Employers Can Offer More Support To LGBTQ+ Workers Beyond Pride Month

As we celebrate Pride this month, I am encouraged by the advancement of equity in the workplace. The rights of the LGBTQI+ community have come a long way, and I have witnessed this steady progress firsthand throughout my career. In my company as well as many others around the world, we’ve found a culture of inclusivity helps attract the best people and outperform competitors.

Even so, progress has slowed recently, and I believe companies can do better to nurture a diverse and equitable workplace. Research conducted recently by Randstad shows concerns and apprehension among many LGBTQI+ workers. Feeling uncomfortable about their workplace has harmed productivity, career progression and the sense of belonging for a significant number of people.

For instance, more than one-third (36%) say they have been less motivated because they can’t be themselves at work, while nearly as many (35%) say their sexuality or gender identity has impacted their pay or career advancement. Furthermore, more than 2 in 5 have faced discrimination at work.

How Do We Turn The Tide?

For those who have followed the Pride movement, these numbers may be surprising. After all, in just the past three decades, there have been remarkable milestones, including banning workplace discrimination based on sexual orientation. However, despite these gains, many today continue to feel stigmatized and pressured to remain closeted about their true self.

Even more concerning is that younger generations seem more affected than their older peers. About 40% of Gen Z and Millennials we surveyed say they prefer to work remotely because their workplace is not an inclusive environment, compared with just 24% of Baby Boomers and 31% of Gen X. This generational disparity led me to reflect on my own experience, from the decision to come out at work early in my career to now helping organizations and policymakers advance the rights of the LGBTQI+ community in my role as a CEO and advocate.

Data-Driven Steps To Instill Inclusivity

Our research found that 2 in 5 people surveyed said their employers’ contributions to Pride and LGBTQI+ initiatives felt tokenistic and not meaningful. Companies need to go beyond superficial gestures and really understand what their employees want to see from their employees. For me, these conversations start with our Pride Business Resource Group (in some organizations these are referred to as Employee Resource Groups).

From this group, I have learned that Attila Kerekes, a Hungarian colleague in his 30s, experienced tokenism while starting his first job after college with an international employer. While it emphasized a culture of inclusion and equity, he recalled the workplace was not what it promised. “Although it promoted itself as an accepting place of work, it was quite the opposite. It was a hostile environment,” he recalled.

Another colleague, Jay Belangia, an active member of our Pride Business Resource Group, has witnessed tremendous social and workplace advancements during his career of more than three decades. He is thankful for these achievements in the Pride movement but also shares my urgency for more progress.

That’s why I stand with Jay as strong supporters of business BRGs. Like Jay, I believe employers can truly advance the movement by providing resources to LGBTQI+ employees, their allies and company leaders. “BRGs drive meaningful education. They provide great learning opportunities for the entire organization on a range of subjects, from allyship, to LGBTQI+ parenting,” he told me.

This is indeed a cornerstone of building a respectful and supportive culture. In my experience, focusing on three initiative will help advance LGBTQI+ interests in the workplace, including:

• Empower employee-driven groups and provide visible support. Leverage the experience of employees to bring about meaningful change for greater equity and inclusion.
• Instill a culture of respect and empathy through education and inclusive language and policies. Provide training throughout the organization to reduce bias and create a more compassionate environment.
• Work on authentic allyship throughout the year to raise awareness and inclusion across the entire organization. Be sure to make the same employee benefits available to everyone to be truly inclusive.

This year’s Pride celebration comes at an important junction in the movement. LGBTQI+ as well as people of all diverse backgrounds need more support and allyship to ensure progress gained over the past several decades isn’t eroded. Employers can play an important role by fostering an inclusive workplace. Not only is it the right thing to do, but creating a workplace that is welcoming and empathetic will enhance workforce performance and business overall.