How To Create A Great Workplace For LGBTQ+ Community

Our society has made significant progress in the fight for inclusion, diversity, and social justice. Legislations were passed, ensuring that all the rights were protected, cast in stone as they say. Institutions continuously take measures to put all the policies for those previously marginalized and discriminated against.

We want to ensure that oppression, discrimination, exclusion, and inequality will be ended and put to the dustbin of history. But this is easier said than done. Relics of the past remain, and vestiges of oppression and inequality have to be dismantled to ensure that all of us will have equal rights and protection.

A prime, specific example of what we are saying is the creation of an excellent, inclusive workplace for members LGBTQ+ community. Laws are already in place, and policies are already there concerning greater inclusion and diversity in the workplace. However, much work still needs to be done to create a complete, inclusive great, working environment for the LGBTQ+ community.

Some policies are not enforced, some benefits are not given, and people still have biases. These and others are obstacles to a full, great workplace for the LGBTQ+ community. So despite laws and policies, there is still much work to be done to secure a viable, great workplace for the community members.

What are the factors that define a workplace as LGBTQ+ friendly?

Having laws and policies in place by themselves will never be enough in securing an inclusive workplace for LGBTQ employees+. It takes an overall approach by employers, employees, public and private institutions, and the whole of the community. Integrating and incorporating those approaches is what makes for an LGBTQ+ friendly company.

So what makes for an LGBTQ+ friendly work environment, and what are the best practices for creating an LGBTQ+ friendly work environment? Here are some of the factors that clearly define an LGBTQ+ friendly company.

They have clear policies for making the company LGBTQ+ friendly

Policies usually elaborate on what must be done, could be, and cannot be done. But owing to some biases, ignorance, or neglect, there could be some gray areas in those policies. These could result in failure to create a thoroughly inclusive working environment for LGBTQ+ employees.

To avoid these, they make every policy about LGBTQ+ employees as straightforward as possible. They put everything in writing, from the rules for dealing with the LGBT+, the benefits they are entitled to, specific policies regarding how to hire them, and providing an overall, safe, inclusive environment.

Listing down all those policies, however, is not enough. Companies fully enforce them, and the LGBT+ friendly company ensures full compliance from its employees. They reprimand and punish violators of those policies accordingly.

They provide specific benefits for LGBTQ+ employees

Employees are entitled to benefits, but not all have the exact needs. An LGBT+ friendly company will provide some specific benefits aside from those usually afforded by the law.

Benefits will include, among others,  parental leaves specific for members of the LGBTQ+ community and healthcare benefits specific to them. An example of this would be transgender healthcare, and others would be health coverage and insurance for certain illnesses specific to the LGBT, and reimbursement for fertility treatment. 

Those companies ensure that they give those benefits and comply with fairness and equity standards. Whatever others receive, it would be made available to the LGBTQ+ employees and will not be discriminated against and treated differently.

They provide an inclusive working environment for LGBTQ+ employees

The workplace itself promotes an atmosphere of trust, camaraderie, inclusiveness, and belongingness for everyone. It includes members of the LGBT+ community, and no one feels out of place or alienated. The company itself promotes a sense of unity and oneness in the workplace.

What then are the characteristics of an inclusive workplace? It includes, among others, the use of gender-neutral language instead of the usual heterosexual pronouns, having washrooms for LGBT employees, and taking initiatives and opinions of the members themselves, especially concerning the crafting of policies related to them.

Overall, an LGBT= friendly company develops and promotes the culture of inclusivity. The company explains the policies and the need for that culture. They also ensure that company policies, employees’ behavior, and company ethos and principles subscribe to that culture of inclusivity.

They use inclusive LGBTQ messages

One way to express how inclusive you are to the LGBTQ staff and employees is to use LGBTQ-friendly and inclusive messages in all your internal and external communications. If you want to learn more, please review our LGBTQ content guide.

The importance of creating an LGBTQ+ friendly working environment

Policies and laws are not enough: a fully inclusive environment coupled with a culture of inclusivity will do the trick in eliminating the vestiges of exclusion, discrimination, and oppression in the workplace and society. It is the fundamental reason companies need to create that needed environment for LGBTQ+ employees.

