Blog Post
June 28, 2022
We need options: Employee wellbeing from a working mom’s perspective
American companies hold a great deal of power when it comes to shaping public opinion and supporting LQBTQ employee wellbeing at work. LGBTQ rights have increased dramatically over the past 20 years, but there is still room for improvement.
Recent studies have shown:
75%
of LGBTQ employees have experienced daily negative workplace interactions related to their LGBTQ identity. (2)
40%
of LGBTQ employees are closeted at work, and 26% of these individuals wish they could be out at work. (2)
36%
of LGBTQ employees who are out in their personal lives have lied about their identities at work in the past year. (2)
54%
of employees who are out at work remain closeted to their clients and customers. (2)
While these numbers are unfortunate, you (yes, you!) have the power to help improve the wellbeing of diverse employees—including those who identify as LGBTQ. Here are five simple ways to create a more supportive workplace for your LGBTQ employees.
It’s important for allies to take initiative and research what it means to be a member, and an ally, of the LGTBQ community. Don’t leave it up to your LGBTQ employees to educate you and other co-workers.
Ways to kickstart your education:
Be affirming, respectful, and sometimes just listen.
This doesn’t mean you need to go around every day patting your LGBTQ co-workers on the back and saying, “You’re great just the way you are!” (In fact, I’m advising against that.) Instead, start with the simplest way to affirm someone’s identity: listening.
By just listening and being supportive, you show you care. This goes back to educating yourself and making an effort to learn more, thereby creating a culture in your workplace that feels safe for your LGBTQ co-workers to be open about themselves. Remember, the onus is on you to learn more and be open—and appreciate the privilege you may have as a heterosexual person. (And hey—you’re already off to a good start by reading this blog!)
During one of our recent blogs, we discussed the importance of inclusive hiring practices. When building a culture of wellbeing, it’s important to consider the signals you’re sending as a company or fellow co-worker. If you’re hiring for a new position, actively seek out LGBTQ professionals through LGBTQ hiring boards and recruitment events.
Studies show diverse companies are more likely to lead in innovation and outperform the competition. So, not only is building a more diverse culture the right thing to do, it’s also great for your company’s overall wellbeing.
Authentic representation is a simple, effective way to build a more inclusive work environment. Go beyond showing LGBTQ community members during Pride Month and extend that visibility year-round. It’s also important to make sure your representation is authentic and avoids tokenism or stereotypes. Tokenism can occur when an entity only makes symbolic efforts—that give the appearance of supporting underrepresented groups—without truly supporting those values.
If you’re going to move forward with more inclusive advertising, make sure the focus is on normalizing these interactions and giving LGBTQ individuals a voice. This non-verbal show of support signals to current and new team members that your company supports LGBTQ employees, clients, and community members.
Sources
https://news.gallup.com/poll/329708/lgbt-identification-rises-latest-estimate.aspx
A New LGBTQ Workforce Has Arrived—Inclusive Cultures Must Follow | BCG
https://www.themuse.com/advice/3-ways-to-be-a-better-lgbtq-ally-in-the-office
https://medium.com/gender-inclusivit/why-i-put-pronouns-on-my-email-signature-and-linkedin-profile-and-you-should-too-d3dc942c8743
A Corporate Guide to Pride Month | ZoomInfo Blog
How To Be An LGBTQ Ally At Work (forbes.com)
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