Understanding and supporting LGBTQ+ inclusion in the workplace

Nearly 60% of LGBTQIA+ professionals wish their employer made more of an effort to support them.

If you’re like many companies, you want to celebrate your LGBTQIA+ employees and team members. But how do you do so genuinely?

Among the LGBTQIA+ community, some businesses are infamous for “pridewashing” — essentially using a month-long rainbow rebrand to make money without truly supporting LGBTQIA+ people. Not being one of these businesses is the first step to supporting your LGBTQIA+ team members and helping them feel like they belong.

Even with good intentions and a commitment to getting it right, though, supporting your staff requires more than a positive attitude. How can you develop practical strategies and programs for LGBTQIA+ workers and support them in meaningful ways?

It’s important to remember that inclusion is not the same as diversity. To move beyond diversity and into inclusivity, you have to be deliberate in how you support and celebrate your people.

Inclusion can seem particularly daunting in a company with remote workers. When not everyone works in the same place, it can be difficult to provide a great experience for all, especially when that experience is meant to promote inclusivity and acceptance.

Despite the novel challenges, however, remote workplaces are ideal spots to foster inclusion for LGBTQIA+ team members no matter where they live.

This article breaks down everything you need to know about supporting LGBTQ in the workplace, including meaningful strategies you can put into action today.

What does LGBTQ+ mean?

LGBTQ+ is an acronym for lesbian, gay, bisexual, transgender, and queer.

As the US watchdog group The Gay and Lesbian Alliance Against Defamation (GLAAD) says, “The Q generally stands for queer when LGBTQ organizations, leaders, and media use the acronym. In settings offering support for youth, it can also stand for questioning.”

Adding a + to the end of the acronym acknowledges the limitations of specific labels. It also welcomes others who may not identify as straight or cisgender.

At Remote, we prefer to use the longer form LGBTQIA+, which adds intersex and asexual, agender, and aromantic recognition to the term.

Queer, an umbrella term for those who don’t fit into heterosexual or binary identities, is also sometimes used independently of LGBTQIA. This is because not all people who identify as queer identify as LGBTQIA+.

It is important to note that while the term “queer” has been largely reclaimed by LGBTQIA+ communities, not everyone is comfortable using the term. When in doubt, it’s best to ask people how they identify instead of guessing.

What is LGBTQIA+ inclusion?

LGBTQIA+ inclusion means the creation of a safe space for LGBTQIA+ employees in the workplace.

This doesn’t mean all LGBTQIA+ employees will choose to share their sexual orientation, gender identity, or gender expression with the team. And you shouldn’t expect that, either. Put simply, inclusion means you’re not creating an environment that excludes team members.

This includes offering the same opportunities to all team members, using inclusive language, and adopting a zero-tolerance policy when it comes to homophobic or transphobic behavior.

The International Institute for Management Development (IMD) recommends thinking of full LGBTQIA+ inclusion as the needs of the LGBTQIA+ employees being “fully integrated throughout all key systems and processes of the organization internally, visibly represented externally, and when leaders include all aspects of diversity in a transparent manner.”

Inclusion covers a range of practices that ensure LGBTQIA+ workers feel they belong in your organization. The goal of an inclusive workplace is to make sure that all employees feel:

• They have a voice.

• They belong.

• They are treated as unique individuals.

• They are valued.

For LGBTQIA+ team members, inclusion covers a range of practices, such as providing benefits for partners and spouses, regardless of gender. Inclusivity also includes parental or family leave for all workers. Using inclusive language reaches beyond the gender binary (male/female) and recognizes a range of gender identities.

Using your company’s influence to affect policy change that will benefit your LGBTQIA+ workers in their home countries or regions is another example. People will be sure to investigate if your business puts out a rainbow logo in June.

What LGBTQIA+ inclusion is not

While belonging is an important part of LGBTQIA+ inclusion, other things — like the aforementioned rainbow logo — are not necessarily inclusive on their own.

Joana Viana, a senior expert in benefits design and strategy for Remote, groups LGBTQIA+ diversity efforts into two buckets: transactional and transformational.

• Transactional actions include actions like using rainbow logos on social media or having a float in a Pride parade as an advertisement.

• Transformational actions are things that actually create change. Examples include involving LGBTQIA+ partners in benefits packages or using your leverage to improve conditions for LGBTQIA+ employees in their countries.

For example, corporations often use Pride parades or other public events as a means to promote themselves, spending thousands of dollars on floats but not making a single dollar of contribution to an LGBTQIA+ nonprofit.

This practice is known as “rainbow-washing.” It happens when a company publicly shows support for the LGBTQIA+ community while privately engaging in conflicting business practices.

