The average person dedicates around one-third of their day to working. And yet, for many people, workplaces don’t feel welcoming and accepting. Research by the Human Rights Campaign (HRC) found that nearly half of LGBTQ+ workers (46%) are closeted at work.
Belonging matters, and that’s why this month, in honor of Pride, we’re sharing five things that employers can do to support the mental health and wellness of LGBTQ+ people, and make the workplace more inclusive for all.
- Design and promote inclusive policies.
Before delving into the depths of your workplace culture, it’s important to set a baseline by establishing (or updating) policies that prohibit discrimination against LGBTQ+ employees. For insights on how other companies are doing this, look to HRC’s Corporate Equality Index – the national benchmarking tool on policies, practices and benefits for LGBTQ+ workers. Of the businesses rated by this index, 99.8% have non-discrimination policies that include sexual orientation, and 99.7% have non-discrimination policies on gender identity.
- Inform yourself about your LGBTQ+ employees and their needs.
Technology makes it easier than ever to solicit data from employees that will allow you to better understand and support them, without being intrusive.
One example is Self-ID by Google. This voluntary survey allows employees to share personal information, like whether they’re nonbinary, LGBTQ+ or transgender, as well as other intersectional demographic information, so that company leaders can improve culture through targeted programming and resources.
Surveys can also provide insights into how employees are feeling and what they’re experiencing, which could offer employers a glimpse into any mental health needs (learn more about addressing mental health in our Workplace Mental Health Playbook 2.0).
- Offer inclusive benefits.
Consider the perspectives of all of your employees when designing your employee benefits offerings. For starters, ensure that your company offers benefits to same and different sex partners and spouses; consider healthcare coverage that includes gender-affirming care and fertility treatments; choose a healthcare plan that taps into a deep network of providers that are both culturally competent and diverse; and offer paid parental leave for all genders, including parental leave for adoption and surrogacy.
- Build - and promote - a culture of inclusion and belonging.
When it comes to inclusivity, it’s important to be proactive and not silent. Offer education and training to managers as well as employees so that they understand the importance of inclusive language and learn how to identify and address their own biases. To show your allyship as a company, consider hosting an event on LGBTQ+ leadership, and share best practices with others in your industry. For more on cultivating belonging, check out our employer guide.
- Foster social support.
Employee resource groups help team members to connect, network and support one another. Allocate a budget for an LGBTQ+ resource group so that employees see you’re willing to invest in them as they grow with the company. A mentorship program that pairs LGBTQ+ team members can also help build community and promote professional development.
Additional resources for companies that want to go further include:
Need more inspiration? There are plenty of role model companies to learn from! Check out this year’s list of Best Places to Work for LGBTQ+ Equality by the Human Rights Campaign.
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