How Workplaces Can Foster Inclusivity For LGBTQIA+ Community

The inclusion of LGBTQIA+ people in the workplace has a powerful history. IBM's groundbreaking move in 1984 paved the way for other companies to offer benefits to same-sex partners.

The 1990s saw a growing movement for LGBTQIA+ inclusion, driven by increased visibility, anti-discrimination laws, and the economic benefits of diversity. In the 2000s, progress accelerated with same-sex marriage laws and heightened awareness of diversity's importance. Today, most major companies have protective policies for LGBTQIA+ employees. This journey embodies courage, resilience, and the collective pursuit of equality.

But are only policies enough? While they do provide important guidelines and legal protections, creating a genuinely inclusive workplace requires more than just written rules; culture and leadership commitment is amongst the most important.

Workplace Inclusivity For LGBTQIA Community

As the CHRO at STL, I regularly engage with LGBTQIA+ individuals, and let me tell you, they constantly blow me away with their perspectives and talent. Their experiences have moulded them into fierce champions of equality. Their presence serves as a powerful reminder of the immense worth that diverse voices bring to our organization. It fuels my commitment to nurturing an inclusive and supportive environment where everyone's contributions are honoured and applauded.

But how do we create such an environment?

Have empathy, encourage education, champion open dialogue, but above all, let your commitment to change be unwavering. Carry the weight of responsibility upon your shoulders if you must, knowing that true transformation requires action and challenging the status quo to dismantle the walls that divide us.

Open your heart and evaluate the true worth of employee health benefit programs. Imagine a world where comprehensive healthcare coverage extends beyond boundaries, encompassing gender-affirming treatments and LGBTQIA+ employees feel comfortable and confident in their skin.

We stand at the crossroads of change, armed with the power of data-driven decisions and the formidable ally of technology. Through the use of AI-enabled resume stack ranking tools, we can remove the biases that cloud our judgment and replace them with objectivity.

Capabilities become the sole currency. Incorporating technology into our people processes is not a mere technological advancement. It is a moral imperative—an opportunity to rewrite the narrative of inequality and usher in an era of equal opportunities. 

Do not shy away from addressing the intricacies of LGBTQIA+ issues. Instead, boldly face them head-on, armed with knowledge and empathy. Our training programs should go beyond checkboxes and become catalysts for transformation. They should explore LGBTQIA+ terminology, helping to unravel the confusion and foster understanding. We should also equip our employees with the tools they need to become allies—a force of change in their own right. Our programs should go beyond awareness; they should offer strategies for creating an inclusive and supportive environment. 

Another way of creating a sense of belonging is having Employee Resource Groups (ERGs) or affinity groups focused on LGBTQIA+ providing a platform where voices find resonance and hearts find kinship. By encouraging employee participation and recognising their contributions, we can demonstrate our firm commitment to creating an inclusive environment. We can also offer support, be it financial or through partnerships, to organizations advocating for the LGBTQIA+ community and empower them to continue their work, uplifting the voices that have been marginalized for far too long.

Last but not least, remember, creating an inclusive workplace is an ongoing process. Regularly seek feedback from employees, including LGBTQIA+ individuals, and be open to making improvements. 

And where does it take us?

An inclusive environment not only benefits LGBTQIA+ employees by allowing them to bring their authentic selves to work, but also contributes to increased job satisfaction, productivity, and employee retention. We don't merely dip our toes in the waters of change; we plunge in headfirst, aiming to make waves that reshape society. We truly hope that the ripple effect of our actions reaches far and wide. 

Views expressed by the author are their own. Authored by Anjali Byce, CHRO of STL 

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