Also, while diversity and inclusion are often used interchangeably, they’re not the same thing. Diversity is the presence of differences within a given setting. Inclusion is the intentional practice of including people in the workplace.

Simply having a diverse staff is not enough for a business to enjoy the full benefits of a diverse team. To do that, companies must make inclusivity a top, continuous priority.

Types of LGBTQIA+ discrimination

LGBTQIA+ discrimination in the workplace reduces morale and productivity, contributing to a negative work environment. Some of the common ways that discrimination can show up include:

• Recruitment bias, where prospects are denied job opportunities for irrelevant reasons

• Wrongful termination, when an employee is let go due to discriminatory motives

• Inequalities in pay or benefits that put LGBTQIA+ employees at a disadvantage

• Missed career advancements solely due to sexual orientation (e.g., being passed over for a promotion)

• More overt discrimination, such as bullying or purposely excluding certain employees from workplace activities

Why is LGBTQIA+ inclusion in the workplace important?

LGBTQIA+ employee support helps make sure that these individuals feel safe and supported to be their full and authentic selves. LGBTQIA+ team members may choose not to come out at work, especially in environments that don’t actively practice inclusion, because of worries about safety, bullying, job loss, and the fear of losing opportunities for advancement.

In one study by McKinsey, 50% of LGBTQIA+ respondents “have decided against pursuing or accepting a position because they believed the organization would not be an inclusive place to work.”

Messages from employees' families and cultures may have taught them that the safest thing to do is not to come out to coworkers.

The more global the workforce, the more likely it is for some of your employees to live in areas hostile to their identities. According to the Human Dignity Trust, 71 countries criminalize consensual same-sex relationships, while 15 criminalize the gender expression of transgender people. Even in countries without specific laws on the books, cultural forces and norms are often against the LGBTQIA+ community.

In 2013, IBM senior executive Claudia Brind-Woody gave a presentation called “The Cost of Thinking Twice” at a conference in Copenhagen. Brind-Woody, a business leader and lesbian who started working at IBM in 1996, discussed the reluctance to come out that LGBTQIA+ workers often experience in the workplace.

Staying in the closet at work, however, comes with a steep human cost. Brind-Woody points out that LGBTQIA+ people who are in the closet are constantly doing mental math regarding revealing anything about their personal lives. A simple question like, “What did you do this weekend?” can cause a minefield of anxieties. A person who does not feel safe and included must quickly decide how much to mention.

According to Brind-Woody, the effort of making these constant calculations takes both time and effort, hurting both individual and team morale. Closeted LGBTQIA+ teammates can feel isolated at work. Many avoid places where they might see colleagues on their time off. When they are on the clock, some people report being less productive because so much of their energy is spent hiding.

Inclusion efforts are important because they telegraph to employees and job candidates that your workplace is a safe place for them to be themselves.

Benefits of LGBTQIA+ inclusion for business

Prioritizing LGBTQIA+ inclusion in the workplace has advantages for your business.

For instance, businesses that focus on diversity and inclusion enjoy a 39% boost in customer satisfaction. Inclusive organizations also see a 22% reduction in employee turnover rates.

Why are diversity and inclusion so good for the bottom line? Research supports the notion that customers are more responsive to companies with LGBTQIA+ inclusive cultures. Truly inclusive workplaces also mean happy workers. If an employee doesn’t have to hide their identity at work, that energy can go toward fueling creativity and innovation.

Diverse teams are better able to discern and serve the needs of a diverse customer base than a homogeneous team can. The world is a diverse place, and companies should reflect that through their teams.

Embracing LGBTQIA+ inclusion can also serve as a powerful recruiting tool. Demonstrating your dedication to this initiative can help you stand out in the competitive marketplace and ultimately attract better talent. It reassures candidates that your workplace is a welcoming one where they will feel respected and supported in being their authentic selves.

Is your workplace LGBTQIA+-inclusive?

LGBTQIA+ employees who do not feel they work for inclusive companies may fear being overlooked for new opportunities and promotions. LGBTQIA+ job seekers may worry that being out could hurt their job search efforts. Often, queer employees who feel unwelcome will quit rather than suffer in silence.

It is essential to make sure you create a truly inclusive environment for your LGBTQIA+ team. Below are some things to consider when determining if your workplace is inclusive.

Do you acknowledge LGBTQIA+ identities?

It’s possible that you feel like your company is inclusive because you’re not discriminating against the LGBTQIA+ community. However, if your workplace isn’t actively acknowledging LGBTQIA+ identities, your queer employees may feel like they can’t be themselves at work. Do you ask for and offer pronouns? Do you recognize Pride or Trans Day of Visibility at work?

