LGBT+ History Month: The Importance of Inclusive Organisations

February is LGBT+ History Month, an annual observance of lesbian, gay, bisexual, and transgender history, as well as the history of the gay rights and related civil rights movements. Inclusive organisations ensure that colleagues from the LGBTQ+ community feel psychologically safe to bring their whole selves to work.

Research by Glassdoor found that in the UK, 39% of the LGBTQ+ community feel they must hide aspects to their identity at work and 36% report that they have heard discriminatory comments made about an LGBTQ+ colleague. 22% of workers stated that they do not feel educated enough with knowledge or skills to be an effective ally in the workplace so there is clearly more that can and should be done to support colleagues on LGBTQ+ matters.

With this in mind, here are some ideas you can consider implementing in your organisation to support colleagues:

1. Assess your current inclusion efforts

 Check if your email signatures include pronouns, if you have an internal LGBTQ+ network, and if you recognise trans/non-binary calendar days. Ensure fair processes for everyone, such as unbiased pay and promotion criteria.

2. Good data collection and analysis is the basis of sound decision-making

Use internal surveys to capture diversity and inclusion (D&I) data during recruitment, employment, and exit interviews. This helps gauge employee sentiment and identify areas for improvement. Ensure data on sexual orientation and gender identity is collected responsibly and anonymously.

3. Leaders should champion D&I efforts, showing openness and commitment to welcoming trans and non-binary employees

 They should also promote diverse talent for leadership roles. Leaders should visibly support celebratory events and communicate the importance of an inclusive working environment.

4. Educate your workforce on your inclusion strategy

Invite external groups for training and events, and implement new staff inductions on equality, diversity, and inclusion. Use internal channels to share your message of inclusion. Aspire in Partnership delivers free Entry to EDI Workshops which are ideal for line managers to understand inclusive practices.

5. Create policies that support gender expression and transitioning in the workplace

Implement a zero-tolerance policy towards bullying and discrimination. Use resources from organisations like Stonewall and trade unions to draft comprehensive policies.

6. Show your values on your website, careers page, and social media accounts

Avoid transphobic or insensitive language and ensure your dress code is not gendered. Make your policies and plans available internally and externally and reflect diversity in your marketing materials, as this will give confidence to LGBTQ+ candidates, helping you to attract strong talent. Hold events on important inclusion days and encourage leadership to attend LGBTQ+ events.

7. Review your recruitment processes to ensure inclusivity

Work with recruitment partners that share your values and advertise on diverse platforms. Ensure forms are flexible regarding gender identity and allow for name changes. Use provided pronouns correctly throughout the process.

8. Never assume a candidate’s gender

 Recruitment managers should be up-to-date with company policies and laws regarding gender identity. If a candidate discloses their gender identity, respond appropriately and share details of the support your company offers.

9. Handle documentation sensitively, especially if it does not use the candidate’s current name

 Ask trans and non-binary employees if they want their status to be openly known, respecting their privacy. Deadnaming, whether intentional or not will cause upset and offence. Ensure those who process Right-to-Work documentation are trained to handle it sensitively.

By following these steps, you can create a welcoming and inclusive environment for all employees. For further guidance and support, please contact our expert team at Aspire in Partnership on 0161 245 4946 or AiPEnquiries@gcemployment.uk.