A new report by the charity, Just Like Us, which surveyed 3695 people aged 18 to 25, found that a quarter of LGBT+ young adults went back into the closet when they started work.
Reasons cited included feeling psychologically unsafe and the fear of mistreatment, with 19% of LGBT+ young adults stating they had experienced bullying in the workplace, compared to 14% of non-LGBT+ people.
14% of LGBT+ people said they didn’t feel like they could be themselves at work, with this figure standing at 20% for the transgender respondents.
As Employers, we like to believe that we operate a fully inclusive and welcoming culture and environment in our workplaces, taking a zero tolerance stand against all forms of discrimination and harassment. But with the best of intentions, this can sometimes be difficult to control effectively.
So, what steps can Employers take to combat the concerning revelations brought out by this report, and to ensure that LGBT+ young adults feel comfortable in the workplace, pursuing the career path of their choice as their authentic selves, while also feeling confident that they will receive the same opportunities and potential for success as their non LGBT+ counterparts?
Set Clear Expectations
In everything from public relations, through to the recruitment process and day-to-day operations, an Employer should set clear expectations as to its zero tolerance stance on matters of discrimination and harassment. Ensure that Employees and Management, at all levels, are left in no doubt as to the repercussions that will stem from any occurrences of discrimination or harassment towards LGBT+ Employees (and all Employees, for that matter). It should be clearly communicated, in writing and verbally, that all Employees, customers and clients are to be treated with respect and dignity.
Show Who You Are
The aforementioned report found that 59% of non-LGBT+ young adults considered a company’s commitment to Equality, Diversity and Inclusion (EDI) very important when applying for a role. This figure stood at 65% when it came to LGBT+ respondents.
An Employer’s positive and progressive stance on creating and maintaining an inclusive workplace should be clearly communicated, not just to its own Employees, but also to clients, customers and the general public. Effective ways to communicate this message are via the company website, social media platforms and printed publications. Many LGBT+ young adults of today will be business leaders of tomorrow, and as such, they should be able to recognise and feel assured that, regardless of their sexual orientation or gender identity, your organisation is the type of place that they can go to pursue their aspirations.
Educate
It is human nature to find it challenging to understand and embrace something that we know very little about, or have little experience of. This is why knowledge is, and always has been, power. Invest in training sessions and workshops, whether delivered internally or by external professionals, to help educate and share knowledge with Employees as to the history, culture
Unconscious bias is present everywhere, including the workplace. Also known as ‘stereotyping’, this is when we make judgements or decisions based on learned assumptions, beliefs, or our own prior experiences and personal ignorance of a subject which in some cases, can be particularly limited. We often unconsciously use these assumptions and beliefs as mental ‘shortcuts’ for making quick decisions about people, communities and situations.
Employers should invest in educating themselves and their Employees on how to identify and become more aware of these unconscious biases, as a way of helping each other adopt and embrace different perspectives, to subsequently create a more supportive and inclusive culture and working environment.
(Of course, not all bias is unconscious, but that is a topic for another day).
Mind Your Language
Many organisations have already taken great steps in supporting the use of gender-neutral pronouns in the workplace via name badges, email signatures, and neutral gender terms being used in company documentation such as Contracts of Employment or Policies. Some trans and gender non-conforming people prefer to use ‘they’, ‘them’ and ‘theirs’ as personal pronouns, compared to the generally perceived gendered terms of she/her and he/him.
The correct use of pronouns for each individual on a team is vital towards helping all Employees feel welcomed and included at work. It is important for businesses of all sizes to educate Employees on this.
Make Reporting Issues Easy
As Employers, we want to be on top of everything that’s happening within our organisations and amongst our Employees, but it is impossible to see and know everything on a daily basis. Therefore it is essential that the process for reporting discrimination, harassment, bullying, and for raising grievances is simple and effective. There should be clear guidelines for reporting any concerns or occurrences, whether the reportee is the target, a colleague of the target, or an observer (such as an onlooking customer or client). These should be communicated publicly (as appropriate), and from the point of recruitment, and throughout employment on a regular basis. It should also feature in the Employee Handbook, should there be one.
Furthermore, Employees should feel safe and assured in taking on any of these processes – Employers need to encourage an inclusive, supportive and welcoming culture that makes Employees feel comfortable in approaching them to raise uncomfortable issues.
Policies on Parenting
All organisations should already have Policies in place for supporting families with regards to maternity, paternity, adoption and parental leave. These Policies should go a step further in supporting Employees from the LGBT+ community, such as addressing equal parental leave and related benefits, regardless of how they become parents.
Conclusion
In attracting and retaining talent from the LGBT+ communities, the most successful Employers are those that are welcoming of all Employees, regardless of their sexual orientation or gender identity; that provide a supportive and inclusive environment; and that take consistent, daily action to keep it that way.
We hope the above recommendations will assist and support you in being one of these very highly valued Employers.