Finding (And Creating) LGBTQ+ Inclusive Work Environments

In the United States, many states still have inadequate laws and protections for LGBTQ+ employees, making it essential for individuals to seek out supportive companies and contribute to the development of inclusive workplace policies.

This resource aims to assist employees in their quest to find and foster inclusive work environments where everyone feels welcomed and valued.

Creating an Inclusive Workplace: Tips for Employees

As an employee, you can become a powerful LGBTQ+ ally in the workplace—regardless of your own identity.

Not sure where to begin? Here are some strategies to help you become an effective advocate for inclusion:

• Recognize It’s Not Your Coworkers’ Job to Educate You: Members of marginalized communities often face intrusive questions. It’s vital to respect their privacy and take personal responsibility for your education.
• Conduct Your Own Research: Be proactive in learning about LGBTQ+ issues. Use available resources to enhance your understanding without relying solely on your LGBTQ+ colleagues.
• Stay Informed: Keep up with news and developments affecting the LGBTQ+ community to better understand the challenges they face.
• Make Your Allyship Visible: Support your colleagues by speaking up when appropriate and displaying symbols of support, such as stickers from LGBTQ+ organizations.
• Consider Establishing a Community or Organization: Forming employee resource groups can create a supportive network that advocates for change at all levels of the organization. Allies can leverage their privilege to effect positive change while respecting others’ privacy.
• Be Supportive: If someone needs to talk, listen without judgment and remember to respect their right to come out on their own terms.
• Speak Up Against Injustice: Address any offensive language or jokes in a safe environment, explaining why such comments are harmful.
• Acknowledge Diversity: The LGBTQ+ community is not monolithic. Recognize the unique experiences and struggles of various identities, including non-binary and pansexual individuals.
• Avoid Tokenizing: Remember that your LGBTQ+ colleagues are individuals first, not defined solely by their sexual orientation or gender identity.
• Embrace the Challenge: Creating an inclusive environment requires ongoing effort and advocacy beyond mere gestures.

Identifying an Inclusive Workplace

Searching for a job can be daunting, and finding an LGBTQ+ inclusive workplace adds another layer of complexity. Here are key indicators to consider while job hunting:

• Avoid Rainbow-Washing: Be wary of companies that display rainbow symbols during Pride Month without any substantive support for LGBTQ+ employees outside of that time frame.
• Review Non-Discrimination Policies: Ensure the company explicitly prohibits discrimination based on sexual orientation and gender identity. Here’s how to find this information:
• Search Online: Use queries like “[company name] non-discrimination policy” to locate relevant documents.
• Examine Job Postings: Look for phrases like “equal opportunity employer” or “encouraging minorities to apply” at the end of job descriptions.
• Browse Company Websites: Use the search function to find sections related to gender or sexual orientation.
• Contact the Company: Don’t hesitate to reach out via phone or email to inquire about their non-discrimination policies.
• Check for LGBTQ+ Networks: The existence of affinity groups indicates a more inclusive environment and can provide support to employees.
• Evaluate Employee Benefits: Companies offering transgender-inclusive healthcare coverage demonstrate a commitment to their LGBTQ+ employees. Contact HR to inquire about specific benefits.
• Ask Direct Questions in Interviews: If inclusion is important to you, ask about workplace policies and benefits during the interview process, but be aware of potential biases.

Inclusive vs. Non-Inclusive Language

Language plays a crucial role in fostering inclusion. Simple changes can significantly impact how individuals feel at work. Here are examples of inclusive and non-inclusive language:

Inclusive Terms

• Hi everyone, team, folks, or specific terms like clients and employees.
• Invite your partners or spouses to events.
• Use gender-neutral job titles like chair, bartender, or server.
• Humankind instead of mankind.
• Focus on the best candidate for the job.
• The person in the green shirt instead of gendered descriptors.
• Sexual orientation and gender identity.
• Trans person, transgender person, trans man, trans woman.
• Gay, lesbian, bisexual, queer.
• Encourage employees to read guidance carefully.

Non-Inclusive Terms

• Hi guys, ladies, gentlemen.
• Invite your boyfriend, girlfriend, husband, or wife.
• Use outdated terms like chairman or doorman.
• Mankind instead of humankind.
• Best man for the job.
• Use gendered descriptors like “the man in the green shirt.”
• Misuse sex for gender.
• Transgendered, transwoman, transman.
• Confusing decision-making with gender identity.
• Referring to individuals as homosexuals.
• Each employee should read his guidance carefully.

Creating an Inclusive Workplace: Guidance for Employers

Establishing an LGBTQ+ inclusive workplace is not only a moral imperative but also a smart business strategy.

Inclusive organizations attract a diverse talent pool. Nearly 12 million Americans identify as LGBTQ+, and a significant percentage of the workforce believes that employers should foster inclusive cultures.

If you’re unsure where to start, here are some actionable steps for employers:

• Revise Policies and Ensure Inclusive Benefits: Companies must back their inclusive claims with solid policies that protect LGBTQ+ employees from discrimination and harassment. Consult resources like SHRM for guidance on inclusive policies and benefits.
• Train Employees on Inclusive Language: Provide training and resources to help employees understand and implement inclusive language in all communications.
• Hire a Diversity and Inclusion Specialist: This expert can collaborate with HR to develop policies and conduct regular training to ensure all employees are educated on LGBTQ+ inclusion.

Conclusion: The Path to an Inclusive Workplace

No individual should need to fight for an inclusive work environment; all workplaces should inherently be welcoming and supportive.

While legal protections may still lag behind societal expectations, these guidelines can aid you in identifying companies that prioritize inclusivity. More importantly, they empower you to be a catalyst for positive change within your organization.

Not every employee or job seeker has the luxury of being selective in their job search. Therefore, it is crucial for those with privilege to advocate for equity and inclusion on behalf of others. Employers and managers must take the initiative in fostering inclusive workplaces.

Author

Kathy Morris

Kathy is the head of content at Zippia with a knack for engaging audiences. Prior to joining Zippia, Kathy worked at Gateway Blend growing audiences across diverse brands. She graduated from Troy University with a degree in Social Science Education.