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equal opportunity employment journal
July 2021
How to Attract and Support LGBTQ Employees in the Workplace
In
by Ryan Howard
For examples of nondiscrimination policies, benefits, inclusion training and metrics, public commitment and social responsibility, download the report here .
2018, the Human Rights Campaign reported that nearly 50% of LGBTQ workers remain in the
closet at their place of employment.
The report revealed that these workers are told to dress more masculine or feminine or have heard others tell offensive jokes about being gay or lesbian. They’re afraid to come out because they don’t feel that they would be supported, they would face discrimination and it would ruin relationships with their co-workers. These fears lead to feelings of depression, exhaustion or the inability to focus on their jobs. While there is legislation to protect LGTBQ employees, employers can create a more inclusive workplace through leadership and recruitment. Here are best practices and examples of how to support LGBTQ employees in the workplace.
Examples of Corporate Equality
Recruitment & Talent Acquisition Part of building a more inclusive workplace is hiring more diverse employees. Businesses can start building a welcoming reputation through their corporate mission statements, company values and through the images and language used on their digital platforms, such as their website and social media. An employer that actively supports LGBTQ causes, partners with LGBTQ organizations or recruits from LGBTQ-specific job sites will undoubtedly appeal to a more diverse group of candidates.
Application & Screening
An employer’s onboarding process will also reveal if they are Every year, the Human Rights Campaign (HRC) publishes truly inclusive to the LGBTQ community. The application and the Corporate Equality Index of businesses that have instituted other hiring paperwork should allow gender choices beyond “corporate policies and practices pertinent to lesbian, gay, “male” and “female” to include “other” and perhaps “nonbisexual, transgender and queer employees.” The businesses binary”. When running a background check, it’s important are rated and given the distinction of “Best Places to Work for to gather as much information as possible to verify that the screening report is accurate. If the candidate has transitioned, LGBTQ Equality.” The rating includes criteria based on: for example, it is necessary to obtain all identifying informa— Non-discrimination policies across business entities tion to get a comprehensive report. The candidate should — Equitable benefits for LGBTQ workers and their families also be able to signify how they currently identify and which — Supporting an inclusive culture and corporate social Tosoh supplies manufacturerspronouns worldwide with the materials theyContinued need ontopage 10 they prefer. responsibility
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