Last reviewed 14 March 2018
With the recent release of the Stonewall report ranking top 100 LGBT employers, and multiple reports of harassment and violence towards certain LGBT members in the workplace, you may be wondering what you can do to make your company more inclusive and safe.
What can I do?
1. Create an inclusive atmosphere
Being LGBT-friendly means more than having a good ranking or pertaining to be supportive on only a surface level. Creating an inclusive culture can be achieved in a number of ways, such as creating LGBT networks, making employees LGBT advocates, and making sure it is easy for employees to give feedback and suggestions on how to improve.
2. Make sure your policies include and mention LGBT individuals
Having a positive atmosphere is a step in the right direction, but if there are not concrete policies in place to actually protect employees then it is ineffective. HR policies involving harassment in particular are vital, but inclusivity should expand to health plans, recruitment, pay and benefits.
3. Show you value participation in LGBT groups/networks
Mention participation in groups, or employee’s position as LGBT advocate, in reviews and appraisals.
4. Have a clear strategy in place
Having a plan on how you want to progress as a diverse workplace shows that you are committed to inclusivity and always striving to be better. The plan doesn’t have to be particularly in-depth or intricate, it can simply consist of a commitment to recruit more LGBT employees, or to establish yourselves as a top 100 employer.
5. Ensure senior members of staff communicate support
Having senior members of staff show support is vital to the effectiveness of the message and culture you are trying to establish. It shows that the company is committed to diversity and inclusivity from top to bottom.
If your business requires support and advice with LGBT issues in the workplace, contact Croner on 0808 1454 436.