A celebration of self-identity, inclusivity and equality, Pride Month is often viewed by employers as an opportunity to publicly reaffirm their support for LBGTQ+ people in their organisation and across society.
Each June, organisations run Pride events in celebration, but struggle to find the right approach to creating company-wide change that lasts.
In this article, you will discover the scientifically proven approach to inclusion that can give employees the support they need to thrive.
In the UK, 68% of LGBTQ+ employees say they have been harassed at work and many are reluctant to report their abuse to employers, as they believe it may damage their career.[1]
Similarly, 46% of LGBTQ+ American workers say they have been discriminated at some point during their careers. This includes being denied job promotions and excluded from company events.[2]
Transgender workers report concerning experiences such as colleagues deliberately using incorrect pronouns or asking offensive and inappropriate questions about their identity.[3]
When a LGBTQ+ person is also from an ethnic minority; research suggests the discrimination can be worse.
In the US, one-third of LGBTQ+ people from an ethnic minority say they have experienced discrimination based on sexual orientation or gender identity when applying for jobs. This compares to 13% of white LGBTQ+ peers.
Did you know that creating an inclusive workplace culture where LGBTQ+ people are free from discrimination would save the US economy $9 billion?[4]
Workplace discrimination is linked to employee ill-health, especially stress and depression. It’s estimated that up to 120,000 LGBTQ+ employees have either left or avoided the science, technology, engineering, and mathematical industries due to systemic discrimination.[5]
On the other hand, the benefits of getting DE&I right are huge.
The most inclusive companies are twice as likely to meet or exceed financial targets and three times more likely to be high performing than the least inclusive firms.
Also, they are six times more likely to be innovative, and eight times more likely to achieve better business outcomes.[6]
About $8billion is spent by companies on diversity, equity, and inclusion in the US alone, with billions more invested by organisations across the world.
But many organisations are struggling to see a return on their investment.
That’s because money is often pumped into popular DE&I tactics like unconscious bias training and employee resource groups, which aren’t proven to create inclusive behaviour change.
For results, a behavioural science-based approach is required. One which uses proven practices to ensure every employee feels respected for their identity and boosts their sense of belonging to their team and organisation.
This is achieved by following these four cornerstones:
The best place to start conversations about LGBTQ+ inclusion is to create a psychologically safe environment where people from all backgrounds are celebrated for their differences.
Everyone has their headwinds and tailwinds – or disadvantages and advantages.
By welcoming everyone to discuss their challenges, leaders can help reduce the sense of identity threat that some people may feel when discussions on LGBTQ+ inclusion occur.
Leaders must make it clear that all employees are responsible for challenging and reporting incidences of discrimination and exclusion at work.
From encouraging colleagues to challenge teammates who use inappropriate language or insensitive ‘jokes’ to making it easy to report incidences to managers and HR.
Rather than trying to eradicate biases, leaders should focus on improving the team’s judgement.
Raising awareness of unconscious biases doesn’t change behaviour and can alienate people.
By contrast, most professionals recognise good judgement to be a critical career skill that can be improved.
Therefore, the most inclusive leaders equip their staff with the habits, tools, and nudges to help them when stereotypes or bias may be affecting their judgement and the right steps to take to make the most inclusive decisions they can.
Managers need to draw a clear line between what is considered either an unfortunate mistake or intentionally malicious behaviour in the workplace. Appropriate punishments should also be developed for both. The key is to be transparent and demonstrate to employees that you’re truly taking DE&I seriously.
Want guidance on how to lead your company’s diversity, equality, and inclusion efforts? Read our free DE&I whitepaper or request a call back from our experts.