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The workforce is made up of a diverse group of individuals. For people managers, it’s crucial to understand the support required for each team member’s unique needs. In this article we outline strategies you can use to create a culture of inclusion for LGBTQ+ individuals in your workplace.
A diverse workforce gives a range of perspectives and experiences that can bring a wealth of benefits to an organisation.
Promoting equality, diversity, and inclusion within the workplace can lead to organisational success, with extensive benefits for staff. You can keep employees happy and motivated and performing at their best while enhancing retention.
The impacts of an inclusive culture
Naomi Humber, Head of Mental Wellbeing at Bupa Health Clinics says “An employee who feels psychologically safe, supported, and valued as an individual will be able to perform at their best and thrive in their working environment. They are likely to be more engaged with their role and employer’s purpose. This can lead to greater productivity. “
Fostering an inclusive environment allows LGBTQ+ employees to experience a sense of community and empowerment. Recognising their unique talents and contributions can enhance their sense of worth. This, in turn, benefits the wider organisation by cultivating a more positive workplace atmosphere, improving performance, and lowering instances of absenteeism.
This can help prevent bullying, harassment, and discrimination, which research shows is still an issue for LGBTQ+ people at work. If left unchecked this discrimination can lead to mental health problems.
Naomi Humber agrees “Those who do not feel that they belong, or are unsupported within the workplace, are at increased risk of developing issues with their health and wellbeing. This in turn can adversely impact themselves and their company.”
What is inclusion?
Inclusion fosters a workplace where every employee is given the opportunity to flourish, irrespective of their background, identity, or situation. It’s a setting where individuals are appreciated and motivated to contribute their thoughts, and where they can comfortably approach leadership with their concerns and proposals.
The Chartered Institute of Personnel and Development States “Diversity recognises that, though people have things in common with each other, they are also different in many ways. Inclusion is where those differences are seen as a benefit, and where perspectives and differences are shared, leading to better decisions.”
The business case for an inclusive workplace
Fostering an inclusive culture enhances the health and wellbeing of the workplace. Ensuring equal treatment for all is not only right but also boosts business efficiency. An environment where inclusion is a priority can lead to better employee satisfaction and drive stronger business results.
McKinsey & Company’s research indicates that firms with the highest levels of gender diversity among their executive teams are 25 percent more likely to achieve higher-than-average profitability compared to those in the lowest quartile. Conversely, companies with low levels of both gender and ethnic diversity are 27 percent more prone to underperform on profitability.
For an organisation to foster an inclusive workplace, it is essential to implement practices and processes that dismantle inclusion barriers. This involves training leaders to engage in necessary dialogues for change, educating them about workplace bias and exclusion to enhance empathy and comprehension, assessing the current company climate, celebrating effective practices, and taking action after identifying any issues.
Creating an inclusive culture
Here’s a selection of other initiatives that organisations can make to improve inclusion.
- A workplace inclusion policy. All employees should know what the business ethos is, and what’s expected of them, as well as sources of support. Improve communication with employees and be clear about any policy changes or decisions. Ensure the policy is included in the training and development of all staff.
- Relevant training. Managers should receive training in issues such as workplace stress and mental health. This will enable them to spot warning signs of inclusion failure early. It will also help them to provide appropriate support.
- Leadership. Senior managers should be role models for inclusive behaviour. They can be trained to identify issues and act on them.
- Equal pay. Regular checks should be done across an organisation to ensure this is happening.
- Religious beliefs and practice. Organisations should ensure these are respected across the company. This includes ensuring that all employees are treated fairly, regardless of their beliefs or lack of belief.
For more information and advice on how to support your LGBTQ+ workforce, or for any other wellbeing support, please visit Bupa’s Pride month toolkit.
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