How Companies Can Make Meaningful Progress for LGBTQ+ Employees

There has been remarkable progress in accepting the LGBTQ+ community in society in the last few years. Many court rulings like the one when the Supreme Court upheld the right to marry a same-sex partner in the US have helped make progress, but there is a limit to how much courts and governments can do.

The LGBTQ+ activists believe that much more needs to be done, especially on the work front. Courts and governments do not create an inclusive work culture. Companies and their employees do. To create an inclusive work culture for the LGBTQ+ community, companies need to make meaningful progress for LGBTQ+ employees.

While there has been more visibility and conversation and more people are coming out in society, there is still a wide gap in the workplace that needs to be filled. According to McKinsey's research, one in four LGBTQ+ employees is not broadly out at work. Leaders need to understand that there is a career on the line in the workplace in addition to social pressure. 

Employers can take the following steps to help LGBTQ+ employees:

Create a positive ecosystem

Companies need to take full responsibility for building a diverse and inclusive workforce. On the way to achieving this vision, employers need to create a favorable ecosystem for LGBTQ+ employees. Once employees feel that their coming out won't impact their career progression and their day-to-day interaction with colleagues, partners, or clients, they feel much more confident in coming out. This confidence helps employees take steps to bring their authentic selves to work.

Create support groups

Employers should create support groups for LGBTQ+ employees who actively engage in recruitment, mentoring, and advising. These support groups can help LGBTQ+ employees with a fruitful journey in an organization. Employers should also reward employees who take part in these support groups. As LGBTQ+ employees face unique challenges, the approach of the support group in resolving the issues at work will be very critical.

Lead from the front

The leadership of any organization needs to be clear and vocal about its stand for the LGBTQ+ community. According to the research, junior-level employees are less likely to come out in the open than senior-level employees. This is primarily because of the fear of hurdles in their career progression. If leaders can support the LGBTQ+ community and share their views on diversity and inclusivity, it would help the junior-level employees to feel more confident to come out and be more comfortable in their day-to-day behavior.

Look for microaggression signals

Employers need to look at microaggression signals throughout the employee journey. This should start from the hiring process to the exit interview and beyond. Microaggression signals are small, but they build up with time and create a negative experience for the employee. Alternatively, you should infuse positive steps at multiple touchpoints that create a favorable ecosystem in an employee's journey. The idea is to make LGBTQ+ employees feel more respected and valued like any other employee in the company.

The last word

 Today, you can start your journey by evaluating your existing systems and bringing changes to create a more inclusive and diverse workforce. These are some steps you can take to help LGBTQ+ employees make significant progress in an organization. For more such articles, visit the Cogent Infotech website.