1. Integrate LGBTQ+ Inclusion Into Policies & Strategies
The first and perhaps most important step a company can take to make the workplace more accepting is to enshrine LGBTQ+ inclusive policy into the induction process. This will immediately demonstrate to employees that your company celebrates diversity and would raise awareness among all employees and encourage a more welcoming atmosphere.
2. Provide Diversity & Inclusion Training
A thorough diversity and inclusion training programme is beneficial for both straight and LGBTQ+ employees. It raises awareness of specific issues faced by LGBTQ+ people in the workplace and gives straight and cisgender employees the tools and language to be better allies, both in the workplace and beyond.
3. Normalise Stating Your Pronouns When Introducing Yourself
It can be challenging for trans and gender non-conforming employees to state their pronouns openly, when introducing themselves. This discomfort could be offset by all employees (including cisgender employees) stating their pronouns when they introduce themselves. This is an example: “I’m Jenny, my pronouns are she/her,” or “I’m Luke, my pronouns are they/them.” By normalising this, LGBTQ+ employees will feel safer and more confident in stating their own pronouns.
4. Encourage Gender Neutral Language
A great way to make the workplace more inclusive of LGBTQ+ employees is to incorporate gender-neutral language into conversations, for example; instead of saying “my husband/wife”, try saying “my partner”.
