06/03/2021
In 2021, LGBTQ+ people continue to face discrimination and exclusion in the workplace. As a community, we often ignore or brush these things off, reluctant to “create a scene” – like many, I’ve been in that situation countless times in my career.
In February of this year, CIPD published a report about inclusion at work for LGBTQ+ people – the statistics make for tough reading.
One in five LGBT+ people still experience discrimination during recruitment or promotion processes, and 40 per cent feel their organisation’s policies and procedures are inadequate.
A significant number of these said they would not feel confident reporting homophobic bullying in their workplaces. Shockingly, one in 10 have been outed by colleagues without their consent. We know that all of this has a detrimental effect on employees’ mental health and productivity, and ultimately, the business loses out when talent leaves.
As we reflect on the last year and celebrate Pride Month, it’s useful to consider how businesses can be more inclusive for their underrepresented communities in a way that goes beyond a tick box exercise, and promotes meaningful change.
To better understand where we want to get to, we first need to know where we’re at on our journey. The best way to do this is to talk to your people, and gather data about their experiences.
Depending on the size of the business, this could be an anonymous survey created with a free online tool. If there are fewer employees in the business, anonymous surveys might not be so anonymous, so keep this in mind when thinking about the questions (and answers) that will give you the most insight.
It’s also important to give the option for written feedback from participants, as you might find something unexpected in their responses.
Once you know where your strengths and weaknesses lie, you can set an ambitious vision for your business, underpinned by practical actions that will promote greater diversity, equity, and inclusion (DEI).
Don’t be intimidated by the idea of finding the perfect vision – it should simply anchor a point in the future where meaningful progress has been made in whatever way is right for your business.
While a vision is important for rallying others to the cause, it’s also helpful to remember that this isn’t just the right thing to do – businesses that are more diverse and inclusive consistently outperform other businesses. It’s a win-win.
As a business owner, you’re both the leader and the most senior role model for inclusive behaviour. At the same time, you can’t be expected to have all the answers straight away.
As you learn more about DEI, acknowledge you’re on a journey. This will encourage others in your team to acknowledge where they have more work to do.
This is relevant for any business of any size. As well as leading inclusively, you can bring in speakers or have team workshops that encourage your employees to discuss different themes or topics. And to keep the momentum going, be sure to keep the discussion front of mind through business updates at regular intervals.
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