Employing and supporting LGBTQIA+ workers

Tips for creating an LGBTQIA+ inclusive workplace

Guide

By taking practical steps to effectively include lesbian, gay, bisexual, transgender, queer, intersex and/or asexual staff (LGBTQIA+) staff in the workplace you'll demonstrate your commitment to respecting the identities of all your employees.

Tops tips for LGBTQIA+ workplace inclusion

We have outlined below some actions you can take as an employer to help value and respect your LGBTQIA+ staff.

Understand your staff

Getting to know your staff will help ensure you effectively cater to any needs LGBTQIA+ employees may have. Staff who are better understood will be happier and more productive. See engaging with staff.

Learn about LGBTQIA+ issues

Increase your understanding and awareness of issues unique to LGBTQIA+ people, such as gender reassignment. Ask your LGBTQIA+ staff about issues in the workplace that they find challenging and ask them to suggest ideas that could help improve the working environment for all.

Get senior management support

Have senior staff within your organisation help implement diversity initiatives and actively communicate their support for LGBTQIA+ inclusion and other diversity activities.

Evaluate your business values and culture

Does your business have a culture and set of values that enable diversity and equality to thrive? If not, you may to need rewrite your business values so that they focus on an inclusive and diverse workplace for all. Diversity can help to attract talent and foster innovation.

Revise workplace policies

Review your workplace policies and ensure these policies explicitly mention how you as an employer support LGBTQIA+ people within your organisation. You could also develop LGBTQIA+ specific policies - eg a policy on transitioning at work with guidance for employees who are transitioning, line managers, and human resources. Your workplace policies should establish a strong sense of anti-discrimination so that all employees know what is not tolerated in the workplace. See set up employment policies for your business.

Look out for signs of problems or issues

Identifying signs that staff are under stress and not happy at work can help you deal with problems at an early stage before they become more difficult to resolve or manage. As soon as you suspect bullying, harassment, or discrimination in the workplace you should take action to deal with them. See dealing with bullying and harassment claims.

Outline your strategy

Clearly set out how you are going to develop a more diverse workplace - eg by taking lawful positive action in recruitment. Identify how you are going to promote diversity in your workplace and how you are going to make all staff feel included. A simple plan of where you want to be and how you're going to get there will give you a clear understanding. See communicate your business strategy and gain employee buy in.

Develop an LGBTQIA+ network

You could set up a network group specifically for LGBTQIA+ employees. They can help advise you on things that work well for them in the workplace and areas that may need a new approach. You should also encourage staff who don't identify themselves as LGBTQIA+ to support the LGBTQIA+ network. These members of staff can work with the LGBTQIA+ network to champion diversity in the workplace. The LGBTQIA+ network can help implement diversity initiatives and build awareness - eg through talks and events. Staff can also show their visible support for their colleagues - eg with LGBTQIA+ allies mugs or lanyards.

Consult with staff

You should speak regularly with both LGBTQIA+ and non-LGBTQIA+ staff about what inclusion looks like in your business, how you should address it, and how staff can help nurture it. This should be an ongoing process where you look at the action you have taken, assess the impact with staff feedback, and make improvements where necessary. See engaging with staff.

Communicate your LGBTQIA+ policies

Let your staff know that your policies are LGBTQIA+ inclusive with proactive internal communication - eg LGBTQIA+ specific campaigns, as part of employee inductions, updates on policies, or highlighting through equality and diversity training. See writing and communicating staff policies.

Promote your organisation as LGBTQIA+ inclusive

Ensure that your LGBTQIA+ inclusive information is accessible on your website, especially on pages where you advertise job opportunities or have staff testimonials for you as an employer. Communicate your LGBTQIA+ good news stories on social media - eg sharing employee stories or reporting on LGBTQIA+ workplace initiatives.

Become a diversity champion

A variety of schemes are run by organisations such as Stonewall Diversity Champion programme, Diversity Mark NI, and others.

Benchmark your LGBTQIA+ efforts

Stonewall's Workplace Equality Index is a free benchmarking tool for employers to measure their progress on LGBTQIA+ inclusion and equality in the workplace. Participation is free and enables you to compare your performance with organisations in your region and sector. You will also receive in-depth feedback. See benchmark your business performance. Other organisations may be able to offer similar benchmarking tools.