But aside from the principles of social justice, there are practical benefits for the company and society if they have a friendly working environment for gay, lesbian, bisexual, transgender, in short, those who belong to the full spectrum of the community.

So what are those benefits that make it imperative for you to make your company’s workplace LGBTQ+ friendly?

Greater availability of talent

People would choose the company that cares for them, promotes their interest, and allows them to utilize and maximize their abilities, talent, and skill to the fullest extent for their benefit, that of the company and society. Those companies will attract the best and the brightest in whatever field.

The reverse is equally true. Suppose a company does not promote a healthy, inclusive working environment and is full of toxicity, intrigue, and unfair practices and policies. In that case, people will have second thoughts working for them or decide not to consider those companies at all.

Members of the LGBTQ+ community will certainly not want to work in a hostile environment. With many of them being so talented, you might deprive yourself and your company of the chance to hire the best because of the workplace situation. There is no reason to deprive your company of that pool of talent.

It generates feelings of happiness and positivity

An inclusive working environment for LGBTQ+ employees will make them happy and productive. Nothing beats a workplace that openly welcomes them and allows them to fulfill their great potential. Especially if it allows them to express themselves and show who they are, and there is no need to hide their gender identity.

Their happiness and positivity could infect the workplace and, in turn, all the employees. It makes them more upbeat, increases attendance, and reduces absenteeism and tardiness. The last two are signs of an unhappy, toxic workplace. With employees upbeat, they are sure to put their best, maximum effort into their work.

It could increase productivity

With people being happy and feeling positive, they will work for the best of the company. They will make sure that the company, being a source of enjoyment, both personal and career, will survive and attain greater heights. Increased attendance and reduced absenteeism and tardiness surely lead to better production.

It could lead to an increase in sales

The clout and purchasing power of the LGBTQ+ community is one of the biggest in the country and worldwide. An inclusive working environment to make your company LGBTQ+ friendly is an excellent way to promote and tap that great market, an indirect way to appeal to the community.

Your company’s excellent treatment of LGBTQ+ employees will endear your company to the community, making them consider what you offer. Members of the LGBTQ+ community could appeal to their fellows to endorse and patronize your company. Simply put, it would be an excellent marketing bonanza for your company.

It will be good for the image of your company

Having an inclusive working environment for LGBTQ+ employees is vital to the struggle for inclusivity, diversity, and social justice in business, the workplace, and society. Making your contribution to that fight will surely endear your company to the LGBTQ+ people.

It could improve your company’s standing image in society and help you increase your recall among people. Your LGBTQ+ friendly company’s good image will resonate and make a lasting impression, which could also lead to increased sales not only among LGBTQ+ people but the general public as well.

So aside from contributing to the fight for social justice, equality, equity, and inclusivity, vital in itself, there are also tangible gains to be made. Never deny your company of all that possibility, and create an inclusive working environment for your LGBTQ+ employees. But the quintessential question is always how to create one.

How to get recognized for being a LGBTQ friendly company?

The most direct and simple way to get recognized for being LGBTQ Friendly is to get formal recognition for being LGBTQ-friendly. Period.

There is a few different program or workplace certifications that cover LGBTQ topics, but the most direct way is to obtain the Most LGBTQ Friendly Employers certification from Diversity for Social Impact.

LGBTQ+ Friendly Company Practices to keep in mind while developing your policy

Creating a coherent policy to make your company truly an LGBT+ friendly company and have an inclusive working environment for LGBTQ+ community members is more challenging than most assume. It is best that as you craft your company’s overall policy, you put in place practices that could eventually lead to your company being LGBT+ friendly.

Here are some of the things you can do to have an inclusive working environment for your LGBT+ employees.

Be supportive of their initiatives

Your company must solicit their views and opinions in crafting the policy, and they must be actively encouraged to give their opinions, suggestions, and advice. Well-intentioned you maybe, you still need to ask them to know what they would prefer, everything of course within the bounds of the law, ethical, and fair practice.

You may gather some data to know the actual situation concerning the LGBTQ+ employees as you further study those initiatives. Or you can have a study group composed of LGBTQ+ members themselves, or even from your ranks, to look at the things they propose.