The default is often to ignore the LGBTQIA+ community, but silence does not always mean support. By proactively taking steps to talk about LGBTQIA+ issues at work, your organization can start showing inclusivity. Consider the following:

• What language do you use at work? Is your language inclusive, or do you use binary terms like man/woman, female/male, or husband/wife? If you’re using gendered language, that’s likely to broadcast a non-inclusive atmosphere to LGBTQIA+ employees.

• What about pronouns? Do you include pronouns in email signatures, on social media, and in Zoom profiles? When everyone lists pronouns, it makes it easier for LGBTQIA+ employees to list theirs.

• Are you avoiding microaggressions? Are you avoiding endorsing gender-conforming behaviors or making assumptions regarding a universal LGBTQIA+ experience?

Do you have diversity, equity, and inclusion (DEI) policies?

What about a diversity and inclusion committee? Are you hiring for diversity? By examining your policies for inclusion, you can start making sure you’re hiring across the LGBTQIA+ community.

Do you offer training addressing LGBTQIA+ issues?

Education for heterosexual, cisgender employees is important to raise awareness at work about issues like microaggressions, heterosexism, and transphobia.

Do you offer a community for LGBTQIA+ employees?

Setting up a network or employee resource group for LGBTQIA+ team members gives these individuals a space to socialize both in and outside of work. It’s also a critical piece of inclusion; members of the network can act as advisors when it comes to policies or initiatives to improve DEI.

For example, at Remote, our Remote Culture Connection (RCC) groups serve as communities for various groups of employees. Our Queer RCC group works with company leaders to create resources or improve inclusion efforts.

All of these steps require cultural change. Recognize that building an inclusive workplace culture of any kind can be hard work.

Also, it’s important to understand the LGBTQIA+ community is not a monolith. Talk to your team members and understand what kinds of support they want and need. By understanding the challenges that your specific workers are dealing with, you’ll be creating a more inclusive workplace.

How to develop inclusive LGBTQIA+ processes

LGBTQIA+ inclusion in the workplace is part of a broader effort: building belonging for all team members. Below is a list of ways every part of your organization can get involved in supporting LGBTQIA+ people in the workplace.

Leadership

No cultural change can get off the ground without buy-in from your leadership team. Having a C-level champion for LGBTQIA+ issues, or better yet, an organizational leader who is a member of the LGBTQIA+ community, is an important first step toward inclusion.

Human resources

HR will be doing some of the heavy lifting when it comes to creating inclusive LGBTQIA+ processes. This includes using gender neutral language in recruitment efforts, hiring for diversity, and building benefits packages that accommodate LGBTQIA+ workers.

Counseling is also important, not just for LGBTQIA+ workers, but for all remote workers. These are key components to developing psychological safety.

Technology

Every remote environment depends on technology to function, and those tools can also be used to facilitate inclusivity. For example, the Remote platform asks every user to specify their name and pronouns as well as their gender identity. This allows Remote to talk to our customers in a respectful and inclusive way. It also raises awareness with employers who might hire people who prefer to be called or addressed in a way that is different from their legal name.

Learning and development

Training is an important piece of inclusion work. Not only does training educate your team about LGBTQIA+ issues, but it removes the burden of education off the shoulders of LGBTQIA+ employees.

Strategy

Policy work is key when developing an LGBTQIA+ inclusive culture. It’s crucial that LGBTQIA+ team members be involved in the creation of such policies. However, it's also important not to force any employee into advocacy or education work outside their regular job — and especially to not expect free labor.

LGBTQIA+ inclusion strategies

Here are some valuable initiatives you could implement in your LGBTQIA+-friendly workplace:

Employee resource groups

Consider creating employee resource groups to provide a safe space for like-minded people to connect. These can help identify issues to address and areas that need extra attention. Employee resource groups should have support from high-level executives to be as meaningful as possible.

At Remote, we have an LGBTQIA+ Employee Resource Group, where queer employees have a safe place to communicate with one another.

Inclusive benefits packages

Be diligent in your selection of plans and providers to make sure you can be truly inclusive with your benefits program.

For instance, avoid requiring marriage for benefits and allow people in LGBTQIA+ relationships to extend their coverage to their partners and families.

There are also plans that specifically cover services for same-sex couples, allow parental leave for all genders, and offer family planning-related medical benefits. Examples include financial support for adoption or surrogacy and coverage of transition-related care or therapy.

Inclusion training

These training sessions should go beyond basic diversity training, diving into LGBTQIA+ experiences and inclusion expectations. They can be offered both to new hires and as an ongoing learning opportunity for all employees.

