There are many steps leaders, managers and recruiters can take to improve the working experience for LGBT+ colleagues.
Problems still exist within many workplaces. In a 2018 survey, 23% of LGBT+ people said they’d experienced a negative reaction in the workplace.
As a manager, it’s often hard to influence staff attitudes. But a thriving and inclusive workplace culture begins with policies and programmes that set the right example.
VERCIDA supports companies that want to guide their workforce towards creating a non-threatening, open environment for LGBT+ employees. Building openness and inclusive values into your company ethos will help you to recruit candidates who value diversity. For more information on how we can help, have a look at our employer brand platform.
Modelling good LGBT+ practice is not a box-ticking exercise. It can become an integral part of the workplace culture that ensures:
- A more productive environment.
- Fewer workplace disputes.
- A caring atmosphere that supports every single employee.
- Less anxiety during the working day.
- Job satisfaction that would be recommended to others.
Encouraging an atmosphere where staff problems can be addressed, and hopefully solved, is paramount. Here are just a few of the positive steps every company can take against LGBT+ discrimination:
- Write an equality policy and make sure it’s talked about and understood across the organisation. Acas has tips on how to do this.
- Support colleagues who ‘come out’. You can do this in a number of ways, including training line managers to be open and supportive.
- Join Stonewall’s diversity champions programme, or appoint a diversity champion yourself. This creates a visible point-of-contact within your organisation.
- Update forms and systems to include options for gender-neutral titles and descriptions.
- Try to make facilities gender-neutral.
- Celebrate the achievements of LGBT+ people in your organisation, community or wider business sector. Sponsor a local Pride march, participate in a Bi-Awareness Day or Transgender Day of Visibility event.
- Offer inclusive training and support programmes. All training programmes are relevant here, not only training with an LGBT+ theme.
- Make career progression paths transparent for all employees.
- Take steps to break down other barriers that can prevent people from reaching their potential. For example, childcare and caring responsibilities, cultural differences or gender stereotypes can stifle career advancement.
VERCIDA can promote your company’s equality and inclusion policies to a diverse and highly-motivated talent pool. Learn more about advertising with us.