5 ways to support LGBTQ+ employees that go beyond changing your logo
Author: Joseph Cattell, Lead Training Consultant
We’re coming to the end of another Pride month, in which the LGBTQ+ community and our allies across the world come together to celebrate the freedom to be ourselves and to advocate for the millions of people who still don’t have this fundamental right.
Each year, thousands of companies change their logos to incorporate the pride flag. Although this can be a powerful way to champion LGBTQ+ rights, there is an increasing concern that some companies use the rainbow flag as a cynical marketing tool, and don’t do much else for the cause - particularly when some don’t change their logos in regions where advocacy is urgently needed.
Meanwhile, despite the flurry of rainbow logos, 1 in 5 LGBTQ+ employees in the UK has experienced negative conduct from colleagues because they’re LGBTQ+ in the past year. This may be partly why over a quarter of LGBTQ+ people feel uncomfortable being open about their sexuality at work.
In addition, 28% of LGBTQ+ CEOs say they have been advised to keep their sexuality quiet - a disturbing indication of a sense that LGBTQ+ leadership will harm a company’s reputation. This is a curious contradiction to the faceless advocacy of a colourful company logo.
If companies truly want to champion LGBTQ+ rights and wellbeing, they must do much more than change their logos. They must genuinely support LGBTQ+ employees.
Here are some steps companies can take:
1. Create and promote an inclusive network
An LGBTQ+ network with clear responsibilities, resources, and aims can have a significant impact on organisational culture and individual employee wellbeing. Involving allies is vital in showing that inclusion benefits everybody, and support from senior leadership will help to promote the influence the network has on organisation-wide culture.
2. Regularly review your diversity and inclusion policy
A meaningful diversity and inclusion policy should be up to date and look at the big picture. When it comes to LGBTQ+ employees, inclusive language is one thing, but how will you tackle the things that impact LGBTQ+ employees disproportionally such as poor mental health at work? What is the policy for reporting homophobic/transphobic bullying and harassment? Does your policy consider intersectionality? Is your parental leave policy inclusive of LGBTQ+ people? There is a whole raft of issues that should be considered.
3. Don’t put the responsibility on LGBTQ+ employees
Offering people the opportunity to be involved in policy development, training delivery, etc is one thing, but singling people out and expecting LGBTQ+ people to do this work as overtime/for free is nothing short of offensive. Be prepared to invest in things like training and consultancy when needed.
4. Have senior role models and champions
Having vocal board-level LGBTQ+ champions is vital in creating a culture of openness, where LGBTQ+ people feel comfortable being themselves at work. Hearing a senior person regularly champion LGBTQ+ rights is powerful, and goes beyond the faceless rainbow flag logo.
5. Seek feedback
Hearing the experience of LGBTQ+ employees is vital in truly being able to promote inclusiveness and measure progress within your organisation. Anonymous surveys that assess the psychological safety of LGBTQ+ employees are a good way to get a read on things, as well as working with LGBTQ+ networks, and welcoming ad hoc feedback from employees where they feel comfortable doing so. Engaging people with lived experience is vital in developing and reviewing a truly inclusive culture.