Best Ways to Support LGBTQ+ in the Workplace
In recent years, there has been a growing acknowledgment of the importance of supporting LGBTQ+ in the workplace. However, despite many companies declaring their commitment to LGBTQ+ equity, a significant underrepresentation of LGBTQ+ employees, particularly LGBTQ+ women, persists in various management roles. This underrepresentation frequently results in heightened pressure and obstacles experienced by LGBTQ+ individuals in comparison to their straight and cisgender colleagues.
In this article from Aniday, we delve into the experiences of LGBTQ+ employees amid the pandemic and engage in a conversation about tactics to establish an inclusive and nurturing workplace atmosphere.
What was your experience like working during the pandemic?
The pandemic brought unique challenges for LGBTQ+ individuals in the workplace. Isabel Larrow, a Manager in Technical Support, shared her experience as a bisexual woman. She highlighted how her identity within the LGBTQ+ community consistently faces erasure due to persistent stereotypes and criticisms.
The shift to remote work compromised many outlets that supported her self-identity, making it essential for her to be open about her identity at work. Isabel expressed gratitude for feeling validated in her identity among her coworkers and through the employee resource group (ERG) for the LGBTQ+ community.
Kevin Forestell, a member of the Customer Success team, echoed similar sentiments. While the pandemic created blessings in some aspects, maintaining social normalcy became challenging, which had a significant impact on the LGBTQ+ community.
How have you overcome the constructs that presented themselves while living in a virtual world?
Casseia Todd, a Software Engineer, shared her experience as someone who grew up online and sought validation and community through the internet. For queer individuals, online spaces have been essential in finding each other and building connections. Casseia found the transition to virtual work surprisingly easier than expected due to the familiarity of connecting with others online.
Kevin, who discovered his queerness virtually because of the lack of openly queer people in his community, also adjusted relatively well to the virtual world. However, he acknowledged that maintaining connections and relationships virtually required more energy. Despite the challenges, staying connected virtually helped alleviate the feelings of isolation.
What did you learn about yourself/others during the pandemic?
The pandemic prompted many individuals, including LGBTQ+ employees in the workplace, to reflect on their identities and relationships. Casseia discussed the concept of identity in isolation and how being separated from validating communities caused her identity to shift and change shape. She emphasized caring more about her actions and how they impact others rather than the words she uses to define herself.
Kevin highlighted his personal growth and understanding of what informs his present self. He recognized the resilience of the LGBTQ+ community, shaped by the generations before them who endured significant struggles. The pandemic has created an opportunity for self-discovery and the setting of long-term life goals.
How Do You Motivate Yourself To Show Up Every Day
Isabel, as a manager, finds motivation in fostering individual relationships with her team members. Ensuring that each person can show up as their authentic self at work and prioritizing their well-being drives her commitment. The stressful global environment makes it even more crucial for Isabel to create a productive and supportive workspace for her team.
Kevin stays motivated by staying connected with those he admires and who inspire him to do better. Sorting out long-term life goals during challenging times helped him understand how to work towards achieving them.
What are some best practices or tips that have supported your well-being over the past year? Helped you thrive?
Kevin emphasized the importance of staying connected to the queer community, especially since relocating to an area with a small LGBTQ+ population. Engaging in online events, connecting with the Leverhues ERG, and other virtual means allowed him to be heard and seen during a challenging year.
3 Tips to Better Support Your LGBTQ+ Employees
1) Create space for employees in the LGBTQ+ community to engage with each other
Employee resource groups (ERGs) are vital for creating spaces where LGBTQ+ employees can connect with one another and find a sense of safety and support. It is essential to ensure that all groups within the LGBTQ+ community are included when establishing an ERG. Conducting surveys can help understand the backgrounds and needs of employees, enabling them to define what participation looks like for both community members and allies. Prioritizing ERGs by providing regular time for meetings and financial support fosters psychological safety within the workplace.
2) Make inclusivity, belonging, and representation part of all operational processes
Creating a more inclusive work environment starts with treating individuals with respect and ensuring all aspects of the organization embrace inclusivity, belonging, and representation. Integrating these values into operational processes is crucial. Fostering pronoun visibility and consistently asking how inclusivity can be improved are steps toward fostering a more open and welcoming environment for LGBTQ+ in the workpace for employees.
3) Reevaluate the benefits you provide your employees
To support employees from diverse backgrounds, consider reevaluating the benefits offered by your organization. Equitable parental leave should become a standard practice, and benefits should address the unique circumstances of every individual. Ensuring that benefits are inclusive of all genders is crucial. Examples include family planning benefits, like Carrot, which can assist all employees with future family planning.
As we celebrate LGBTQ+ progress, it is essential to acknowledge and honor the sacrifices and contributions made by historical leaders such as Marsha P. Johnson and Harvey Milk. This celebration should also be a time for organizations to better understand how they can support LGBTQ+ in the workplace, and in broader contexts. By actively listening to the experiences of LGBTQ+ employees, we can take action to create an inclusive environment that supports their well-being.
In Summary
Supporting LGBTQ+ in the workplace requires ongoing effort and commitment. The COVID-19 pandemic highlighted the unique challenges faced by LGBTQ+ employees, including feelings of isolation and increased pressure to perform. By creating space for community engagement, integrating inclusivity into operational processes, and reevaluating benefits, organizations can better support their LGBTQ+ employees.
As we move forward, let us continue to celebrate progress while taking meaningful action to foster a more inclusive and supportive workplace for all individuals. We hope this blog from Aniday is helpful to you.
