Many LGBTQ+ employees face consistent challenges in the workplace. A large number of companies struggle with non-inclusive cultures where micro-aggressions and lack of progression make it more challenging for LGBTQ+ employees to succeed.
At Audeliss, a core aspect of our business focuses on working closely with diverse leaders on deciding their next career move. Having worked closely with LGBTQ+ leaders and allies for inclusion for over 12 years, we have gained insight into what some individuals consider valuable in deciding on prospective employers:
- Public support for the LGBTQ+ community
While it is extremely important to celebrate and recognize inclusive holidays such as Pride Month or Transgender Awareness Week, candidates look at how companies operate on a regular basis outside of those days. Individuals want to ensure their organization is consistent with their support of the LGBTQ+ community and LGBTQ+ issues.
- An active LGBTQ+ employee resource group
Internal support is just as meaningful as external support. Candidates are not just looking to see if your company has an LGBTQ+ Employee Resource Group (ERG), but how active and engaged the group is. ERGs are an essential tool for diverse employees to support each other and shape policy within the workplace. A business with an active ERG that is contributing towards business decision-making with regard to inclusion has a great chance of attracting LGBTQ+ talent.
- Representation amongst senior leadership team
Representation matters. While not all members of the LGBTQ+ community are open about their sexual orientation, it is important to have representation in order for candidates to identify and connect with their organization. Having representation from an underrepresented community amongst your senior leadership team is a notable display of your commitment to inclusion. Having LGBTQ+ leaders actively shows that it is possible to progress your career at your organization while being open about who you are.
- Inclusion within company policies
Over the years the term inclusion has become a buzzword for the corporate world. Today, it is very common to see companies market themselves as inclusive. However, after looking beyond the surface inclusivity is often lacking throughout many different aspects of the company – one significant slight is employee benefits. When LGBTQ+ candidates see their potential employer offer benefits such as an inclusive paid family leave policy for same-sex couples and a healthcare policy that is transgender-inclusive, they are more likely to feel comfortable at their organization by seeing those examples of how LGBTQ+ inclusion is valued within a company.
- Recognizing the intersectionality within the LGBTQ+ community
LGBTQ+ candidates look for companies that understand and respect that there can be intersectionality within the LGBTQ+ community and other underrepresented groups. Understanding that someone is LGBTQ+ but that is not their only social identity, there can be intersectionality with ethnic diversity, gender diversity, and other social identities.
- Transparency around LGBTQ+ representation goals and shortcomings
Does your company have a target goal for LGBTQ+ representation? Is it broken down by levels within the organization? There is still work needed to be done regarding representation amongst the LGBTQ+ in business, especially in leadership. Candidates want to see transparency. Do not only showcase the progress, but also acknowledge the shortcomings and the areas where your business has fallen short.
- LGBT+ specific training
Does your company offer LGBTQ+ specific training programs? Most unconscious bias training is centered around ethnically diverse staff, and LGBT+ are often grouped in as a “one-size-fits-all” for all minority groups. Companies must recognize that LGBTQ+ communities have their own challenges and own needs. Training is available, for all staff, on creating and maintaining an inclusive culture. Offering training on how to deal with the biases is a great way to attract LGBTQ+ talent and support a workplace where LGBTQ+ employees can succeed.
If you need support in embedding any of these qualities into your organizational culture, or assistance diversifying your senior leadership team, then please contact us.