Businesses, organisations, and their leaders must establish an inclusive and equitable workplace for LGBTQ+ employees if they want to promote a culture of respect, innovation, and productivity.
“By actively championing diversity and inclusion initiatives, allocating resources for training and support programmes, and holding all employees accountable for creating a respectful and inclusive environment, [leaders] can set a powerful example and drive meaningful change,” said Melanie Knight, ACMA, CGMA, partner at KPMG UK and sponsor of Breathe, the firm’s LGBT+ employee network.
As a passionate LGBTQ+ ally, Knight is acutely aware of what the LGBTQ+ community faces in the workplace “while also recognising that the lived experience of all individuals is unique to them”, she said.
“Broadly speaking, these can range from blatant discrimination to subtle microaggressions impacting wellbeing and productivity. That might entail worrying about giving away the gender of a partner in conversation, feeling othered, or worrying if a new team might have prejudices, for example,” Knight said.
The report, Inclusion at Work: Perspectives on LGBT+ Working Lives, from the UK-based CIPD (Chartered Institute of Personnel and Development) found that LGBT+ employees are subjected to more harassment and conflict on the job than their heterosexual colleagues.
According to the report, 40% of LGB+ workers and 55% of trans workers have experienced such conflict, compared with 29% of heterosexual employees.
Brittany Rockelle Brashear, Ph.D., lead manager–Diversity & Inclusion, LGBTQ+ Initiatives at AICPA & CIMA, noted that “the anxiety, the stress, the fear … affects how people show up at work, and people might not feel totally comfortable sharing part of their identity at work for very understandable reasons”.
Creating an inclusive environment for LGBTQ+ employees is not only crucial to addressing these concerns but can also be beneficial for all stakeholders. “Overcoming these challenges presents a ‘win-win’ situation, ensuring colleagues can apply all their energy to their career as opposed to worrying, while an organisation is able to harness the full potential of their employee in a safe and inclusive environment,” Knight said.
Here are six ways to strengthen inclusion:
Document and enforce policies for inclusion
Clear, specific, and inclusive policies are a foundational step in supporting LGBTQ+ employees.
Companies should audit existing policies to ensure they are inclusive and nondiscriminatory. This includes policies related to nondiscrimination, harassment, and equal opportunities.
“Do you have a specific diversity and inclusion statement or a nondiscrimination statement, and [do they] include LGBTQ+ identities? If they don’t, consider updating them to be more inclusive,” Brashear said.
Knight added that “offering inclusive health insurance plans that cover same-sex partners and families [is] also essential for demonstrating genuine support”.
Employers should clearly communicate and enforce these policies to help create a safer and more equitable workplace.
“Regularly reviewing and updating policies to ensure inclusivity, celebrating diversity through company-wide events, and promoting open communication are key strategies,” Knight said.
Train staff and provide safe places for conversation
Education is a powerful tool in fostering an inclusive workplace.
However, employers should avoid the assumption that LGBTQ+ employees, without volunteering or being asked, must have a role in educating their colleagues. This creates an undue burden. Though some LGBTQ+ employees may volunteer to help, Brashear highlighted the need for training programmes that educate all employees about LGBTQ+ issues.
“If you are the only out person at your small [business], you might become, by default, the go-to person for all things LGBTQ+, which is extra [work] to perform on top of all of the hard work that you already do on a day-to-day basis,” Brashear said. She recommended bringing in external trainers who specialise in LGBTQ+ inclusion and can provide expertise and a fresh perspective.
Training should cover topics such as understanding different gender identities and sexual orientations, recognising and addressing microaggressions, and promoting allyship.
“Among the crucial first steps are implementing clear nondiscrimination policies, providing diversity and inclusion training for all employees, and establishing employee resource groups specifically for LGBTQ+ individuals,” Knight said.
Different generations may have varying levels of comfort and familiarity with LGBTQ+ topics, which can affect their experiences in the workplace.
