Adrien Gaubert, cofounder at myGwork, The LGBTQ+ Business Community.
Corporate support for Pride is rising, but is it authentic or performative allyship? Many companies jump in on Pride month festivities. Whether it’s by sponsoring a float or hosting workshops, we are seeing more take an active role. However, not all go beyond performative allyship and tackle the real, painful workplace discrimination faced by the LGBTQ+ community.
myGwork’s latest research on the experiences of LGBTQ+ women and non-binary professionals revealed that 70% experience workplace discrimination. This is higher for those with intersectional experiences from marginalized communities and ethnic minority groups. The research highlighted that 70% had left an employer for failing to provide inclusive and equitable workplaces. These statistics echo the results of other surveys carried out by LGBTQ+ charities like Stonewall, which found that “almost one in five LGBT people (18 per cent) who were looking for work said they were discriminated against because of their sexual orientation and/or gender identity while trying to get a job in the last year.”
These surveys show that organizations still struggle to create inclusive workplaces capable of retaining diverse talent. Our clients also tell us that no business can afford to let their under-represented workers walk out the door. So how can organizations truly celebrate working with pride and tackle workplace discrimination?
1. Have Those Difficult Conversations About Discrimination
As our recent survey has highlighted, LGBTQ+ professionals with intersectional experiences often suffer more from discrimination. Leaders and managers not only need to be aware that discrimination can come from several angles, particularly for employees with intersectional experiences, but also need to start tackling those difficult and uncomfortable conversations around discrimination. Organizations should have an open dialogue about what discrimination actually is and how it differs for each community. This includes clarifying to other employees what words and terms may be deemed to be discriminatory and the negative impact of these words on their colleagues.
Creating a safe space to have those difficult and uncomfortable conversations in the first place is, of course, key. Carrying out research to find out which groups are impacted will also provide the insights needed to have those conversations.
2. Encourage Calling Out Discrimination And Offer Appropriate Policies And Training To Deal With It
At the most basic level, professionals should know what to do if they or their colleagues are discriminated against. Some of our clients encourage employees to call out discrimination. One actually has a policy named after this practice. Policies like this can encourage open and honest conversations. In addition to implementing policies that encourage calling out harassment or unacceptable behavior toward colleagues, it’s important that leaders seek the knowledge and competencies to deal with discrimination, as well as intersectional experiences.
3. Offer Company-Wide LGBTQ+ Education
Educating colleagues across your organization on LGBTQ+ matters is vital. There are many opportunities throughout the year to raise awareness of the challenges that the LGBTQ+ community is facing. Pride Month is one that most employers now celebrate. However, organizations should work more closely with their employee resource groups (ERGs) throughout the year to highlight the challenges that specific groups in the LGBTQ+ community face. LGBTQ+ History Month, Lesbian Visibility Week, IDAHOBIT, Trans Awareness Week and National Coming Out Day are just some examples of events that leaders can mark on their calendars throughout the year to better educate their employees on LGBTQ+ matters, as well as highlight what they are doing to stamp out LGBTQ+ discrimination within the organization and externally.
Company ERGs are one of the safest platforms to provide LGBTQ+ education. However, those without an LGBTQ+ network can turn to external organizations to support them with their LGBTQ+ training needs. (Full disclosure: my company offers LGBTQ+ training.)
4. Value Differences And Encourage Authenticity By Celebrating LGBTQ+ Role Models
Identifying role models from different walks of life is a great way to help encourage authenticity at work and help employees value differences. Many out LGBTQ+ professionals often lead their employee network groups and share their lived experiences to dispel stereotypes and myths about the LGBTQ+ community.
Vocal LGBTQ+ role models can not only encourage authenticity but are often key to helping closeted LGBTQ+ professionals feel safe enough to come out at work. In fact, one of myGwork’s recent surveys found that over two-thirds of Gen Z LGBTQ+ graduates and university students would leave their jobs if they couldn’t be out at work. Yet Stonewall found that “more than a third of LGBT staff (35 per cent) have hidden or disguised that they are LGBT at work in the last year because they were afraid of discrimination.” Role models are therefore vital to support younger LGBTQ+ professionals deal with discrimination and help them to get ahead at work.
5. Celebrate Working With Pride And Promote Authentic Allyship
Leaders have the power and responsibility to encourage authenticity at work, where employees can work with pride. But a safe environment where employees aren’t afraid to bring their whole selves to work requires consistent, year-round dedication from the top, with ongoing training to help eliminate bias and celebrate differences. Celebrating Pride Month to encourage working with pride is a great start, but it’s important to provide ongoing educational programs and initiatives. Check out my recent Forbes article on how to create authentic allyship.
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