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  • RMEQ

Finding LGBTQ+ Inclusive Workplaces

You deserve to be in an inclusive and equitable workplace where you can thrive. When it comes to seeking a new employer, ensuring a diverse workforce that represents different types of people and backgrounds with varied perspectives and experiences is foundational. Although, beware of mistaking diversity for inclusion. Diversity doesn’t stick without inclusion!


Inclusion is the cultural and environmental feeling of belonging. It’s about employees feeling respected, accepted, supported, and valued to the degree to which individuals can participate in decision-making processes and development opportunities within an organization. It’s how employees feel and how things get done within the organization. Assessing cultural fit and inclusion is a must.


Companies continue to devote attention and resources to diversity, equity, and inclusion (DEI) and unfortunately inclusion remains the most difficult metric to track. In Deloitte’s Global LGBT+ Inclusion @ Work report, it states that 63% of respondents cited internal commitment to LGBT+ inclusion as an important factor when applying for a new role.  So, what should you consider when assessing if a company is truly an inclusive employer?

Consider the following company level actions if they apply:

·      Corporate Equality Index Best Places to Work (Rating workplaces on lesbian, gay, bisexual, transgender and queer equality by HRC).

·      Evaluate the company’s commitment to diversity and core values. Check if actions match what is said, such as regular diversity newsletters, unconscious bias training, employee resource groups, allyship embedded in D&I strategy, LGBTQ focused charities, and Pride initiatives. Network with employees to determine if the organization is creating transparency with employees or if they feel the company isn’t doing enough. Remember, actions speak louder than words!

·      Use of assessments, like the Gartner Inclusion Index, and acting on results. Although policies and practices are one aspect of inclusion, a broader view should consider employee sentiment, feelings of trust and belonging, decision making processes, and how work is assigned.

·      Review company websites to assess the employer brand and/or employee value proposition…...and why should I work for you?

You may be happy in an organization that has a diverse workforce where you can take part in diversity and inclusion initiatives. However, if you are working in an LGBTQ+ friendly environment, feel like you belong and are authentic at work, you can make it your home.


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