Topics should include basic discrimination awareness, along with practical guidance on avoiding common pitfalls, like misgendering. Incorporate workplace allies or testimonials into this training to demonstrate your commitment to inclusivity.

By expanding the scope of these training sessions, employees gain a deeper understanding of LGBTQIA+ issues and how to foster a more inclusive workplace culture.

LBGTQIA+-friendly recruitment processes

Do your market research to understand the LGBTQIA+ community’s specific needs and preferences. Tailor your recruiting strategies accordingly to ensure you take a welcoming and inclusive approach.

Actively promote your company's support for LGBTQIA+ inclusion through various channels, including your website and social media platforms. Highlighting your specific initiatives and policies sends a clear message of inclusivity to potential candidates.

Also, including LGBTQIA+ voices within your leadership team allows for more diverse perspectives and fosters a more inclusive environment overall. This increases representation and demonstrates a genuine commitment to diversity and equality within the organization.

With these measures, you can attract top LGBTQIA+ talent and create a workplace where everyone feels valued.

Practical ways to build an LGBTQIA+-inclusive workplace

While policy-related strategies can take some time to implement, there are small ways your company can start supporting LGBTQIA+ employees right now.

• Educate yourself: Do your own research on LGBTQIA+-related topics. You can also set aside time to get to know your LGBTQIA+ employees on a personal level, encouraging them to share any specific issues they may be facing.

• Use inclusive, gender-neutral language: Using gender-neutral terms is a kind, affirming way to include everyone. For example, saying “Hi folks” is more inclusive than “Hi guys.” At Remote, we have a Slackbot that calls out uses of gendered language to remind everyone to stay inclusive.

• Ask for everyone’s pronouns and preferred names: By asking for pronouns and including your own in email signatures and on social media, you take the burden off team members who often spend all day asserting themselves.

• Be a champion: If you notice someone misgendering a deadnaming an out trans or nonbinary team member, correct them. Don’t leave it to the team member.

• Give all team members space in video calls: Remember that video meetings are a window into workers’ lives and homes. Those who aren’t comfortable coming out may not want to show their homes or families to their workplace. You can offer company Zoom backgrounds or be vocal about allowing people to leave their cameras off.

• Encourage allyship: Educate non-LGBTQIA+ about what it means to be an ally. You don’t have to develop your own class — this article can act as a helpful starting point for anyone!

• Celebrate Pride!: Observe Pride as an organization and encourage employees to observe and learn more about Pride.

• Show meaningful support: Make an effort to attend rallies, sign petitions, and donate to relevant organizations.

Supporting LGBTQIA+ employees in a global workplace

Remote work allows LBGTQ+ workers to remain in (or seek out) welcoming communities and take new jobs. For companies managing remote workforces, offering this kind of freedom and flexibility is critical to inclusivity.

The flexibility of remote work also allows LGBTQIA+ workers the ability to handle important issues, like gender transition or name changes, without having to take time off work.

However, the LGBTQIA+ community also faces challenges in remote workplaces. When you’re remote, parts of your home and family can be visible to your coworkers. That can be worrying if your workplace isn’t inclusive.

The distance of a remote environment can also impose burdens on remote LGBTQIA+ workers. It can be more difficult to advocate for themselves in a virtual setting than they might in person.

A truly inclusive workplace recognizes there are invisible challenges for these teammates and works to address them.

To promote inclusivity in a remote or global setting, make sure you use reliable communication tools. In addition, prioritize one-on-one check-ins that allow you to address individual needs.

There are also extra steps you can take to showcase your commitment to a remote workforce. For instance, you may promote LGBTQIA+-related initiatives in your company newsletter or create dedicated Slack channels that focus on fostering LGBTQIA+ support.

From a strategy standpoint, issuing regular surveys allows employees to weigh in on current inclusion initiatives and highlight areas that could use additional support. Having audits done on company processes and pay structures ensures equitable treatment and helps to identify and remove any biases that may currently exist.

Simplify LGBTQIA+ inclusion with Remote

Members of the LGBTQIA+ community often carry an invisible burden, and creating a culture of inclusion can help lessen it. Requiring pronouns, hiring a variety of LGBTQIA+ workers, and educating the entire team are great ways to do this.

Offering inclusive benefits also takes some pressure off workers by giving them the healthcare and PTO they need.

If you need extra help with building a more inclusive workforce, turn to a trusted partner like Remote. Our experts will ensure that you’re providing a positive company culture and top-notch benefits to your LGBTQIA+ employees. Get started with Remote today to learn more about how our expertise can save you time and resources.