What is LGBTQ+ discrimination in the workplace?

LGBTQ+ discrimination in the workplace refers to the unfair treatment or harassment of individuals identifying as lesbian, gay, bisexual, transgender, queer, or other non-heteronormative identities. May 17th, the International Day Against Transphobia, Homophobia, and Biphobia, aims to organize global events that highlight violations of LGBTQ+ rights and foster engagement to promote these rights worldwide. The examples below show how discrimination can manifest in various forms throughout the workplace:

• Hiring bias: LGBTQ+ individuals may face discrimination during the hiring process based on their sexual orientation or gender identity.
• Harassment: Verbal, physical, or sexual harassment directed at LGBTQ+ employees can create a hostile work environment .
• Unequal pay or benefits: LGBTQ+ employees may receive lower pay or fewer benefits compared to their heterosexual or cisgender counterparts for the same work.
• Denial of promotions or opportunities: Employers may pass over-qualified LGBTQ+ employees for advancement due to their sexual orientation or gender identity.
• Firing or retaliation: LGBTQ+ employees may face termination or retaliation for coming out or advocating for LGBTQ+ rights in the workplace.
• Microaggressions: Subtle forms of discrimination, such as derogatory comments or jokes, can contribute to a toxic work environment.
• Lack of inclusive policies: The absence of inclusive policies regarding gender-neutral restrooms, dress codes, or health care benefits can marginalize LGBTQ+ employees.
• Isolation and exclusion: LGBTQ+ employees may feel isolated or excluded from workplace activities or social events due to sexual orientation or gender identity.

How to support LGBTQ+ employees at work

Empowering LGBTQ+ employees can create a more open, welcoming environment. The following tips may help you reduce e discrimination and show support for LGBTQ+ employees in the workplace:

Creating a formal policy

To effectively address workplace discrimination, consider establishing a formal policy outlining the expected conduct of all employees. This policy can explicitly prohibit discrimination based on gender identity, sexual orientation, and gender expression and provide clear examples of homophobic, transphobic, and bi-phobic discriminatory behaviour. You can make accessing these policies easy through organizational intranet sites or staff communications and define roles and responsibilities for compliance. You may also regularly review these policies to keep current, align with corporate values, and meet legal requirements under human rights legislation in Canada.

Using gender-neutral language

When reviewing or drafting policies, using gender-neutral language shows inclusivity. You can replace gendered pronouns like “he” or “she” with “they” as a singular gender-neutral pronoun. This can simplify policies and ensure representation for individuals who don’t identify as female or male. Consider revising dress codes to focus on professional attire without gender-specific requirements like skirts or pants. By acknowledging how gendered language reinforces stereotypes, organizations can better include gender-queer and non-binary individuals in their policies.

Making your benefits package relevant to all employees

Tailoring your benefits package to include the needs of LGBTQ+ employees can also show inclusivity. This can consist of understanding their specific requirements regarding parental leave, medical coverage, and bereavement. Inclusive workplaces often include coverage for HIV/AIDS drugs and transition-related expenses. Using inclusive language and performing regular reviews can help keep your benefits package up-to-date and relevant to all employees.

Implementing company-wide diversity training

Company-wide training can help create a holistic roll-out of your diversity and inclusion practices. This training can cover discrimination and harassment policies, educate on respectful language use, and outline support mechanisms for employees experiencing discrimination or harassment. Consider tailoring the training to reflect various organizational roles and dynamics, adjusting language and style for different departments. Leaders and managers can set good examples by embedding diversity initiatives into everyday operations.

Providing specific training for managers

Providing specific diversity and inclusion training for managers can exemplify a professional and respectful work environment. This training can help managers understand their responsibility in enforcing discrimination and harassment policies and confidently address employee inquiries regarding health benefits, washroom use, and dress code matters. Organizations can promote an inclusive culture from the top down by equipping managers with the knowledge and confidence to handle such issues.

Supporting employee resource groups

ERGs (employee resource groups) are employee-led voluntary groups formed by employees with shared backgrounds, interests, or demographics like race, gender, or ethnicity. ERGs can be a safe place for employees to meet and support one another on issues such as gender identity or sexual orientation to help end biphobia, homophobia, and transphobia. ERGs can also be a place where like-minded people go to socialize. LGBTQ+ ERGs can encourage new members to stay with your organization long-term by supporting them in developing leadership skills, advancing their careers, and gaining visibility with senior management.

Listening to feedback

Making space for and providing resources for ERGs can be essential, but actively engaging with them can help your company better understand the needs of the communities they support. You can encourage active involvement to support career advancement and promote diversity and inclusion. LGBTQ+ ERGs can provide insights into policy development and recommend partnerships with organizations that can help strengthen your inclusion efforts.

Supporting gender transition at work

Gender transition is a process that some people undergo to affirm their gender identity, which may involve changing their name and appearance and accessing medical interventions such as hormones or surgeries. Employers can support transgender employees by providing specific guidelines for gender transition, ensuring a more inclusive work environment for all.

Collecting demographic data

Implementing inclusive workplace policies and programs can require understanding and evaluation. Gathering workplace demographics regarding sexual orientation and gender identity can empower managers to understand their employees’ personal characteristics and potential impact on retention rates, engagement, and promotions. When collecting this data, rather than directly asking about LGBTQ+ identification, it may be more effective to allow employees to define their gender identity and sexual orientation in their own words. You may collect such data as long as it’s voluntary, confidential, and clearly states its purpose.

Following the leader

An inclusive workplace typically requires inclusive leadership. Even with policies and programs in place, organizations may only achieve true inclusion when senior leaders model inclusive behaviour. Organizations generally assess inclusivity by reviewing factors like new hires, promotions, pay, and recognition across employee demographics. There’s a recent trend toward evaluating individual leaders’ inclusivity, looking at their efforts to promote inclusion within their teams and create equal opportunities. Having openly LGBTQ+ leaders can signal a commitment to LGBTQ+ inclusion and attract talent. Supporting LGBTQ+ employees in leadership development through mentorship programs and targeted outreach can help them envision managerial roles and shape their career aspirations.

Including it in your budget

To demonstrate genuine support for inclusion and diversity, integrate it into your organizational structure with dedicated budget allocation. This indicates that your company recognizes the social and business benefits of encouraging inclusivity. Designating funds for training ensures awareness of the commitment to inclusivity throughout the organization. Supporting ERGs financially and investing in inclusive benefits can strengthen social events and initiatives and demonstrate care and appreciation for LGBTQ+ individuals in the workplace.

Creating a culture of inclusion

Creating a culture of inclusion can involve integrating workplace policies, behaviour, leadership, and evaluations. While diversity focuses on representation, a thriving culture typically requires inclusivity. Inclusion can help you acknowledge all employees in organizational policies, actions, leadership, and attitudes. It can establish a welcoming and supportive environment where all employees feel valued and accepted for their unique perspectives and experiences.

Celebrating diversity and inclusion in your organization is generally a company-wide effort that can involve acknowledging people as they are and understanding the systems affecting their wellbeing and identity. Becoming more accepting of all employees can improve your cultural impact and promote a sense of belonging, benefiting your business and enhancing employee morale.