People perform better when they can be themselves, and if you’re looking to make sure that lesbian, gay, bi and trans (LGBT) people are fully included in your workplace, we’ve got some tips to help.
This includes pensions, parental leave, health insurance and relocation allowances. You should make sure your policies explicitly mention LGBT people.
This could include setting up a network group specifically for LGBT employees; they’ll help you know where you’re doing well and which areas may need a new approach.
Embed their involvement in their appraisals; make being part of the network a desirable thing to be.
Whether you want to increase the number of staff who are open about being LGBT, or revise your policies to make them fully inclusive, it’s crucial to know where you want to be and how you’re going to get there.
Allies, as we call them, are a crucial element of ensuring inclusion for all. They can help spread the message that diversity is celebrated by your organisation.
Making certain your senior leaders actively communicate their support for LGBT inclusion sends a positive message of acceptance for all across your organisation.
Consulting employees – both LGBT and non-LGBT – about what inclusion looks like in your organisation will help ensure your strategy is appropriate and that all staff share your vision.
Getting to know the make-up of your staff through techniques such as monitoring will help ensure you effectively cater to any needs they may have.
Making sure your organisation is LGBT-inclusive is an ongoing journey, so it’s important to celebrate your successes, whatever size they may be, along the way. Every step is a step towards acceptance without exception for LGBT people.
Diversity Champions is Britain’s leading programme for ensuring that your workplace is truly inclusive and allows you to advertise right here on the Proud Employers website!