Creating Authentic Inclusion: Encouraging Engagement And Supporting Your LGBTQ+ Employees

Making inclusion a lived value, not a seasonal slogan

Over the past decade, there has been a growing emphasis on authentic inclusion in the workplace. Despite the anti-DEI sentiment, which seems to occupy the news cycle, the research shows that 87% of companies are either maintaining or increasing their diversity, equity, and inclusion (DEI) budgets, demonstrating that most employers remain genuinely interested in authentically engaging with their employees and fostering authentic inclusion. 

Companies such as Apple, whose shareholders rejected a proposal to dial back DEI initiatives, and Kroger, which has maintained its DEI commitment, demonstrate that companies can commit to inclusiveness even in the face of intense governmental pressure. By prioritizing inclusion and building a culture that encourages employees to come to work as their authentic selves, employers can create positive work environments, expect better retention, and attract top talent to their organizations. 

Authentic inclusion weaves together many factors, including active engagement, open communication, psychological safety, training and continuing education, and the availability of equitable opportunities for all. However, it goes beyond ensuring representation. It takes it deeper to ensure everyone is not just at the table but has a voice that is heard, respected, and shapes the conversation. 

However, for members of the LGBTQ+ community, inclusion and acceptance in today’s workplace can feel obligatory and lacking in its authentic ability to value the lived experience of those who identify as LGBTQ+. For many, a deep fear of rejection, a need to hide their true selves, and an inability to feel safe and accepted in all environments have shaped how they enter spaces and engage with others. 

Here, we explore how organizations can move beyond the spike in anti-DEI and LGBTQ+ sentiment and create a successful and accepting environment for all employees.

The Positive Impact of Inclusion 

Working hard to foster inclusion within the workplace can have several positive results. At a base level, employees will be more likely to remain loyal to their employer and stay in their positions if they feel included and accepted at work. 

According to a recent retention study from EY, 97% of LGBTQ+ employees reported that they would be more likely to stay at a job where they felt included, compared to 38% of respondents who did not have a positive inclusion experience. We also know from decades of research that diverse and inclusive teams show stronger market share growth, sales, and revenue data.  

Inclusion can also create better employee satisfaction and morale, leading to improved team performance and innovation in the workplace. When people feel authentic inclusion, they move from needing to focus on their safety and belonging, where they leave parts of themselves at the door, to an environment where they can fully contribute. They can merge all aspects of their identities for better problem-solving and decision-making because there is greater safety and more comfort in sharing ideas and working as a cohesive team. They are also more likely to be accepted as their authentic selves in the workplace, which can lead to a broader range of unique ideas. All of this, in turn, benefits the individual, the team, and the organization.

Lastly, inclusion can help an employer’s brand and how they attract top talent. Companies that kept DEI commitments have seen higher reputation scores. Organizations that hope to stand out in a competitive market may attract better talent by being LGBTQ+ allies. With a growing number of LGBTQ+ workers entering the job market, companies that attract top talent with authentic, inclusive policies will be more competitive. 

Building Positive Inclusion

Organizations may wonder how they can best build an inclusive company culture for all their employees, especially those in the LGBTQ+ community. There are several steps companies can take to create the most inclusive culture possible. 

Training and inclusion statements will only get you so far. For inclusion to be rooted in the culture, it must go beyond rainbow flags during Pride Week or mandatory training. Inclusion must be embedded into systems, policies, and practices. Non-discrimination and anti-harassment policies must be known and actively administered; benefits packages should support the needs of LGBTQ+ employees, such as gender-affirming care and inclusive insurance programs; and parental leave options need to exist for all family types. This is a critical first step. Inclusion must also be considered across other systems and structures, such as aligning compensation to inclusion goals, establishing robust employee resource groups (ERGs), or monitoring data on recruitment or suppliers to minimize unconscious bias. 

Establishing psychological safety and security is essential for team members to be able to speak without fear. Employees need to feel a sense of security but, more importantly, know that their voices are heard, respected, and protected. 

There should be a comfort level in sharing ideas and approaching leadership with any concerns. Engagement must never feel forced but rather be authentic and easy. Providing access to mentors, training, and ongoing education on topics such as microaggressions, unconscious bias, harassment, and effective workplace communication is important, as individuals often genuinely need more education around these topics to improve their self-awareness, without which, they can’t show up differently. 

Even more critical is intervening, not with shame, but with learning, when these inappropriate behaviors are observed. Cultures that embrace voicing concerns and allowing team members to learn from mistakes make the most progress in creating authentically inclusive environments. 

Inclusion is everyone’s responsibility. A strong workplace culture that supports inclusion and engagement should highlight what makes everyone within the organization unique, including its LGBTQ+ employees. While celebrating Pride Month can be one way to achieve this, so can offering support for the community all year round. 

Strong Policies and Strategies for Inclusion

Creating an authentically inclusive workplace must go beyond DEI lip service. From the top down, leaders must build strong policies and culture into the fabric of the organization. 

These strategies must support open-door communication policies, education and training, mentorships, celebrating what makes each employee unique, and recognizing what they bring to the organization. By embedding these policies into what makes the organization great, the members of the LGBTQ+ community who work within the company become an important part of its success. 

Although some organizations may be turning away from diversity, equity, and inclusion policies, the benefits of authentic inclusion and engagement are clear. By supporting LGBTQ+ employees, companies can cultivate an environment of belonging, open engagement, and success, creating a place where everyone feels welcome and comfortable showing up as their true selves.

Suggested Reads

• The REAL Model Of Inclusion: Reimagining LGBTQ+ Well-Being In The Workplace
• Bidding Past Performative Pride: A 2SLGBTQ+ Workplace Inclusion Game Plan
• Moving Past Pride Month Toward True LGBTQ+ Inclusion At Work

Laurie Cure, Ph.D., a leading voice in executive coaching, serves as the Founder & CEO of Innovative Connections. With a focus on consulting in strategic planning, organizational development, talent management, and leadership, Dr. Cure’s expertise in change management and culture evolution empowers her clients to achieve organizational success by enabling them to discover and release their human potential. She is the author of Leading without Fear, a book that addresses workplace fear, and has contributed to numerous publications on leadership, coaching, team development, and emotions.