10 Ways to Foster LGBTQ+ Inclusion in the Workplace
Introduction
Creating an inclusive workplace goes beyond policies and statements of support—it’s about actively cultivating an environment where every employee feels respected, valued, and empowered to bring their whole selves to work. For many organizations, LGBTQ+ inclusion can seem complex, but small, intentional changes can make a significant impact. Below are 10 actionable strategies to help your organization foster a truly inclusive culture.
1. Implement Clear, Inclusive Policies
Establish comprehensive non-discrimination policies that explicitly protect LGBTQ+ employees, covering sexual orientation, gender identity, and gender expression. Make sure these policies extend to hiring, promotions, and benefits. Research from the Human Rights Campaign Foundation’s 2022 Corporate Equality Index shows that companies with inclusive policies report higher employee satisfaction and retention rates.
2. Create and Support LGBTQ+ Employee Resource Groups (ERGs)
LGBTQ+ ERGs provide a safe space for employees to connect, share experiences, and advocate for change. A study by McKinsey & Company found that ERGs can improve feelings of inclusion and support career development by serving as platforms for mentorship and networking.
3. Provide Comprehensive Benefits for LGBTQ+ Employees
Ensure that health benefits cover LGBTQ+ healthcare needs, including gender-affirming procedures, hormone therapy, and mental health services. According to Out & Equal, companies that offer these benefits have a competitive advantage in recruiting and retaining top LGBTQ+ talent.
4. Offer Regular LGBTQ+ Inclusion Training
All employees, from leadership to frontline staff, should receive regular training on LGBTQ+ issues, inclusive language, and unconscious bias. The Center for Talent Innovation’s 2019 “Out in the World” report shows that companies with ongoing DEI training see a 40% increase in inclusive behaviors and a reduction in discriminatory actions. Want to offer customized education to your team? Check out what we have to offer!
5. Establish Inclusive Language Guidelines
Words matter. Create guidelines that encourage the use of inclusive language in all company communications. For example, use gender-neutral terms like “partner” instead of “husband” or “wife” and introduce pronoun-sharing practices. A study from GLAAD highlights that employees feel significantly more respected when inclusive language is adopted throughout an organization.
6. Ensure Transgender and Non-Binary Inclusion
Go beyond policies to actively support transgender and non-binary employees. Implement clear guidelines on the use of pronouns, bathroom accessibility, and transitioning in the workplace. The National Center for Transgender Equality emphasizes that inclusive practices like these reduce the risk of discrimination and create a safer environment.
7. Create Safe Reporting Channels for Discrimination and Harassment
Employees need to feel safe when reporting issues of discrimination and harassment. Establish multiple reporting options, including anonymous channels, and ensure swift, transparent follow-up. According to the Williams Institute, more than 50% of LGBTQ+ employees who experience discrimination do not report it due to fear of retaliation.
8. Celebrate LGBTQ+ Visibility and History
Recognizing LGBTQ+ history and events, such as Pride Month and Transgender Awareness Week, is a visible commitment to inclusion. Share educational resources, host internal events, and highlight LGBTQ+ employee stories. Deloitte’s Global Human Capital Trends report found that organizations that visibly celebrate diversity are more likely to be seen as inclusive by employees.
9. Partner with LGBTQ+ Organizations
Collaborate with external LGBTQ+ organizations to support initiatives, provide resources for employees, and signal to the community that your organization is an active ally. Partnering with groups like The Trevor Project or Out & Equal can also provide access to ongoing training and consulting.
10. Regularly Review and Update DEI Practices
Inclusion is a journey, not a destination. Regularly review your organization’s DEI strategies, conduct climate surveys, and solicit feedback from LGBTQ+ employees to identify gaps and areas for improvement. McKinsey & Company’s 2020 Diversity Wins report found that organizations that continuously evolve their DEI strategies see stronger business outcomes and more innovative work environments. Want help evaluating how your organization stacks up in terms of LGBTQ+ best practices? Work with us and do a deep dive into your
Conclusion
Building an inclusive workplace for LGBTQ+ employees is an ongoing commitment that requires intentional effort, but it’s one that pays dividends in employee satisfaction, innovation, and business success. By implementing these strategies, your organization can become a leader in fostering a diverse and welcoming culture where everyone has the opportunity to thrive.
For more information and customized LGBTQ+ inclusion training, visit Chase Glenn Consulting or reach out to schedule a consultation.
References
Human Rights Campaign Foundation. (2022). Corporate Equality Index.
Center for Talent Innovation. (2019). Out in the World: Securing LGBT Rights in the Global Marketplace.
Out & Equal. (2020). Workplace Equality Fact Sheet.
GLAAD. (2017). Accelerating Acceptance Report.
National Center for Transgender Equality. (2020). Understanding Issues Facing Transgender Americans.
Williams Institute. (2021). LGBTQ+ Workplace Experiences Study.
Deloitte. (2021). Global Human Capital Trends.
McKinsey & Company. (2020). Diversity Wins: How Inclusion Matters.
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