“Younger employees, particularly those from Gen Z, often expect and demand higher levels of inclusivity and may be more vocal about their needs. They tend to be more open about their identities and more knowledgeable about LGBTQ+ issues,” Brashear said.
Baby Boomers or Gen X employees might not have had as much exposure to inclusive practices in the workplace and may feel less comfortable discussing these topics.
“It’s important to provide tailored education and support that meets employees where they are,” Brashear advised. This can include offering generationally targeted training sessions and creating co-mentoring programmes where younger and older employees can share information for their mutual benefit.
Create a supportive environment
The physical and organisational infrastructure of a workplace should reflect its commitment to inclusivity and equity.
Brashear emphasised the importance of gender-neutral bathrooms and degendered dress codes. “Ensuring that these basic necessities are accessible helps all employees feel safe and respected,” she noted.
Inclusive organisations prioritise the voices of LGBTQ+ employees and seek their input to address their safety and wellbeing.
“You should listen to your employees who are … LGBTQ+. What do they need for their safety to feel comfortable and included in the workplace? What are they trying to tell you? What sorts of challenges are they running into? What is it that they need to thrive in this environment?” Brashear said.
Establish employee resource groups
Employee resource groups (ERGs) or affinity groups provide networking opportunities, support, and advocacy within an organisation. These groups can also offer the business insights and feedback on policies and initiatives from the perspective of LGBTQ+ employees.
“ERGs can foster a sense of community and provide a platform for employees to share their experiences and advocate for their needs,” Brashear said.
The LGBTQ+ community is diverse, and individual experiences may vary. “Ongoing dialogue and feedback from LGBTQ+ employees are both absolutely crucial for ensuring that initiatives and policies are truly effective and address their specific needs,” Knight said.
“Additionally, staying informed about evolving legal and social issues related to LGBTQ+ rights is essential for maintaining a truly inclusive workplace.
“By taking these steps, organisations can create a more welcoming and supportive environment for LGBTQ+ employees, fostering a culture of respect, belonging, and equality for all,” she added.
Promote a culture of active allyship
Active allyship by all employees, especially leadership, is key to building an inclusive workplace. Brashear noted that leaders should not only express support for LGBTQ+ employees but also demonstrate it through their actions.
She explained: “This can involve openly supporting LGBTQ+ initiatives, using inclusive language, and standing up against discrimination and microaggressions.”
Additionally, normalising practices like sharing pronouns in email signatures and meetings can significantly improve the environment, making employees feel seen and respected.
“To become a better ally, it is important to listen, empathise, and act in a way that supports LGBTQ+ colleagues. I am very lucky, and our employee network, Breathe, supports me 24/7 and gives me space to make mistakes and learn,” Knight said.
According to Knight, allies can reinforce a sense of belonging and safety by listening, offering support, and speaking out against discrimination.
“Additionally, educating themselves about LGBTQ+ issues and using inclusive language can demonstrate genuine support and solidarity,” she said.
Consider additional strategies
Beyond these primary strategies, other practical steps can enhance LGBTQ+ inclusion and equity. For example, companies should be mindful of laws and regulations, especially when requiring employees to travel. “Ensuring that employees are not sent to regions with discriminatory laws or unsafe environments is crucial for their safety and wellbeing,” Brashear advised.
Leadership should also listen to LGBTQ+ employees to understand their unique challenges and needs. Brashear underscored the importance of creating channels for feedback and acting on it.
“Employees should feel that their voices are heard and that the organisation is committed to continuous improvement in its inclusivity efforts,” she emphasised.
— Mari Sagedal is senior content writer at AICPA & CIMA, together as the Association of International Certified Professional Accountants. To comment on this article or to suggest an idea for another article, contact Oliver Rowe at Oliver.Rowe@aicpa-cima.com.
AICPA & CIMA resources
“LGBTQ+ Self-ID Toolkit“, AICPA & CIMA, 14 December 2023
“Inclusion Advice: Start With Allyship“, FM magazine, 28 June 2023
“How to Advance From Idle to Ally to Advocate“, AICPA & CIMA, 25 October 2022
