2 minute read
Top Ten Tips for Becoming More Inclusive to Your Community
from The PCO - April 2023
by IAPCO
Having a strategy around Equity, Diversity & Inclusion is becoming increasingly important for every organization. As awareness of the issues around inequity has grown exponentially over the last decade, it’s now becoming necessary to have a long-term plan in place to ensure the necessary changes are made. These changes will ensure higher rates of employee attention and retraction, open up your business to new ideas and perspectives and result in new business opportunities.
However, that process can be intimidating to organisations or businesses who might lack the resource and time to do it right, or perhaps fear doing something “incorrectly”. This can often prevent organizations from doing anything at all. While a larger scope strategy coupled with training and concrete actions is ideal, small changes can make a big difference and be an important step forward. Even if things aren’t perfect, doing something is better than doing nothing.
On behalf of Canada’s LGBTQI+ Chamber of Commerce, here are some easy ways to show that your organization is taking steps forward to become more inclusive to our community.
1. Hire to diversify leadership and staff. Be intentional in creating a diverse workforce.
2. Display signage in public areas that states you are LGBTQI+ friendly.
3. Share your names AND pronouns. Respect them.
4. Use gender-neutral and respectful language e.g. use terms like folks versus ladies and gentlemen. Avoid honorifics like Mr. or Mrs.
5. Participate in LGBTQI+ events and acknowledge days of significance for the community.
6. Conduct regular organizational training at all levels. Even once a year is better than nothing.
7. Provide benefits packages that recognize LGBTQI+ identities and specific needs.
8. Avoid assumptions about gender, orientation, and family/ relationship dynamics of colleagues.
9. Create an atmosphere where workers feel able to talk about their partners, weekend plans, and family dynamics without fear of discrimination or loss of professional opportunity.
10. Ensure your LGBTQI+ workers feel able to contribute by sharing their perspectives and ideas either casually or more formally through an established Employee Resource Group for your LGBTQI+ staff.
Loren Christie
Managing Director, Loren Christie Solutions
