How queer-friendly is your workplace?

Welcome to Simply Diversity. This bimonthly letter breaks down key diversity concepts and explains how you can apply them... simply. There are plenty of terms heard ‘round the Internet as we prioritize diversity, inclusion and belonging in everything we do. This newsletter explains what these concepts are, why they’re important, and how to practice them. 

“The most important piece for me is safety.”

Those are the words of my friend and colleague, when I asked what’s “top of mind” for him regarding support LGBTQ+ employees in the workplace. 

Break it down: 

Next Tuesday, October 11th, is National Coming Out Day celebrated by the LGBTQ+ community in the United States. In fact, the whole month of October is LGBTQ+ history month. 

But after with Roe v Wade was overturned in June, many fear that threats to queer rights are on the horizon. (In fact, Justice Clarence Thomas said as much in a statement.)

“I have a sense of anxiety about whether I’ll be safe in a job,” my friend confided. 

There is no time like the present for workplace leaders and allies to step their game up to support LGBTQ+ colleagues. 

But how? 

A challenge many leaders face in the workplace is not knowing the answer to that question…because they haven’t asked their employees. 

Fortunately, I’ve opened the door to this conversation by sharing my friend’s recommendations. But one person’s generosity is not a substitute for asking your employees what they need.

It is simple, and it means a lot, to ask. But if you haven’t asked, or you’d like some concrete suggestions for what you can do while you ask and wait for responses, here you go:

Do Something Different:

What my friend (who identifies as a Black, gay, cisgender man and uses he/him pronouns) said he would look for the following support for LGBTQ+ folx from employers:

1. Pronoun inclusion: How are pronouns displayed on website bios, email signatures, and Zoom names? Is introducing each other with pronouns a common practice?

• Learn why inclusive pronoun use is nonnegotiable, even if you don’t understand why there are more options than just “she” and “he.” 

1. Policies: what policies are in place specific to LBGTQ+ safety, community and representation? 

• Is there an ERG for queer employees? How is queer inclusion baked into the recruiting and hiring process? 
• How is queer safety ensured when some religious beliefs are biased against the LGBTQ+ community? 
• Has leadership invested in auditing by a third party to ensure an inclusive and safe environment for queer employees, particularly those who are trans?

1. Fiscal responsibility: “I want to know who the company is donating money to, what causes they support in the community, and what symbols are placed on their website,” my friend said (and beware of performative symbols!).

I get it: these suggestions may take some heavy lifting at first, especially if they’re new to your leadership and teams. But surely that price is worth paying to ensure the safety – not to mention, creativity, wellness, and loyalty – of your employees.

My invitation to you: please share in the comments (so you can see it in black and white!) ONE thing you’ll do before Coming Out Day to make your workplace safer and more inclusive to your LGBTQ+ colleagues.

Maybe it’s adding pronouns to your email signature. Perhaps it’s asking HR how they ensure recruiting is inclusive. Maybe it’s suggesting a local queer rights organization for a company donation. 

Let us know in the comments. Inclusion takes action. While your action by Tuesday might feel like a tiny drop, enough tiny drops make an ocean. 

(And – to those of you observing Yom Kippur today, I wish you an easy fast.)

About Stacey Gordon and Rework Work:

Stacey Gordon is Executive Advisor and Diversity Strategist of Rework Work where she and her team coach and counsel executive leaders on DEI strategies for business, while offering a no-nonsense approach to unconscious bias education for the broader employee population. Stacey’s unconscious bias course was the most popular course on LinkedIn Learning platform in 2021 and it has also been translated into multiple languages. Stacey is also the founder and host of the Rework Work Community, a free diversity, equity, and inclusion learning and practice space for professionals. You can find Stacey’s book, UNBIAS: Addressing Unconscious Bias at Work, at Amazon, Barnes & Nobles, and wherever books are sold.