What HR leaders need to know about the LGBTQ+ workplace experience

It’s been an incredibly turbulent year, with a much-needed increase in focus on social justice and human rights issues. As a society, we are much more aware of the impact of intersectionality in this conversation too – discrimination becomes more pronounced where race, gender identity, gender expression and sexual orientation intersect.

Those issues are affecting people in the workplace as well, where discrimination remains all too real for the LGBTQ+ community.

Related: Civil rights win for LGBTQ employees: Implications for employers

Nearly half (45%) of lesbian, gay and bisexual Americans surveyed by the IBM Institute for Business Value say their employer discriminates against people who share their sexual orientation, and more than two in three respondents say they don’t feel equipped to overcome professional challenges. At the same time, underrepresentation of the community in leadership ranks continues – only seven percent of senior executives surveyed identify as lesbian, gay or bisexual.

As an HR leader and someone who identifies as queer and non-binary, I know how complicated this challenge is, but also how critical it is to address. Talent is a company’s greatest competitive advantage. At the same time, employees seem to be more willing than ever before to change employers to find an environment where they can bring their full selves to work and feel aligned with the company’s values and purpose. This makes it even more essential for organizations to be ahead of the game when it comes to creating a safe, inclusive environment for employees to thrive.

IBM’s new study, created in collaboration with Out & Equal, calls out a few of the most important actions HR leaders should consider to create more inclusive workplaces and cultures for the LGBTQ+ community and beyond.

Set clear expectations and show employees how they can create an inclusive environment

Organizations need to be very clear about what they expect from employees and leaders in creating a working environment where everyone can be themselves. Key to this is providing education and training for all employees, but especially managers, on LGBTQ+ inclusivity, empathetic leadership and identifying and addressing unconscious bias.

HR leaders should also share formal guidance on how all employees can use inclusive language, such as gender-neutral greetings (e.g. hi everyone vs hi ladies and gentlemen) and sharing pronouns. An online poll of nearly 600 people conducted supporting the IBM study found that 9% do not feel that the gender they express at work matches their true gender identity, which shows that we still have a long way to go to ensure transgender and non-binary employees feel able to bring their whole selves to work.

Another poll from this study showed 82% of respondents feel more comfortable at work when other employees display their pronouns in email signatures and/or on messaging platforms. At IBM, for example, we have a feature that enables IBMers to display their pronouns on their profiles in our global intranet employee directory and also encourage IBMers to share their pronouns on their email signature and Slack. These changes in language are vital to ensure everyone feels seen, heard and included.

Institute non-discrimination policies and practices

In addition to formal non-discrimination policies, corporate offerings like gender-neutral restrooms, gender affirmation treatment benefits or family leave policies that are LGBT+-friendly are critical. On this front, engaging in ongoing dialogue with LGBT+ employees is crucial to understanding what is working and what is not and what the community needs around the globe. That can include everything from regular virtual meetings to quick pulse surveys. Employee Resource Groups are great communities to tap into to get this feedback.

Use brand eminence as a tool for positive change

Minority groups need to know that their organization supports their human rights, and this goes far beyond the internal policies, training, and benefits. This means that it is critical for organizations to have a deep understanding of the legislative issues facing their employees and to be working towards positive change. I’m proud that at IBM, we have continually supported and pushed for the passage of the Equality Act in the United States, for example.

Invest in filling the LGBT+ leadership pipeline

I strongly believe in the power of role models, as well as sponsorship and mentorship programs to address the LGBT+ leadership gap. They are critical tools to help raise up the ideas and concerns of out members of the community, and help them overcome challenges they may be facing. From personal experience, I know how helpful it can be to have a senior leader in your corner, and I have also learned a lot from my own mentees. Additionally, by having conversations with my straight, cisgender colleagues about the LGBTQ+ community, I am teaching them new things and giving them an insight into a community they are not a part of. My hope is that those conversations have a ripple effect, and the information is shared with their friends, family members, and colleagues.

Cultivating a truly diverse and inclusive workplace where all people can thrive is a high bar, but it’s worth the effort.

Ella Slade (they/them) is IBM Global LGBT+ Leader.

Read more: 

• How companies can foster more diverse and inclusive cultures
• ‘Us,’ not ‘them’: How to foster ‘belonging’ in your company during a time of turmoil
• Despite diversity efforts, half of LGBT workers stay closeted