Small steps for LGBTQ Inclusion in your organisation

It’s Pride Month! Pride month is generally celebrated around the world in June, coinciding with the anniversary of the Stonewall Riots in New York City, which sparked a worldwide movement for LGBTQ inclusion. There have been amazing strides made towards making equality and equity a reality for LGBTQ individuals; however, a lot of work still needs to be done. In many places around the world, LGBTQ people are still unable to benefit from marriage, cannot add their partners to their insurance, are unable to access queer & trans-affirming healthcare, and face daily micro & macro aggressions due to their identity.

Despite many important steps forward that have been taken, LGBTQ people still face disadvantages and marginalization in the workplace. According to research, LGBTQ people report high levels of discrimination at work, heightened anxiety/stress in workplace situations, and exclusion from social/professional advancement. Additionally, LGBTQ staff feel they are required to devote too much energy to hiding their identities in the workplace in order to better fit in and/or due to fear of discrimination.

In honor of Pride Month, Trident will be sharing 3 blog entries that provide advice and suggestions for how organisations can support and include their LGBTQ staff. The blogs will focus on small things, medium things, and big things that organisations can do that will enhance LGBTQ inclusion. Research has demonstrated that when LGBTQ people feel valued, acknowledged and included in the workplace, they have improved health, better job satisfaction, greater work commitment, and enhanced relationships with colleagues/supervisors.

Let’s start things off with small changes you can make to enhance LGBTQ inclusion in your organisation. “Small” is being defined here as something that can be done with little budget/resources and can be implemented quickly. Of course, all organisations have their own processes for some of these items, but the small steps are also ones that individuals can take.

·      Adding pronouns to email/Zoom/MSTeams/LinkedIn/etc – a small but effective way to show inclusion of all identities is to add your pronouns (she/her; they/them; etc) to your email signature and your Zoom (or other video conferencing platform). You can read more about why this is important in Trident’s blog, “Why are your pronouns in your email?” Basically, this allows others to know your pronouns without needing to disclose or answer questions about them. It also shows an awareness and understanding that not everyone uses the same pronouns and reduces guessing or assuming what someone’s pronouns are.

·      Use gender-neutral terms when discussing family/significant others – Using terms like “partner” or “significant other” when discussing romantic connections in your life is more inclusive. Making assumptions about the gender of someone’s partner can create uncomfortable and anxious situations for LGBTQ people. When referring to our own partners, we can use the language that is most comfortable to us; when referring to someone else’s’ partner, it’s best to stick to gender-neutral terms, until we know what language they prefer.

·      Don’t ask about someone’s wife/girlfriend/husband/boyfriend – This is connected to the use of the word “partner” recommended above. Workplace conversations, even innocuous ones (like “what did you get up to this weekend?”), can often center around a person’s family or other relationships outside of the work context. Asking a male-identified person if they have a wife or girlfriend assumes that all men only have women partners; the same is true for asking women if they have a husband/boyfriend. There is an argument to be made that this kind of question is inappropriate in a work context to begin with; however, it is a conversation people often have out of curiosity/genuine interest. So if it is being discussed, don’t make assumptions about the gender/identity of someone’s partner. If it is brought up, a more inclusive question would be “are you seeing anyone?”

·      Add an inclusion statement to your job descriptions – Adding a statement to job descriptions, such as “We welcome applicants from all identities and seek to achieve a diverse workplace” or “Applicants from minority groups are welcomed and encouraged” let people know that they will be valued and cared for at the organisation. Of course, it is best to only add statements like this if there are additional resources/support at your organisation. For example, advertising a job as encouraging minority applicants, but not allowing same-gender partners to have equal insurance benefits could make the organisation seem insincere in their commitment to equality.

·      Hire trainers to facilitate workshops/trainings on LGBTQ topics – Giving staff an opportunity to learn more about various identity groups is always a good idea! Trainers can come and discuss concepts such as terminology, share research on LGBTQ folks in the workplace, and share strategies for developing allyship. Bringing in trainers also provides talking points to share with prospective staff asking about inclusion efforts, as well as shows current staff that there is a dedication to ongoing growth and learning in the organisation.

·      Allow trans, non-binary, and gender-diverse staff to use their accurate names – Many trans, non-binary, and gender-diverse folks may go by a name that is different than the one that is legally recorded for them. For systems that are within the organisation’s control, people should be able to have their accurate name represented. This includes things like staff ID cards, email addresses, and any internal systems that are used. There are many reasons why people cannot pursue legal name changes, so allowing for trans, non-binary, and gender-diverse staff to use their correct name internal to the workplace demonstrates support.

·      Edit documents and replace “he/she” with “they” – Many internal documents use the cumbersome “he/she” “h/she”, or other derivations, to show gender inclusion. However, it’s easier to take it one step further and replace all of those instances with “they.” This displays a pronoun that is neutral, can cover everyone in the organisation, and doesn’t imply that gender is solely a binary. It also reads more smoothly!

What other strategies do you use to enhance LGBTQ inclusion in your organisation? Starting with these smaller steps above can do a lot to enhance visibility and encourage conversation about these issues. There are a myriad of benefits for all staff (LGBTQ & non-LGBTQ) when organisations work to make the environment inclusive for all. Stay tuned for Trident’s next blog, which will feature medium-scale changes that will enhance inclusion even more!