The LGBTQ+ community is facing discrimination, and many feel under attack. Catalyst shares that 23% of LGBTQI+ employees experienced discrimination at the workplace, and that 31% of transgender employees reported the same. HR professionals are well aware of the fact that an inclusive culture, where people feel psychologically safe, improves recruitment, retention, and results. Therefore, it behooves organizations to create a culture of belonging by helping people be better allies.
With that in mind, HR Exchange Network called on the business and HR leaders on Terkel.io to share their best practices for allyship. Discover what they shared:
If You See Something, Say Something
"Speak up and take action if you hear or see any of your LGBTQ+ colleagues being harassed, bullied, or treated in any other way that is discriminatory or offensive. Make use of the privilege you have as an ally to criticize behavior like this and create an environment that is helpful.
Always remember to speak [in a way] that is inclusive when you are having conversations, attending meetings, or writing communications. Avoid making any presumptions about the gender or sexual orientation of another person and be aware of the potential consequences of specific expressions or jokes.
It is important to keep in mind that members of the LGBTQ+ community may also experience discrimination or other difficulties based on factors such as race, ethnicity, disability, or other identities. Recognize and respond to the many-layered aspects of their experiences."-Aleksandar Ginovski, Career Expert, Resume Expert, and Product Manager, Enhancv
READ: HR Guide to DEI
Respect Pronouns
"Respect the pronoun! It's important to acknowledge the journey that LGBTQ+ individuals have been on in their lives. It's up to us to acknowledge and respect our co-workers by using the proper pronouns.
There is an abundance of education sessions to continue learning, both as individuals and as groups. Continuous education shouldn't just fall on the voices of marginalized people; it's up to all of us to do better."-Ashley Kelly, CEO and Co-founder, CultureAlly
INTERVIEW: Making Inclusion a Top Priority
Learn from Your Colleagues
"One way coworkers can support and be allies to their LGBTQ+ colleagues is by proactively engaging in conversations about the community. Educating yourself, reading works written by members of the LGBTQ+ community, and seeking relevant (but respectful) questions can show true dedication to becoming an ally.
An example of this would be for managers to attend mandatory training regarding LGBTQ+ awareness and take steps to incorporate this knowledge into their workplace practices. This approach is effective because it creates a safe space for employees, encourages open dialogue between all parties involved, and involves management in the process showing solidarity with marginalized communities."-Carly Hill, Operations Manager, Virtual Holiday Party
Provide Psychological Safety
"Creating safe spaces is a highly effective approach that co-workers can take to support their LGBTQ+ colleagues. These safe spaces provide a comfortable and inclusive environment where LGBTQ+ individuals can express themselves without fear of rejection or discrimination.
Creating safe spaces can be as simple as using gender-neutral language, displaying LGBTQ+-affirming materials, and committing to speaking out against homophobic comments or actions.
Knowing that their colleagues support them and will stand up against discrimination can improve the well-being and job satisfaction of LGBTQ+ individuals, ultimately leading to a more productive and inclusive workplace culture."-Tarun Saha, Co-founder and CEO, StallionZo
Get Educated on Your Own
"Co-workers can be effective allies to their LGBTQ+ colleagues by taking time to do their own research and self-educate. They should start with learning about the nuances of gender identity, gender expression, sexual orientation, and sex assigned at birth. From there, they can do further research to understand how policies and societal norms impact the various sub-communities under the LGBTQ+ umbrella.
Unfortunately, LGBTQ+ people carry the burden of trying to navigate and address problems in a society that was not designed for them. When straight and cisgender people expect their colleagues to educate them, it creates extra emotional labor for a group of people who already have less power.
By taking ownership of self-education, allies can be stronger advocates for their LGBTQ+ peers without pressuring them to do extra work."-Alex Lahmeyer, Founder and DEI Consultant, Boundless Arc
Be an Ally
While many companies have advanced their DEI initiatives, LGBTQ discrimination still exists in workplaces. Being on the other side of the table and a part of the DEI movement, there are several things that strike me. Co-workers can support their LGBTQ colleagues by following these steps:
Accept: Whether it's their mannerisms, their choices, or the way they dress or speak, it shouldn't be viewed as detestable. Create an environment where LGBTQ colleagues are respected and valued.
Explore: You are approached by a colleague who says, "I think I'm bisexual." Instead of attacking or convincing him otherwise, be curious to understand his perspective. It isn't about you at all.
Include: Send invitations to birthdays, celebrations, dinners, or family events to help establish normalcy. Even today, my partner and I struggle. We aren't the normal family at work or the normal neighbors or tenants.
Finally, be an ally or move out of the way. Workplaces should be free of pity, bullying, and pretense."-Vikas Agarwal, Landd Consultant, Strengths Coach and Behavioral Scientist, Naman HR
[inlinead-1]
Photo by Alexander Grey for Pexels