You already create an atmosphere of inclusivity and a great working environment for your LGBTQ+ employees as you do these things. Everyone will realize that you are serious about having a working policy that will guide your company’s affair with members of the community.

Seek the help of experts and the support of advocates

A study group is just one way of supporting their initiatives. Aside from this, your company can employ advocates and experts about problems concerning LGBTQ+ and crafting policies. Hiring them will help you polish your policies, eliminate the gray areas, and make sure it will work as planned.

Aside from crafting policies for the company and workplace, advocates and experts in the field can help your employees be more at ease with their fellows who are members of the LGBTQ+ community. Some do have what we call unconscious bias regarding the LGBTQ+ community.

Unconscious bias is a pattern of thoughts and ideas accumulated throughout your life, of which most of us are genuinely unaware. They are called as such because they influence our behavior without us being aware of it or the extent to which they influence our conduct.

Unconscious bias could be the basis of unhealthy attitudes, wrong assumptions, and even hostile behavior towards certain people, particularly members of the LGBTQ+ community. Advocates can help educate the workers towards those biases and help them get rid of them to have smooth relations with their fellow employees, LGBTQ+ people.

Advocates and experts can do so by training your employees about the use of proper language, behavior, and conduct concerning them. It could be through lectures and seminars or by offering courses to employees about the intricacies and dynamics of relationships with LGBTQ+ employees.

Overall, experts and advocates can help you as to how to create a safe space at work for LGBTQ+ people. It could also help your company how to be more inclusive at the office or workplace and promote a culture of inclusivity in the company.

The importance of inclusive leadership

Employees take their cue from their employers, bosses, executives, and leaders concerning conduct and behavior, even with all the policies in place. Signs and body language tell them about the disposition of their leaders regarding specific issues, and employees follow their lead generally.

So, a leader who supports the LGBTQ+ community will send the proper signal towards inclusivity. If they see that their leader is all in for it and is willing to fight for it, the employees will do the same. Also, having a policy to welcome and hire LGBTQ job seekers and LGBT talents can accelerate your initiatives.

Leadership, then, must take the initiative and lead the company to have inclusive practices by practicing principles of inclusivity and having inclusive leadership. If the leadership does not practice what it preaches, employees might see them as selective in applying the rules or hypocritical at worst.

Best then to have inclusivity at the top: have leaders and executives who belong to the community itself. More than any other, it sends a strong signal; to the rank and file that your company is indeed serious in making the company inclusive of the LGBTQ+ and making the workplace safe and accommodating to them.

Be in contact with other LGBTQ+ friendly companies

Your company will indeed be in contact with other businesses and companies. You will either have suppliers, wholesalers, retailers, brokers and might connect with advertising firms. You need the help of others to keep your company in operation and be successful in your venture.

But it would still be better, or even best, to partner with others who are considered LGBTQ-friendly companies and have existing policies for inclusion and diversity. It will send a strong signal again to your employees that your company is indeed serious about being LGBTQ+ friendly and implementing inclusive policies concerning them.

You can also gain insights from those companies, and you can learn from their mistakes or improve on their strategies and policies as you develop your own. You can also keep in touch with them in helping your company craft and develop your policies and further promote the interests of the LGBTQ+ community.

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What is Transgender healthcare?

Transgender healthcare benefits for employees are among the benefits companies should provide to transgender people, a specific category of the LGBTQ+ community. Transgender healthcare refers to the specific health needs and benefits that should be made available to transgender employees.

Among these benefits include a physical exam and preventive care, testing for sexually transmitted diseases, and even undergoing transition medically, either through the use of hormones, undergoing surgery, or both.

The decision to undergo transition medically already presupposes a series of medical exams and tests. A truly LGBTQ-friendly company could provide for these needs of their employees or at least arrange some health package benefits of which those employees could avail.

Having transgender healthcare benefits is just one example of how an LGBTQ+ friendly company should provide healthcare benefits to a specific member of the community. Others still abound, and companies could craft specific healthcare benefits to suit the needs of their employees to be entirely genuinely inclusive of everyone.