Happy Pride Month from GenSpark! As an Intentionally Inclusive™ organization, we are dedicated to encouraging success, a sense of belonging, and safety for people from all backgrounds—not just within the workplace, but in the world.
However, work, which is a large part of many people’s lives, and it’s crucial for employers to provide support in their work environment. According to a 2021 study by The Williams Institute at UCLA School of Law, 46% of LGBTQ+ workers have experienced unfair treatment at work.
Just because a company has anti-discrimination policies in place or changes social media profile pictures to a rainbow-washed version of its logo every June, does not mean LGBTQ+ workers feel entirely included and valued within the organization. Diversity, Equity, and Inclusion efforts are ongoing, and companies must take conscious action to address the concerns of LGBTQ+ individuals.
“The LGBTQ+ community has suffered inequity in the workplace for a long time – most of us had to worry whether being out in the workforce was beneficial or would cost us a job, thus never allowing us to break through barriers and gain footing in higher level positions,” says Taylor Ferrado, co-sponsor of PRISM, Pyramid Consulting’s ERG for LGBTQ+ Alliance.
However, change is always possible, and we’ve highlighted four actionable efforts employers can make to harness the power of change and cultivate a truly equitable workplace.
1. Publicly Speak Out About Anti-LGBTQ+ Legislation
This year alone, a record number of 540 anti-LGBTQ+ bills have been introduced at the state level, and 45 anti-LGBTQ+ laws have been enacted. Companies may be wary of voicing opposition to these policies, especially because of the recent legal battle between Florida Governor Ron DeSantis and Disney CEO Bob Iger, but fear of repercussion is not a good enough reason to stay silent. By openly taking a stand against injustice, employers communicate to their LGBTQ+ employees that they value them not just for their work, but for who they are as individuals. Companies can speak out by releasing press statements, blogs, and posting on social media.
2. Offer Inclusive Health Care Coverage
Health care is more than routine check-ups, especially for LGBTQ+ individuals, who may require specific services such as fertility options, specialized mental health professionals, gender-affirming care, access to PrEP or other prescriptions, and more. Offering benefits such as these is crucial in promoting the well-being of your LGBTQ+ employees. As a member of the LGBTQ+ community, navigating the world of healthcare is difficult enough, so any effort made by the employer to alleviate that hardship goes a long way.
3. Have Honest Conversations through ERGs, Trainings, etc
It’s important to make everyone within an organization aware of the challenges faced by the LGBTQ+ community, not just limited to those who identify as LGBTQ+. Creating ERGs and implementing training modules specific to the LGBTQ+ community allows for issues long held in the dark to come to light. Employees can freely discuss topics like intersectionality, pronoun usage, inclusive language, and unconscious bias, which, in turn, educates individuals who may be unaware of the real impact of these topics.
Enabling members of the LGBTQ+ community to have a platform where their co-workers fully hear and see them makes them feel comfortable bringing their authentic selves to work. When individuals receive encouragement to be their true selves, they are likely to put their best foot forward.
4. Create Opportunities for Leadership
A company whole-heartedly committed to Diversity, Equity, and Inclusion will actively provide pathways and opportunities for LGBTQ+ individuals to hold managerial and executive positions.
“When companies take concrete action in not only supporting but transcending us to higher positions, it gives the younger generation time to breathe and see that change is on the rise and that it does get better,” says Ferrado. “This creates a larger talent pool of diverse candidates who are willing to be themselves, creating a better work environment for themselves and leading them to more fulfilled lives in and out of the office.”
By championing members of the LGBTQ+ community to fill leadership roles, employers show their dedication to enlivening a vision of a society where all people, no matter who they are, can thrive and reach their full potential.
Final Thoughts
There are several paths available to businesses looking to create a more equitable workplace. Publicly speaking out about anti-LGBTQ+ legislation, offering inclusive health care coverage, having honest conversations through ERGs and trainings, and creating leadership opportunities are just a few ways your company can contribute to building a better future for the LGBTQ+ community. Ferrado explains, “By supporting our healthcare needs such as life-saving gender-affirming care, help with adoption, fertility treatments, mental health and standing up to anti-LGBTQ+ legislation, you not only show that you care but that we matter to you. That we are not just tokens to fill a check box. In order for it to work, companies need to back the community in every way that they can.”
To learn more about how GenSpark is committed to DE&I, check out our blog GenSpark Supports Diversity, Equity, and Inclusion in the IT Workforce.
