5 ways you can support LGBTQIA+ employees at work

Over the last few years, massive changes have taken place in supporting LGBTQIA+ employees and creating a more diverse and inclusive workplace. Despite these vast improvements, there are still many barriers within workplaces. So, what can you do as a business to further reduce discrimination and support employees?

1.     Have a support plan in place.

Making every employee in your business aware of the diversity and inclusion policies is vital.  Every member needs to know what behaviour is and isn’t acceptable within the workplace and they need to have an understanding of the reprimands for not following these policies and procedures. Employees must know who they can go to for assistance if needed, whether that’s a senior staff member, a mentor, or a dedicated support worker. Ensure employees know about life insurance policies such as YuLife where they can access mental health support, virtual GPs and other medical services.

2.     Show support within the local community and promote diversity benefits.

The benefits of community support must not be underestimated. Actively seek out groups and events within the local community that your company can take part in. Invite speakers to share their experiences with your employees, encourage employees to celebrate events such as Pride in London, and always promote openness and honesty both within the workplace and outside of it.

3.     Take discrimination seriously.

As touched on above, employees need to know what is and isn’t tolerated in the workplace and that there are consequences to their actions – both good and bad. Clearly display anti-discrimination policies within the workplace and keep them updated. Encourage employees to speak out about discrimination and bullying to help prevent it.

The Equality Act 2010 states that nobody should be discriminated against on grounds of age, disability, gender reassignment, marriage or civil partnership, race, religion or belief, sex or sexual orientation. 

4.     Support employees with their preferred use of pronoun and gender-neutral toilets.

There’s been debate regarding the implementation of gender-neutral toilets for almost as long as the LGBTQIA+ movement has been around. Simply state to all new employees that they are able to use whichever bathroom they wish. End of.

Always remember to consider new ways to support employees, too. Send questionnaires asking employees if they’d want to wear badges expressing their pronouns, for example. It’s all easy stuff but makes employees feel heard and valued, which is vital in maintaining staff morale.

5.     Educate and empower everyone within the workplace.

I bet you didn’t know that recent research has found that around 60% of transgender employees felt they were facing workplace discrimination and couldn’t express themselves. If you didn’t know that I’ll bet your employees also didn’t know that. So, educate them. Hit them with real-life statistics concerning workplace discrimination. Make it fun – create a quiz, order pizza. But don’t shy away from the all-important education that your employees need. In doing so, you’ll empower those same employees to not only feel confident in their own knowledge, but to know that they’re putting in the work on something that really matters.