1. Respect people’s language 

People use different language to describe their gender identity and sexual orientation. Encourage anyone wishing to do so to add their pronouns in their bios and email signatures. This move towards inclusivity is a simple solution to avoid accidental misgendering and allows individuals a platform to highlight their preferred pronouns.

2. We all have a role to play

For the individual, discrimination in the form of microaggressions may seem like ‘banter’ but can actually make a work environment hostile and unsafe. We can support colleagues by checking they’re ok, speaking up against such behaviour, and reporting such instances.  

Organisations should establish robust anti-discrimination policies that outline unacceptable behaviours, ensure LGBTQ+ people feel safer at work, and protected against hate crimes and bullying. Managers should implement these rigidly, keeping an eye on the day-to-day conduct of staff. 

3. Stop making assumptions and use gender-neutral terms

Make the effort to use gender-neutral terms, for example ‘partner’ and ‘folks’. See here for ‘How to use gender-neutral terms at work and in life’.

4. Tackle the ‘double stigma’ and intersectionality

Good training for managers and all staff can tackle the double stigma of discrimination based on sexuality and/or gender identity as well as the stigma associated with mental health struggles. Intersectionality awareness is also important and refers to recognising the overlapping and interwoven discrimination and stigma endured by minority and marginalised groups of race, class, gender, sexual orientation, age and disability.

5. Avoid using offensive language

As an example, offensive phrases like ‘that’s so gay’ can make a work environment feel unsafe for an LGBTQ+ person and harder for them to come out in the workplace if they wish to do so. More information on offensive terms to steer clear of can be found halfway through the GLAAD resource here

6. Promote inclusion from the bottom up

To promote inclusion, ask for reverse mentoring schemes, where junior LGBTQ+ staff mentor their leadership teams. By opening up a dialogue and improving understanding of the challenges staff face, leaders are more inclined to be open and show vulnerability. This sets an example for others within the organisation to talk freely about subjects that may be seen to be taboo, such as mental health, sexuality, and gender identities. 

7. Create an LGBTQ+ and allies network

Although many successful LGBTQ+ and allies networks have an executive sponsor, a senior leader within the organisation, peers and staff at any level can show their support for LGBTQ+ staff or members by creating a safe space for people to get together and support one another. For more information about developing an LGBTQ+ and allies network, see Stonewall’s resources here.

8. Support public LGBTQ+ events

Wear the rainbow or have something on your desk to show your support for events such as Pride month, LGBT History month, International Day Against Homophobia, Biphobia and Transphobia (IDAHOBIT), National Coming Out Day, Transgender Day of Visibility or Transgender Day of Remembrance. This makes it easier to have more open discussions within the workplace but also just the silent expression of this act says a lot.

Watch our quick video to understand how we can boost inclusivity and improve the work culture in your organisation. Harness real employee wellbeing data to understand where to focus attention and wellbeing investment.