Back

How to add LGBTQ to the DEI discussion

06/07/2023

By Gia Drew

It is exciting that more and more businesses are looking at and investing in Diversity, Equity and Inclusion as an important part of workplace culture and the hiring process. Today, diversity is a vast topic. The conversations now include race, sexual orientation, gender identity, ability and other marginalized identities.

We welcome employers’ commitment to creating workplaces that are welcoming and supportive of lesbian, gay, bisexual, transgender and queer (LGBTQ) employees. Still, substantial barriers exist.

It’s important to examine what policies, programs and workplace climate initiatives will honestly deliver equitable work environments for all LGBTQ identities, without losing sight of marginalized groups.

5 best practices

1. Put it in writing: If you want to show you are serious about tackling discrimination in your organization, it is essential that you have formal policies that not only name sexual orientation and gender identity as protected against discrimination, but that you actively celebrate diversity in the workplace, as well as spell out what is expected behavior of all employees.

2. Use gender neutral language: When addressing groups of people, use inclusive language, like y’all, folks, or talented people, for example, rather than ladies and gentleman. When reviewing policy, be mindful of gendered language as well. It is now accepted practice to use “they” as a singular gender neutral pronoun in place of he and/or she. Honor the employee’s chosen names and pronouns, regardless of legal status.