How to create an inclusive workplace for LGBT+ employees

Yet, the workplace, where people spend a significant part of their daily lives, isn’t always inclusive.

  • psychological safety,
  • wellbeing,
  • job satisfaction.
Two men hug. They sit on top of a desk.

LGBT+ employees also reported poorer workplace relationships. Many feel unable to bring their authentic selves to work. An inability to be authentic in the workplace has a negative impact and may result in mental health challenges and social isolation.

By comparison, an inclusive workplace increases productivity and performance.

So, how inclusive is your workplace for LGBT+ employees?

How inclusive is today’s workplace?

Four in 10 LGB+ and over five in 10 trans employees experienced workplace conflict in the last year.

Over 20% of LGBT+ workers experience discrimination during recruitment and promotion, and over a third worry about possible bias (CIPD).

Yet, employees that believe co-workers are supportive are more likely to be satisfied at work and in life.

Why you should create an inclusive workplace

An inclusive workplace is good for everyone. A survey by Deloitte found that where companies have introduced LGBT+ initiatives, it contributed to a sense of belonging. Nearly all (95%) of respondents said initiatives had led to meaningful support for LGBT+ employees across organisations.

It is also good for the organisation. Supportive policies and practices have a positive link to increased productivity and performance. Being inclusive can aid retention.

Deloitte’s survey found that over 70% of employees were likelier to remain with their current employer because of its approach to LGBT+ inclusion.

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It is also a legal requirement. Under The Equality Act 2010, sexual preference is a protected characteristic. The Act also says that you must not discriminate against anyone with a different gender than the one assigned at birth.

Tips for creating an inclusive workplace

1. Ensure your policies are inclusive of LGBT+ employees.

2. Encourage employee resource groups to support LGBT+ employees and encourage allyship.

3. Promote allyships across your organisation and encourage everyone to speak out.

4. Create psychological safety by ensuring all employees know acceptable and unacceptable behaviour.

5. Get buy-in from senior leadership.