Nowadays, organizations in just about every field have made significant efforts in supporting lesbian, gay, bisexual, transgender, and queer (LGBTQ) inclusivity in the workplace.
Businesses that implement LGBTQ policies have a competitive edge, as diversity truly helps to attract top talent and encourage new ideas. Also, the quality of performance tends to dramatically increase when individuals feel more open to be themselves at work.
Homophobia, exclusion among fellow employees, missing out on promotional opportunities, and job interviews are just a few things that LGBTQ people still face. Businesses mustn’t be stuck in the past and become quick to remove any career barriers and workplace discrimination that have projected on this community. Your clients can start by learning how to better support employees who identify as LGBTQ.
Developing and communicating a clear mission to all employees (even senior staff) using diversity training and education regarding inclusion policies can go a long way. Discussing these strategies for supporting LGBTQ employees, that may once have felt taboo, should now be commonplace.
A robust anti-discrimination policy within recruiting and promotional efforts should be enacted. Employees of every ranking should be well aware of what will not be tolerated in the workplace. If homophobic bullying was to occur, severe disciplinary action should be taken immediately. Taking employment practices seriously can make or break a business.
Employees should be equipped with helpful LGBTQ inclusivity resources, such as:
- Networking groups
- Employee resource groups
Empowered LGBTQ resource groups can refine company culture and offer information on creating a more innovative workplace.
Companies can show their employees that they support local LGBTQ inclusivity by:
- Providing information on local events and groups
- A Pride Party sponsorship
- Celebrating National Coming Out Day
- Encouraging volunteering at LGBTQ events
- Hosting speakers to share their experiences
Most people find well-rounded benefit packages and non-discrimination clauses as a vital part of their employment. However, LGBTQ families have all too often been excluded from these employment perks.
It is in the business’s best interest to offer equal benefits to all employees, taking their sexual orientation out of the equation. Gendered language should be restricted from benefits as well, as this can likely lead to unintentionally excluding LGBTQ families. Being conscious of policy wording and using gender-neutral terms can greatly help make benefits inclusive.
Support Transgender Employees
Without a doubt, transgender people encounter negative experiences and challenges within the workforce, which is why it is crucial to learn how to withhold an empowered, inclusive work culture and environment for all.
HR plays a huge role in this area, as they can be trained as allies to support transgender employees properly. It is also beneficial to utilize the support of all top executives to help create diversity initiatives.
Progress can be monitored by tracking the number of employee grievances and how many individuals have completed diversity training, LGBTQ hires, and promotions.
About World Wide Specialty Programs
For the last 50 years, World Wide Specialty Programs has dedicated itself to providing the optimal products and solutions for the staffing industry. As the only insurance firm to be an ASA commercial liability partner, we are committed to that partnership and committed to using our knowledge of the industry to provide staffing firms with the best possible coverage. For more information about Staffing Professional Liability Insurance or any other coverage, we have available to protect your staffing business, give us a call at (877) 256-0468 to speak with one of our representatives.