Top 10 non-discrimination policies: LGBTQ+ and Allies

Inclusivity does not need to complex. Many times when we begin working with clients that aim to be more inclusive there is a preemptive fear of 'doing it wrong' or 'not doing enough'. I understand this, there is a lot to consider regarding sexuality, gender and expression as well as pronouns and employee benefit needs. If this sounds familiar, let me share a permissive tip that could change everything for your company culture. Start somewhere and ask for help. This can be help from inside your company or through an agency like mine. Either way, here are the Top 10 ways you can begin your journey to cultural inclusivity as it pertains to the LGBTQ+ community and its allies, specifically. 

The number one thing an employer can do to be inclusive to the LGBTQ+ and Allied community is to establish and enforce a comprehensive nondiscrimination policy that explicitly includes sexual orientation, gender identity, and gender expression. This policy should be clearly communicated to all employees and made easily accessible.

Here are some key elements of an effective LGBTQ+ and Allied inclusive nondiscrimination policy:

1. Explicit Protection: The policy should explicitly state that discrimination or harassment based on sexual orientation, gender identity, and gender expression is strictly prohibited in all aspects of employment, including hiring, promotion, benefits, and termination.

2. Training and Education: Employers should provide training and education for all staff members to raise awareness about LGBTQ+ and Allied issues, dispel myths and stereotypes, and foster a more inclusive and welcoming workplace culture.

3. Gender-Neutral Language: Use gender-neutral language in all workplace communications, forms, and documents. Avoid assumptions about pronouns and allow employees to specify their preferred pronouns and those of spouses as well.

4. Inclusive Benefits: Ensure that employee benefits, including health insurance and parental leave policies, are inclusive of LGBTQ+ employees and their families. Reproductive and/or Adoption assistance coverage is almost always the most overlooked item with employers. 

5. Supportive Work Environment: Foster a supportive and respectful work environment where employees feel comfortable being their authentic selves without fear of discrimination or bias due to gendered or heteronormative assumptions in regard to attire requirements, or spousal assumptions.

6. Create Employee Resource Groups: Establish LGBTQ+ employee resource groups or affinity networks to provide support, community, and a platform for advocacy within the organization. Start from within, you'd be surprised how many in your current company would love to share their thoughts in a group of like-minded colleagues. 

7. Review and Update Policies Regularly: Regularly review and update policies to align with evolving legal standards and best practices for LGBTQ+ inclusion. Once your ERG is up and running, plan to have regular meetings to discuss hot topics and need changes. 

8. Diverse Representation: Strive for diverse representation at all levels of the organization, including leadership positions, to ensure that LGBTQ+ and Allied voices are heard and considered in decision-making processes.

9. Address Complaints Promptly: Take any complaints of discrimination or harassment seriously and address them promptly and effectively.

10. Engage with LGBTQ+ Organizations: Collaborate with LGBTQ+ organizations and community groups to gain insights, share best practices, and support initiatives that promote diversity and inclusion.

By taking these steps, employers can create a more inclusive and supportive environment for LGBTQ+ employees, fostering a sense of belonging and ultimately leading to a more productive and engaged workforce. Being inclusive and supportive of LGBTQ+ employees is not only the right thing to do, but it can also contribute to a positive company reputation, help attract top talent, and improve overall employee satisfaction and retention.

Employees already talk about you, might as well make the conversation inclusive. 

<3 Amanda