Even the smallest change can create a welcoming environment for LGBTQ employees

Although creating a more inclusive workplace should always be a priority, Pride Month is a great time for employers to reevaluate workplace policies and determine how they can best foster an environment that can help their LGBTQ employees feel comfortable and confident in being their authentic selves.

It’s not enough for an employer to just say that they are inclusive. In order to implement effective change, employers must create tangible policies and workplace norms that create affirming and supportive environments.

There are several ways an employer can accomplish this goal:

Elevate pronoun visibility
A key step in fostering a more inclusive environment for LGBTQ employees is to elevate pronoun visibility for everyone. This is especially important in online communications, such as email signatures, employee profiles and professional introductions. Employers should encourage all employees at the company to include their pronouns when introducing another colleague on a meeting or email chain, and to add pronouns to the end of their name in email signatures and LinkedIn profiles, if they are comfortable doing so. This seemingly small change can be an important part of creating an open, welcoming environment for employees to express their identities and reduce misgendering in the workplace.

Invest in operationally inclusive technology
Too often, LGBTQ people who are transgender and non-binary are misgendered or misnamed on a daily basis because of technology limitations. Traditional human resource systems and customer relationship management systems are coded as binary — only presenting two gender options when onboarding a new employee or setting them up in payroll. Employers should invest in operationally inclusive technologies with non-binary classification systems.

Read more: Take PRIDE in your people: Supporting inclusive cultures from hiring to onboarding and beyond

These technologies should allow for use of names beyond an employee’s legal name, as some LGBTQ employees may not identify with their legal name or assigned sex at birth. Employers should work with existing vendors and technology partners to accelerate adding these features into their product roadmap, if the capability does not already exist. Adopting these inclusive technologies can help transgender and non-binary employees feel included and valued as who they truly are.

Update company policies to eliminate gendered language
Employers should update their company policies to remove any gendered language that may potentially alienate LGBTQ employees. For example, eliminating gendered language in dress code policies, parental leave policies, and removing the “s/he” mentions in job descriptions can signal a more inclusive work environment and attract more candidates to the company. Employers should also conduct a top to bottom audit to find and replace gendered language that is used across intranet resources and other internal tools for employees to ensure a thorough policy update.

Establish and support LGBTQ employee resource groups
If ERGs do not already exist in your workplace, give employees the resources they need to start one — e.g., appoint someone who is passionate about this mission to lead the group and allow employees to take the necessary time to participate in, build and promote the ERG. If ERGs already exist at the company, make sure to further invest in those existing groups to support the LGBTQ community in the workplace. Having true executive sponsorship, budget and buy-in can help foster community and belonging, and create space for LGBTQ employees to thrive at work.

Create and promote a culture of allyship
Finally, we must not rely solely on the LGBTQ community to advocate for themselves in the workplace. In order for a company to be truly inclusive, all employees must prioritize advocating and partnering with their LGBTQ colleagues, both inside and outside of the office. Employers can create a culture of allyship by encouraging all employees to join ERGs, to listen and learn from their LGBTQ colleagues and to educate themselves through regular training provided by the company throughout the year. Pride Month is a great time to showcase the significance of allyship and highlight the importance of supporting gender equality, but that shouldn’t be limited to one month.

Read more: Making your LGBTQ employees feel seen — and supported

Although each of these modifications may seem minor on the surface, they will make a significant difference when implemented all together in the workplace — both in terms of inclusivity and productivity. Employers should push to create an LGBTQ friendly environment not just during Pride Month, but throughout the months and years ahead. Only when all LGBTQ employees feel confident in being their authentic selves at work, can a workplace thrive and make true progress towards inclusivity.