In a perfect world, questions about sexual preferences or gender identity should have no part to play in a person’s job satisfaction or career progression; however, sometimes they rear their ugly heads, and while the growing number of LGBT+ executives continues to inspire the wider community, the day-to-day challenges they face often go unreported.

In truth, many of these leaders still face discrimination due to their personal preferences. If businesses are to benefit from the fresh perspectives of a diverse executive team, they must actively work to create an inclusive culture.

Create inclusive policies

 
It’s no secret that a diverse workforce benefits the bottom line. However, in order to achieve this, leaders must build an inclusive environment in which individuals of any sexual orientation, ethnicity, gender and social background (to name a few) can thrive. It starts at the heart of the company with your official policies and procedures; the tablets of stone that outline what’s expected of your employees.

A non-discrimination or equal opportunity policy is a part of an LGBT+ affirming culture, and is therefore essential to include within the employee handbook and code of conduct. In doing so, you sow the seeds of a new culture; one that is careful to protect the rights and well-being of all LGBT+ staff – be they executive level, or anywhere else in the business.

Educate at every level

 
According to research from Stonewall, 26 per cent of lesbian, gay and bi staff say they have personally experienced bullying or poor treatment from colleagues in the last five years, as a result of their sexual orientation.

Furthermore, nearly half (42 per cent) of trans people are not living permanently in their preferred gender role, for fear it might threaten their employment status.

If organisations are to overcome this archaic, outdated and incredibly damaging culture, leaders must educate the workforce at every level on the personal consequences of discrimination, as well as the impact it has on the lives of those affected. Basic training on the LGBT+ spectrum should not only be mandatory for employees, but for executives, too.

This should ensure that all staff treat their colleagues with dignity and respect, regardless of their sexual preferences.

Raise awareness of microagressions

 
As an LGBT+ executive entering a business predominantly comprising of heterosexual individuals with traditional family structures, it can be difficult to open up about your gender identity or sexual orientation.

In doing so, members of LGBT+ can become subject to daily acts of microaggression from their colleagues; subtle statements or questions that indirectly cause offence, due to a lack of awareness on what constitutes as harassment. This could include “jokes” relating to stereotypes, or expressions of heteronormative bias.

While most employees are unlikely to make this kind of mistake with LGBT+ executives, members of the senior management team may have learned behaviours that could be hurtful towards homosexual, bisexual or transgender executives.

 

Actively support the community

 
Finally, a demonstrated commitment to supporting the wider LGBT+ community is essential in making these LGBT+ executives feel welcome. Sponsorship of LGBT+ events and support of legal equality campaigns will show to your new executive that the business is not only dedicated in driving change through the organisation, but within society, too.

 

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Our mission is to champion talent from all walks of life, to combat the lack of diversity and inclusion in the workplace, and help companies create inclusive environments for LGBT+ executives.

Contact us today to see how we can help you recruit the highest quality talent, for your business.