Many organisations now take an active role in Pride month festivities. Whether it’s sponsoring a float or hosting panels/workshop, corporate support for Pride is rising. However, in our experience, few go beyond performative allyship and tackle the real, painful workplace discrimination faced by the LGBTQ+ community.
Latest research on the experiences of LGBTQ+ women and non-binary professionals revealed that around seven out of 10 experience workplace discrimination. And the figure is much higher for those with intersectional experiences from marginalised communities and ethnic minority groups. The research highlighted that 70% had left an employer for failing to provide inclusive and equitable workplaces. Other surveys from LGBTQ+ charities such as HRC and Stonewall have published similar findings.
Studies like this clearly demonstrate that organisations are still struggling to create inclusive workplaces capable of retaining diverse talent. However, given the current skills shortage, businesses can’t afford to let their under-represented workers walk out the door. So how can companies truly celebrate working with pride and tackle LGBTQ+ discrimination at work?
1. Create a safe space for difficult conversations about discrimination
It’s important to create a workplace where we are having an open dialogue about what discrimination actually is and how it differs for each community. Carrying out research to find out which groups are impacted will provide the insights needed to have those conversations.
“As myGwork’s survey shows, people with intersectional experiences suffer more from discrimination, and it has a compounding impact. It’s bad enough just being a woman trying to get ahead, but if you’re also an ethnic woman and LGBTQ+, then discrimination can come from several angles, which can be very exhausting for those of us with intersectional experiences,” explained RS Group’s Director of Talent & Organizational Development Americas, LaRissa O’Neal.
As O’Neal explained, if companies want to get ahead of retention, we’ve got to stop being afraid of tackling difficult topics: “I should be able to mention my same-sex partner that I’m going on holiday with and not feel like my job is in danger.” So create a safe space to have those uncomfortable conversations. “This includes clarifying to staff what words are deemed to be discriminatory, as well as their impact,” advised O’Neal.
2. Combat discrimination with appropriate policies and training
At the most basic level, professionals should know what to do if they or their colleagues are discriminated against. Some firms like Taylor Wessing encourage employees to call out discrimination. “As a firm, we are committed to calling it out and have a policy currently called just that,” shared Taylor Wessing’s Head of Talent Development, Robin Panrucker. “This is to empower staff to challenge others on things they may say, even if the person that the comment is directed at doesn’t find it offensive. This way, we encourage more open dialogue between each other. It’s vital to develop leadership competencies to deal with discrimination, and more importantly intersectionalism,”
3. Offer company-wide LGBTQ+ training and education
Educating colleagues across your organisation on LGBTQ+ matters is vital. “The work hasn’t stopped, and the world seems to be going backwards in terms of acceptance, so we are keen to ensure that the firm is always invited to anything LGBTQ+, be it Pride month, World AIDS Day, etc., so people feel included and can learn about different challenges that the community is facing,” shared Panrucker.
Employee network groups can provide a safe platform for LGBTQ+ education. “RS Group’s LGBTQ+ employee network organises educational events throughout the year. We have meetings every six weeks, and I’d wager that 90% or more that attend are actually allies of the community,” shared O’Neal. “Let’s stop expecting allies to be far along the journey, as we are alienating allies and potential allies. Even as a member of the LGBTQ+ community, I’m not an expert on every letter in the LGBTQ+ alphabet. Let’s have those conversations and meet colleagues where they are.”
4. Encourage authenticity with support from role models
Role models from different walks of life are a great way to value differences and encourage authenticity at work. “LGBTQ+ role models – especially those in senior roles are key,” shared Panrucker. “As co-chair of equaliTW (our LGBTQ+ network), it is important that we are visible to ensure that we are not only ‘talking the talk’ but also showing that no minority group is exclusive and there is intersectionality across all groups.”
5. Celebrate #WorkingWithPride
Authentic interactions in a safe space to eliminate bias are a must, according to Ramcess Jean-Louis, Pfizer’s Global Chief Diversity, Equity and Inclusion Officer: “When we feel safe to bring our whole selves to work, we connect with one another. Each of us has the power, and responsibility, to create these safe environments.
*Research from myGwork
