The last year has brought the issue of diversity and inclusion into the spotlight, creating the need for employers to look at their workforce and assess the actions needed to attract and retain diverse employees.
Diversity has evolved over the last 20-years, having initially focused on gender, the scope has broadened to include racial, religious, cultural, political, and LGBTQ-based diversity.
Read More:
Why is diversity and inclusion of LGBTQ individuals so important to employers? Our country’s demographics are changing and it is important to understand the changing population that an organization is serving or selling into. A diverse workforce will help the organization translate the needs, goals and desires of potential customers in today’s market. Diversity brings not only insights of those of different cultures, but also what is important to the LGBTQ community. It is better to ask those within an organization than to make assumptions with little understanding or experience as a foundation.
Embracing diversity and inclusion into the LGBTQ community also offers the ability to attract and retain individuals in a time where there is significant competition for highly qualified employees. Organizations that are welcoming to the LGBTQ community will find themselves in a strong position to recruit highly sought-after employees.
Read More:
In addition to increasing recruitment of highly qualified individuals’ studies have shown that retention of employees is also positively impacted. Turnover of employees that identify themselves as a member of the LGBTQ community is considerably lower in organizations that are diverse and supportive. Studies have shown that retention is up to 50% higher in LGBTQ inclusive organizations. People want to work where they feel welcome and safe and 25% of LGBTQ individuals report staying in their jobs due to their work environment and the feeling of safety and inclusion.
Outside of recruitment and retention, an open and welcoming environment also positively impacts an organization’s bottom line and is even more impactful when management also reflects the inclusiveness and diversity of the workforce.
Read More:
Organizations must go beyond just walking the talk and act on those desired attributes. As a personal example, a couple of years ago I was asked by the CEO of a regional health plan where I am a board member to speak with the LGBTQ employee resource group. There were several positive outcomes from this visit:
- The interaction served as a mutual mentoring session for both the group of employees and me
- Employees that identified as a member of the LGBTQ community were able to see themselves reflected in the senior ranks of the organization
- A representative of the board of directors of the organization that they worked for took the time to hear the groups concerns
Even with all the data on the positive impact of diversity and inclusion of the LGBTQ community, these individuals are underrepresented at senior levels of corporations. A McKinsey & Company study found that only 1.6% of managers within the corporate environment identify as LGBTQ with even fewer at the senior levels of leadership, with less than 0.3% of Fortune 500 board of directors openly LGBTQ in 2020.
For organizations to truly be diverse and inclusive it is important to consider what that means, and the actions required. To start, organizations must understand the generational changes that have taken place within the LGBTQ workforce. Willingness to share one’s identity has significantly increased compared to 20 years ago and is even greater for those that are older than 55.
Read More:
Times have changed significantly since 1979, where I did not believe that I could be an open lesbian and a doctor and felt that I had to remain in the closet. My beliefs were not far from the truth, as I was almost dismissed from medical school when my sexual identity was discovered. Not many years later, I was interviewing for a position of leadership within a Catholic hospital system. The CEO that I was interviewing with was a nun. During the final stages of the interview, I shared with her that I was in a long-term relationship with another woman. Her response was surprising to me. Without missing a beat, she said that it did not matter and asked me if my partner needed health insurance. Although I did not take the position, I know that this would have been an accepting environment as that message was given loud and clear.
While the likelihood of losing one’s job due to identifying as LGBTQ is greatly reduced, the pressure to hide one’s identity unfortunately remains with 46% of LGBTQ employees still closeted at work.
While progress have been made, the fear of discrimination, hostility, bullying, lack of pay equality, reduced opportunities for advancement and inappropriate humor and harassment still exist. Over 10% of LGBTQ women believe that sexual orientation will negatively affect their getting a job, or promotion. Many are unwilling or unable to be honest with co-workers. It’s not unusual for an LGBTQ individual to make up after work activities or change the gender of one’s partner and transgender employees often have an even greater challenge than lesbian and gay colleagues.
Read More:
Strategies that employers should consider to increase welcomeness, diversity, and inclusion for LGBTQ employees include:
- In addition to compliance of the Federal Marriage Act, ensure that health and wellness benefits consider needs such as sexual and reproductive health, including family forming fertility benefits for LGBTQ employees, and gender affirming surgery, leave and support.
- Interact and engage in active dialogue with company vendors as to their LGBTQ diversity and inclusion policies.
- Form and support employee resource/affinity groups for LGBTQ and ally employees.
- Make gender neutral bathrooms available whenever possible.
- Develop employee training to cover understanding, respect, terminology and communication skills including inclusive actions, chosen individual pronouns and naming and lack of judgmental behavior.
- Assure physical and psychological safety of all employees including LGBTQ employees.
- Establish formal non-discrimination and inclusion policies for all LGBTQ individuals and procedures for when these policies are not followed.
Employers must continue their efforts throughout the year to acknowledge that each employee brings something unique and valuable to the organization. Not only is it the right thing to do, but employees that can bring their best self to work each day are not only happier but more productive.
