For International Day Against Homophobia, Transphobia and Biphobia, we've got a few small changes you can make to your business and work environment to make it more LGBT inclusive.
Wait, what's LGBT stand for again?
LGBT stands for Lesbian, Gay, Bisexual and Transgender, but the initialism actually encompasses a wide range of sexualities and gender identities. It is often used by people who don't identify as heterosexual (straight) and cisgender (where your gender identity matches your sex).
Why is this important for businesses?
It's thought that approximately 5-7% of people in the UK identify as LGBT. According to Stonewall, 42% of transgender employees in the UK feel unable to be open about their identity at work, because they fear it could threaten their employment status. In addition, 1 in 5 lesbian, gay and bisexual employees in the UK have experienced verbal bullying from colleagues, customers or service users because of their sexual orientation.
By making your business and work environment more LGBT inclusive, you can attract more diverse talent and reduce discrimination and bullying in the workplace. Here are some easy changes you can make to appeal to a wider range of customers and consumers, and help LGBT folk know that they are welcome in your organisation.
1. Avoiding binary-gendered language
For transgender individuals and non-binary people (those who don't identify as either male or female), binary-gendered language such as 'he/she' and 'male/female' can be excluding.
On monitoring forms you could leave room for individuals to self-identify, or just ask what pronouns they use (he/she/they). You could also get rid of unnecessary gendered language in internal documents. Sentences like, 'When an employee is unwell, he/she should contact' can be replaced with, 'When you are unwell, you should contact'.
2. Switch to gender neutral bathrooms
Similarly, male and female bathrooms can be a difficulty for transgender or non-binary individuals who may feel unsafe or uncomfortable in one or the other.
If you have single stall bathrooms, you could consider making these bathrooms gender neutral. If you have multi-stall bathrooms, you could make it clear to your employees that they are allowed by law to use whichever bathroom they feel most comfortable in.
3. Check your dress code
Many organisations still have strict dress code guidelines for men and women; but for transgender employees, navigating around a gendered dress code at work can be incredibly difficult.
Employers can help by removing any gender identifiers in their dress code. Instead of 'Women must wear trousers or a skirt', replace this with, 'Staff may choose to wear either trousers or a skirt.'
5. A clear anti-harassment policy
A well outlined procedure for employees who are harassed regarding their gender or sexuality can help LGBT folk to feel safe at work. This also sends a clear message to your staff that discrimination will not be tolerated in your workplace.
Additionally, you might feel that equal opportunities training is useful to educate your staff on the diversity of gender and sexual orientation.
6. Check your workplace benefits and policies
You might like to check the benefits and policies for your workplace as they apply to married couples, and ensure that they apply to civil partnerships too.
In addition you could make it clear that policies for parental leave apply to all partnerships, rather than just heterosexual partners.
You can assess how LGBT friendly your business for free using Stonewall's Diversity Champions Programme
