ speakers addressing various aspects of the community
Key Takeaway: Invest in ongoing education and clear communication to foster understanding and respect among all employees.
4. Policy and Practical Changes
Corps Security has implemented tangible changes to support LGBTQ+ employees:
- Revising uniform policies to accommodate Trans and Non-binary colleagues
- Allowing flexibility in uniform choices for all employees
- Reviewing suppliers to provide more inclusive clothing options
Key Takeaway: Regularly review and update company policies and practices to ensure they are inclusive and supportive of LGBTQ+ employees.
Strategies for Year-Round LGBTQ+ Support in Your Workplace
Drawing inspiration from Corps Security’s approach, here are strategies your company can implement:
- Establish Dedicated Support Networks: Create employee-led groups for LGBTQ+ individuals and allies.
- Implement Comprehensive Training Programs: Offer regular workshops on LGBTQ+ issues, allyship, and inclusive practices.
- Review and Update Policies: Ensure company policies are inclusive and supportive of LGBTQ+ employees, including dress codes, benefits, and anti-discrimination measures.
- Encourage Visible Allyship: Participate in LGBTQ+ events throughout the year and support employee involvement.
- Create Inclusive Physical Spaces: Provide gender-neutral bathrooms and ensure office layouts are welcoming to all.
- Offer Inclusive Benefits: Ensure healthcare plans cover LGBTQ+-specific needs, including transition-related care.
- Use Inclusive Language: Update company communications to use gender-neutral language and provide options for employees to specify their pronouns.
- Support LGBTQ+ Causes Year-Round: Partner with LGBTQ+ organizations and support relevant causes beyond Pride Month.
- Measure and Report on Progress: Regularly assess the effectiveness of your LGBTQ+ inclusion efforts and be transparent about areas for improvement.
- Foster an Intersectional Approach: Recognize and address the unique challenges faced by LGBTQ+ individuals with intersecting identities (e.g., LGBTQ+ people of color, LGBTQ+ individuals with disabilities).
The Impact of Inclusive Practices: Real-Life Examples
Corps Security’s inclusive approach has had a significant impact on its employees:
- Ross Doolan, a monitoring control room manager, found support to come out and now advocates for other LGBTQ+ colleagues.
- James Mayes, a contracts manager, gained valuable insights to support his son after he came out, demonstrating how inclusive practices benefit both LGBTQ+ employees and their families.
These stories highlight how creating an inclusive environment can have far-reaching positive effects, both within and beyond the workplace.
Conclusion: Building a Truly Inclusive Workplace
Supporting LGBTQ+ employees year-round is not just a matter of social responsibility; it’s a strategic imperative for businesses looking to attract and retain top talent, foster innovation, and create a positive work environment for all employees.
By implementing comprehensive support strategies, providing ongoing education, and making tangible policy changes, companies can create a workplace where LGBTQ+ employees feel valued, respected, and empowered to bring their whole selves to work every day of the year.
As we move further into 2024 and beyond, let’s commit to making every month a celebration of diversity and inclusion. After all, a workplace that supports all its employees is a workplace that thrives.