How to genuinely support your LGBTQ+ workers

Thinking of making a tokenistic gesture? Think again, says the director of Edinburgh Pride

CREDIT: This is an edited version of an article that originally appeared on Management Today

For companies celebrating LGBT employees in their special month, and beyond, it’s got to be more than just a tick-box exercise with a tweet or a generic email.  While inclusivity has come a long way more can, and should, be done to support LGBT employees to thrive and ensure their culture is celebrated in the workplace. Here are some ways employers can show their support without being tokenistic. 

Encourage a discussion

The first one is simple; get talking. Having a conversation, and finding out about one another, can help others to learn about the LGBT community in a better way. Put aside some time for employees to come forward to truly talk about themselves. 

Questions can be submitted (anonymously) which can fuel a discussion; often, people refrain from asking questions out of fear that they might say the wrong thing, or offend. Really, it’s better to ask to receive clarification than just to shy away from something altogether. 

State your pronouns

This might be a simple addition, and something that doesn’t have to be initiated by the special month specifically, but listing pronouns is a way of showing inclusiveness – not only with other employees within the organisation, but it sets a standard for any external contacts including suppliers, stakeholders and partners. 

This can be on the company website, email signatures, in social media bios and on communication platforms such as Zoom and Teams. Sharing your own pronouns encourages others, especially if they are hesitant, to disclose their own and feel comfortable doing so. 

Engage with the community

Ask your LGBT employees to help others immerse themselves in their culture. Whether this involves attending a drag brunch or show, watching a queer film or reading some lesbian literature, you can learn so much about the struggles people have experienced simply by searching for it. Find out what your employees are interested in and take time to educate yourself about their culture; not only will you be able to engage in a much deeper level of conversation, but your employees will respect you for it – which can only be a good thing for retention and overall job satisfaction.