HOW DIVERSITY & INCLUSIVENESS LOOK LIKE IN THE WORKPLACE

Keletso Office

During Pride month, many companies take the opportunity to celebrate the LGBTQ+ community in myriad vital and visible ways. But creating a genuinely inclusive culture means taking year-round action which is proving to be a challenge. The LGBTQ+ community is underrepresented in the workplace, especially at more senior levels. As a result, many feel like an only at work and are more likely to experience micro aggressions; they might feel unable to talk openly and comfortably about themselves, for example, or need constantly to correct assumptions about their personal lives. We see many incredible examples of members of the LGBTQ+ community thriving at work, but overall, barriers and challenges remain. This is a sad reality considering that an average working adult spends about 60% if not 70% of their working life at work and of that time how much of it are we being our real selves.

Diverse organizations outperform less-diverse competitors in revenue, profits and employee satisfaction. However, hiring individuals from different backgrounds to maintain diversity isn’t sustainable without a culture of inclusion that truly welcomes all individuals for who they are and encourages everyone to succeed at work. In today’s workplace, ensuring that diversity, equity and inclusion efforts include individuals who are lesbian, gay, bisexual, transgender and queer (LGBTIQ) is essential for business success. Employers that have inclusive practices for LGBTIQ individuals gain the support and respect of not only that community, but also of other minority groups that recognize the efforts as an indicator of an overall inclusive work environment. Notwithstanding the recent win of the LGBTIQ community in the decriminalization case which now legalizes same sex relationships, which is a turn in the right direction for the government of Botswana as an effort of ensuring diversity and inclusion in the country.

Having a written policy isn’t enough. Even if an employee is in a workplace with internal policies that protect LGBTIQ workers, a company’s culture may inhibit employees from bringing their whole selves to work. There are tangible actions employers can take to further inclusion of LGBTIQ employees. Organisations can play a big part in making it easier for employees to bring their authentic selves to work. Getting more LGBTIQ people in visible leadership roles is a good start, though that may require filling the leadership pipeline first. Creating intentional mentorship and sponsorship programs can help companies do their part to combat discrimination while also learning more about individual employee needs.

The following practices are examples of how employers can build a culture of inclusion in the workplace. As with any group, LGBTIQ individuals are not monolithic, so employers should consider the following practices from a place of empathy that engages the individual and encourages their well-being.

LGBTIQ policies in the workplace are critical for establishing guidelines for being more inclusive and avoiding discrimination. LGBTIQ inclusion should be a core component of an organization’s equality and diversity policy; having a separate policy for LGBTQ+ inclusion is an even more visible way to demonstrate an organization’s commitment to addressing discrimination in this area.

Offering LGBTIQ training as part of equality and diversity training in the workplace can be a powerful way to educate everyone about LGBTIQ issues. Training ensures that policies are heard and understood throughout the organisation. Furthermore, having a training management system in place allows management to track the organisational progress. SOGIE (sexual orientation gender identity and expression) training is also very critical as it allows for a development of safe spaces in the workplace, these trainings’ spark conversations that allow for a clear understanding of LGBTIQ issues and less discrimination in the workplace.

Creating an LGBTIQ network can be a great way for growing organisations to support their employees. A network allows LGBTIQ employees to connect with one another in a safe environment at work. As a focus group, network members can also assist management in identifying and improving issues affecting LGBTIQ employees, allowing management to continuously improve their approach.

Appointing LGBTIQ allies could be a great way to improve inclusiveness in the workplace, these could be non-LGBTIQ employees who are passionate about or interested in LGBTIQ rights. These could be the right people to advocate for LGBTIQ inclusion in the workplace and provide support to LGBTIQ employees.

Including pronouns in email signatures, social media profiles, and meetings has become much more common in business and the world at large. Declaring your pronouns (whether she/her, he/him, they/them, or a combination of pronouns like she/they or he/they) has become a way for everyone to normalise not assuming someone’s gender. When everyone gets into the habit of using their pronouns, it makes it easier for trans and non-binary people to use theirs.

LGBTIQ inclusion is critical for ensuring that everyone feels safe and comfortable bringing their entire selves to work. LGBTIQ workplace inclusion is quickly becoming a priority for organisations of all sizes around the world. This includes both small and large businesses, because LGBTIQ inclusion provides a distinct competitive advantage for all organisations.