Authenticity in All Things—Exploring LGBTQ+ Inclusion in Businesses

We’re squarely in the middle of Pride month and we’ve seen LGBTQ+ inclusion in business marketing campaigns take on a more downplayed approach this year. Instead of the vast, colorful, month-long advertising campaigns we’ve seen over the last few years, things have been more understated due to societal pressures and the complexity of determining the most effective ways to show support for Pride Month. Inclusion is a tricky topic for a multitude of reasons, but even the target audience for the Pride Month campaigns has been vocal about their dislike for inauthentic inclusion strategies that merely paint everything with a rainbow. 

Businesses can choose to remain silent and avoid the accusations of superficial gestures, but LGBTQ+ workplace inclusion policies are no longer a factor that they can opt into or out of at a moment’s notice. The concept of diversity has evolved significantly over the years and comprehensive LGBTQ+ support beyond Pride Month is essential for a company to earn the right to wear a badge of inclusivity. 

Image: Pexels

LGBTQ+ Inclusion in Businesses Wavers This Year

There are many effective ways to support Pride but most businesses look at it from the perspective of making sales, which frustrates the community and turns customers away rather than drawing them in. From the perspective of the employees who are a part of the community, LGBTQ+ inclusion in business as a marketing tool begins to feel inauthentic, especially when their own perspectives are rarely considered while structuring these plans. Companies that singularly focus on LGBTQ+ workplace inclusion policies during Pride Month and then make no mention of these initiatives for the rest of the year place themselves in a very precarious position of not being taken seriously. 

According to the Deloitte Global 2023  LGBT+ Inclusion at Work survey conducted around this time last year, only one-third of employers (35 percent of them) regularly demonstrated a commitment to LGBT+ inclusion both within and outside of the workplace. Of the respondents, 14 percent saw commitment to inclusion only internally, while 8 percent of them said their employers only had an external commitment to inclusion.

The study also found that one in three respondents was actively considering changing jobs to find an employer more committed to LGBTQ+ support in the workplace. Of them, some were keen to move because their employers’ initiatives were insufficient enough to have a real impact on them while others wanted to leave because their employers didn’t focus on LGBTQ+ inclusion at all. Nearly 7 in 10 employees look at workplace diversity as a deciding factor before applying for a new role, which is a significant trend in how employees approach work.

No matter how you look at it, LGBTQ+ inclusion in businesses and workplaces is set to be a critical element for the incoming workforce, and ignoring it or making an inauthentic effort will only damage the company in the long run. 

What Are More Effective Ways to Support Pride Month and Long-Term LGBTQ+ Inclusion?

Diversity as a concept has significantly evolved over the years and while we traditionally understand it in terms of race and gender, many other facets are just as important in the modern world. Differently abled folk, LGBTQ+ workers, neurodivergent employees, etc. there are entire communities of individuals whose identities do not define their desire to work, nor the skill necessary to do it. The inclusion of employees and accommodations to help them fit into the workplace need to be well-planned to ensure that internal biases do not impair their ability to work. These strategies need to be more than just marketing gimmicks that do little to support the population. 

Nike recently faced backlash after Paralympian Stef Reid pointed out the company’s use of amputee mannequins to promote their shoes while simultaneously refusing to accommodate them. The company refused to sell a single shoe at a lower price for single-leg amputees who don’t need both in a pair but have to spend on the full pair anyway. From a business point of view, Nike might find it easier to produce and sell shoes at their market price, but using the mannequins for representation without actually helping the represented community feels very hollow. 

In a similar sense, the inclusion of LGBTQ+ communities needs to occur on an internal level before a company can get its external campaigns right.

LGBTQ+ Workplace Inclusion Begins With the Right Hiring Strategies

Review hiring practices to ensure that there is no bias circulating within the recruitment team. Regular assessments and sensitivity training programs can go a long way in making employees more comfortable. Hiring teams can be trained to use the right vocabulary and gain the perspective necessary to give every applicant a fair chance.

Blind hiring practices can also go a long way in eliminating bias and this can be supplemented with skill-based tests for applicants rather than solely relying on interviews and background assessments.

Create Employee Resource Groups and Mentorship Programs

Employees who feel safe within the workplace will be more comfortable with participating in the workplace. To showcase LGBTQ+ support in the workplace, create communities and resource groups for employees to find the kind of support they need to open up and feel like an active part of the workforce. 

These groups can help employees share their concerns, exchange resources, and seek help whenever they need it. It also removes the fear of isolation or of standing out among a homogenous group. A mentorship program, especially for new employees, is a great way to create a sense of belongingness. 

Organize Regular Conversations around Effective Ways to Support Pride

LGBTQ+ inclusion in business strategies might sometimes work best when it comes from the community that is to be included. Talking to members of these ERGs and encouraging employees to come forward is very useful. Employees can share their ideas about how the company can evolve and be more supportive to make improvements. Organizations need to regularly organize conversations with their employees and discuss the ground realities with them to understand the changes that need to be made.

LGBTQ+ Support Beyond Pride Extends to Supporting Affected Groups 

While it is great to see companies welcome a diverse community to use their products and it is also nice for customers to feel represented in advertisements, real support is seen when businesses assist those at a disadvantage. Organizations need to look into how they can support their local communities, youth organizations, employment centers, etc. to really give back to the people and show that they care. Employees can also be encouraged and supported to identify NGOs and organizations where they can volunteer their time as a part of the company. 

Support LGBTQ+ Owned Businesses

Another great way to show LGBTQ+ support beyond Pride Month is to collaborate with queer entrepreneurs and businesses founded by members of the community. Most companies regularly have the need to partner with other organizations and this provides them with a good opportunity to speak to smaller businesses with their niche area of expertise. These businesses also have more experience working with the LGBTQ+ population and consulting with them on how best to proceed will benefit you in the long run. 

Raise Awareness of the Experiences of the LBGTQ Population 

A lot of the backlash that companies face is due to the attempt to represent a specific community without having any of their experiences. A great way to be a good ally is to bring their experiences to the forefront of the conversation. LGBTQ+ inclusion in business can begin with giving employees, customers, and clients a voice and emphasizing their perspective during Pride Month. The learnings from their perspective can be incorporated back into the business strategy for the rest of the year, helping the organization make incremental changes towards being truly inclusive. 

Pride Month gives the community some time in the limelight to showcase their presence in the global landscape and this presence will only grow with time. Organizations that want to create an inclusive workplace and cater to their LGBTQ+ audiences and employees need to listen to what they want and consider what changes they can make to create a safe space for them. Authentic changes will inevitably lead to fruitful results. 

The post Authenticity in All Things—Exploring LGBTQ+ Inclusion in Businesses appeared first on The HR Digest.

Source: New feed