Moving Past Pride Month Toward True LGBTQ+ Inclusion At Work

Inclusive norms start with every voice at the table

Workplaces must be inclusive, fair, and equitable environments for all employees, including those who identify as LGBTQ+. Through collaborative policymaking, intersectional allyship, and open communication, companies large and small can establish cultures where everyone feels valued and empowered. 

Developing Collective Norms for Inclusion 

Inclusivity begins with team-centered norm building. Team leaders must work in collaboration with employees to establish values and behaviors that contribute to a positive work environment. Developing an inclusive culture is the collective responsibility of all workers rather than that of individuals from marginalized identities.

Organizations can achieve this by engaging team members in the process of setting social norms. This engagement can occur through quarterly culture reviews, employee surveys, and regular team check-ins. Not only does collective norm-building make LGBTQ+ employees feel more valued, but it also enhances team engagement and employee retention.

Practicing Intersectional Allyship

True allyship is intersectional. It is not simply a matter of building trust among LGBTQ+ employees and allies but also of acknowledging the ways in which intersections of identity—such as race, gender, and socioeconomic status—shape experience.

Organizations can foster true allyship by instituting practices such as "Lunch and Learns," dedicated times that allow employees to engage in productive dialogue and continually learn from one another. Steps like this help amplify employee voices and codify empathy and inclusion as key values within the workplace.

Developing Inclusive Policies 

Inclusivity must not merely exist as an abstract idea but be actively codified in written policy and reflected in day-to-day practice. Organizations must be thoughtful when crafting these policies, and employees should have a chance to contribute through open-door meetings, periodic check-ins, and anonymous comment sheets.

It is important to note that inclusion is an ongoing process. Companies should reevaluate policies periodically to stay current with the changing needs of every employee, including those who identify as LGBTQ+. This process of dynamic reflection helps ensure long-term employee satisfaction.

Encouraging Authentic Employee Relationships

In today’s hybrid or remote work environments, developing authentic relations between employees is crucial. For example, companies can establish special channels of communication or discussion boards where workers are comfortable expressing their lives beyond the work setting.

These modes of communication encourage employees to bring their whole selves to work, resulting in more genuine relationships between employees and greater levels of understanding across teams. Creating channels that allow team members to express themselves as whole people is essential to fostering a culture of understanding, support, and inclusion.

Fighting Discrimination and Harassment

Promoting a culture of mutual respect among workers is central to eliminating instances of discrimination or harassment. This can be achieved, in part, by actively engaging employees in the process of setting company-wide cultural norms. Companies that collectively establish expectations of kindness, learning, and mutual respect empower each worker to own and uphold these behaviors. Organizations must also foster an environment where employees feel free to discuss issues with trusted colleagues or leaders. It is important to formalize these channels of communication by establishing clear and comprehensive mechanisms for responding to and resolving potential incidents. These practices help create an environment that is respectful and inclusive to LGBTQ+ employees. 

Measuring the Efficacy of Inclusion Initiatives

Inclusive cultures require ongoing adaptation fueled by regular feedback. Begin by establishing mechanisms that provide a window into employee experience: practices like team meetings, individual check-ins, and anonymous feedback surveys. Then, use these results to identify areas for organizational improvement. This process of outcome measurement, when conducted well, both enhances feelings of belonging among employees and contributes to organizational efficiency.

Embracing Continuous Improvement

Inclusive workplaces thrive on consistent, informed action. When companies keep equity and respect at the forefront of day-to-day practices and organizational policies, workplaces become spaces where all team members, including those in the LGBTQ+ community, feel accepted and valued.

Want to build a more inclusive work environment? Start by taking measures to open lines of communication between workers, establishing policies that promote inclusion, and building a culture of respect that will allow all employees to thrive.

Suggested Reads

• The REAL Model Of Inclusion: Reimagining LGBTQ+ Well-Being In The Workplace
• Bidding Past Performative Pride: A 2SLGBTQ+ Workplace Inclusion Game Plan
• Creating Authentic Inclusion: Encouraging Engagement And Supporting Your LGBTQ+ Employees

Lauren McDanell is the Vice President of Strategy & Growth for SEED SPOT, a globally recognized organization that supports underrepresented entrepreneurs in creating businesses that positively impact their communities. With unwavering dedication, Lauren drives innovation by fostering collaborations and strategic initiatives that address local needs, propelling her organization to international recognition as a leading business accelerator and a top-ranked social innovation hub.