As we've discussed, LGBT+ inclusion in the workplace happens in many forms! So far, we've talked about proper use of pronouns, why inclusion matters at all, and how companies show inclusion to their customers through use of LGBT+ focused products during Pride month. These are all crucial ways to set your company up for success in terms of what your audience sees. But that's not all there is to visibility! How inclusive is your company really? For some, what happens behind the scenes or in the office is not as inclusive as what the public sees.
Why Does It Matter?
We have all worked for a boss who seems super nice at the holiday party but is a tyrant the rest of the year, right? Well LGBT+ inclusion is a bit like that; it's great when the public thinks a company is supportive and affirming, but it can be soul-crushing if the company is secretly not. This may be due to active discriminatory behaviors or it could be in ways that avoid mentoring or promoting LGBT+ employees. In either case, a lack of visibility of support will inevitably lead to unhappy employees, which results in higher turnover rates, a poor reputation in the industry, and a long-term significant problem.
What Can You Do?
What do your internal documents look like?
If you show training videos or have posters of people enjoying your product, do they include same gender couples or gender ambiguous people? According to studies, "Nearly half of those who saw LGBT+ images in the media were more receptive of gay, lesbian, bisexual and transgender people, compared with a third who had not seen those images, according to research by Procter & Gamble Co., the consumer goods giant, and GLAAD, a U.S.-based LGBT+ nonprofit." Not only is this true when it comes to your public commercials, it also applies to internal images used to promote products or company culture internally!
Where Do You Advertise Job Openings?
Everyone wants to hire the very best, right? Where you advertise job openings says a lot about where you company thinks the very best are looking for work. For example, if you only posted your job opening on a flyer in the men's restroom at your town's fanciest steakhouse, you would be indicating that you believe that the best person for the job is a wealthy male steak-eater. What it also means is that you are not interested in women or vegans, because you would know that those groups of people are not likely to see your job posting. What can your company do differently? You can be intentional about posting your job openings in places you know that LGBT+ people are more likely to look. This may vary within your community. Your city may have an LGBT+ magazine or website with a jobs section. Your local LGBT+ bars and community centers may have job boards or a section on their website. Your local colleges and universities may have an LGBT+ center or group which may have a listserv of jobs. You ought to also reach out to BIPOC (Black, Indigenous, and People of Color) organizations or groups as they too may have an internal group for BIPOC LGBT+ people. Spend a few minutes online to seek out these locations, then make a few calls or send a few emails for specifics. When you post your job openings in these places, as well as where you always have, you are letting your professional and geographic communities know that you are open and welcoming to LGBT+ people, not by default, but by design.
Ongoing Visibility Opportunities
After thinking about the visuals and the hiring process, it is crucial to consider what visibility is happening on an ongoing basis within your company. Do you offer anything LGBT+ inclusion related as part of your mandatory continuing education training series? Are you mindful of pronouns when printing nametags for events or how people in your company introduce themselves, as part of the company's culture? Do you offer any type of mentorship? Is there a program for mentorship or training that is intentionally inclusive? Visibility is not just about the big images or moments; it's about ensuring that you are mindful of LGBT+ people and honoring their identities as you and your employees grow the company.
Now It's YOUR Turn!
How does YOUR company show inclusivity? Contact us and tell us about it… we may just choose to profile your work in an upcoming piece!
In Solidarity.
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The opinions expressed here are the author's views and do not necessarily represent the views of MediaVillage.com/MyersBizNet.