Best Ways to Support LGBTQ+ in the Workplace

The value of assisting LGBTQ+ people in the workplace has gained recognition in recent years. But even though a lot of businesses have stated that they support LGBTQ+ equity, there is still a large underrepresentation of LGBTQ+ workers—especially LGBTQ+ women—in management positions. Due to this underrepresentation, LGBTQ+ people frequently face more pressure and challenges than their straight and cisgender counterparts.

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What was your experience like working during the pandemic?

The pandemic presented particular difficulties for LGBTQ+ people in the workplace. Technical Support Manager Isabel Larrow talked about her experience as a bisexual woman. She emphasized the way that ongoing prejudices and criticisms have erased her identity within the LGBTQ+ community.

Since many of the outlets that bolstered her sense of self were undermined by the move to remote employment, it was imperative that she be honest about who she was at work. Isabel conveyed her appreciation for receiving affirmation for her identity from her colleagues and the LGBTQ+ employee resource group (ERG).

Customer Success team member Kevin Forestell expressed similar thoughts. The pandemic brought about certain benefits, but it also made it difficult to preserve societal norms, which had a big effect on the LGBTQ+ community.

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How have you overcome the constructs that presented themselves while living in a virtual world?

Software engineer Casseia Todd talked about growing up online and using the internet to find community and affirmation. Online communities have proven crucial for LGBT people to connect with one another. Because she was accustomed to interacting with people online, Casseia found the shift to virtual job to be unexpectedly easier than she had anticipated.

Due to the dearth of openly gay individuals in his community, Kevin learned about his queer identity digitally and also adapted to the virtual world rather effectively. He did admit, though, that it took more effort to keep up virtual contacts and relationships. Despite the difficulties, maintaining a virtual connection lessened the sense of loneliness.

What did you learn about yourself/others during the pandemic?

Many people, especially LGBTQ+ workers in the workplace, were encouraged to consider their relationships and identities as a result of the pandemic. Casseia talked on the idea of identity in isolation and how her identity changed and evolved as a result of being cut off from communities that provided validation. She stressed that she is more concerned with the effects of her actions on other people than with the labels she puts on herself.

Kevin emphasized his development as a person and his comprehension of the factors that shape who he is now. He acknowledged that the LGBTQ+ community has persevered because of the hardships faced by the generations who came before them. The pandemic has made it possible to reflect on oneself and establish long-term objectives for one’s life.

How Do You Motivate Yourself To Show Up Every Day

As a manager, Isabel finds inspiration in developing personal connections with each member of her team. Her devotion is fueled by making sure that each person can be themselves at work and putting their health first. It is even more important for Isabel to provide her team with a productive and encouraging workspace in light of the challenging global economy.

Kevin maintains his motivation by keeping in touch with people who inspire him to do better and whom he looks up to. Sorting through long-term life goals via difficult times gave him insight into how to work toward reaching them.

What are some best practices or tips that have supported your well-being over the past year? Helped you thrive?

Kevin stressed the value of maintaining ties to the LGBT community, particularly in light of moving to a place where there is a very tiny LGBTQ+ population. During a trying year, he was able to be seen and heard by participating in online events, interacting with the Leverhues ERG, and using other virtual channels.

3 Tips to Better Support Your LGBTQ+ Employees

1) Create space for employees in the LGBTQ+ community to engage with each other

In order to create environments where LGBTQ+ employees can connect with one another and feel secure and supported, employee resource groups, or ERGs, are essential. When creating an ERG, it is crucial to make sure that all LGBTQ+ groups are represented. Employee needs and backgrounds can be better understood by conducting surveys, which will help them clarify what participation means for allies and community members. Setting ERGs as a top priority and offering consistent meeting times and financial assistance promotes psychological safety at work.

2) Make inclusivity, belonging, and representation part of all operational processes

Treating people with respect and making sure that inclusion, belonging, and representation are embraced by every part of the company are the first steps towards creating a more inclusive work environment. It is essential to incorporate these values into operational procedures. Increasing pronoun visibility and often asking how inclusivity can be improved are two ways to help create a more accepting and open work environment for LGBTQ+ employees.

3) Reevaluate the benefits you provide your employees

In order to foster a diverse workforce, you might want to reconsider the advantages that your company provides. Fair parental leave need to be the norm, and benefits ought to take into account each person’s particular situation. It is essential to make sure that benefits are available to all genders. Carrot is one example of a family planning perk that can help all employees with future family planning.

It is crucial to recognize and pay tribute to the sacrifices and efforts made by notable historical figures like Harvey Milk and Marsha P. Johnson as we celebrate LGBTQ+ advancement. Organizations can use this event as an opportunity to learn more about how they may help LGBTQ+ people in the workplace and in other contexts. By actively hearing about the experiences of our LGBTQ+ employees, we can take steps to provide a welcoming workplace that promotes their wellbeing.

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