⚡Here's #ALittleBitOfClarity on Supporting #LGBTQ+ Employees. ⭐For HR policy advice, click the link in our bio to book a FREE 15 minute consultation with a member of our team.⭐ #inclusion #LGBTQInclusion #InclusiveHR **see comments for alt-text**
Document text: 1: A little bit of Clarity Supporting LGBTQ+ Employees A little bit of HR 2: The benefits of an LGBTQ+ inclusive workplace. Having robust inclusion strategies in place for LGBTQ+ employees ensures staff of all sexualities and gender expressions feel safe and valid. 3: 35% of LGBTQ+ staff have hidden their identity at work for fear of discrimination, according to research by LGBTQ+ rights charity, Stonewall 4: LGBTQ+ inclusive policies. Having LGBTQ+ inclusive policies in the workplace is crucial for setting the guidelines on how to be more inclusive and avoid discrimination. LGBTQ+ inclusion should be a core part of your Equality and Diversity policy. 5: Review your policies. Having a separate policy for LGBTQ+ inclusion is an even clearer way to show your commitment to tackling discrimination in this area. Also, make sure all your policies are LGBTQ+ inclusive, for example your policies on parental leave, adoption, and pensions.
6: Offering LGBTQ+ training in the workplace as part of your wider EDI (equity, diversity and inclusion) training can be a powerful way to educate everyone about LGBTQ+ issues. Training also helps ensure your policies are heard and understood across the organisation. 7: Gender-neutral language avoids bias towards a particular gender. Using ‘they’ instead of ‘he/she’ in contracts and other company documentation is a good step towards this, as is monitoring ongoing communications for gender-neutrality. 8: Adding pronouns in email signatures, on social media profiles, and stating them in meetings is a way for everyone to normalise not assuming someone's gender. This helps trans and non-binary people feel more comfortable to state theirs. 9: Are there non-LGBTQ+ people in your workplace who are passionate about or interested in LGBTQ+ rights? Get them onboard as an LGBTQ+ ally; they can champion LGBTQ+ inclusion in the workplace and act as a source of support for LGBTQ+ staff. 10: Celebrate LGBTQ+ awareness days and events to continuously spread awareness of your policies. These can be great learning opportunities for all employees, LGBTQ+ and non-LGBTQ+, and of course lots of fun too! Temini Oladiran HR Advisor A little bit of HR