5 ways you can make your workplace a safe space for LGBTQ+ people

It’s every company’s responsibility to ensure queer employees feel safe, accepted and capable to work to their best ability. This goes beyond being a moral responsibility, according to the Social Market Foundation, happier employees are around 12% more productive than their unhappy counterparts. This is particularly evident in work environments where employees feel valued and heard, contributing to lower turnover rates, improved customer service, fewer sick days and a positive company culture.  

In fact, research conducted by YouGov in May revealed that 49% of LGBTQ+ professionals would not work in a company that does not have LGTBQ-friendly culture. This is no small percentage of the population either. Between 2020 and 2022, the proportion of Gen Z Australians identifying as LGBTQ+ increased from 16 to 22%.

There are a number of steps that you can take to make your workplace more LGBTQ+ friendly. 🌈 Every company needs to start somewhere, so even by starting the initiative, you’re indicating to queer employees that you’ll meet them where they are. 

Building queer-inclusive is a great first step towards inclusiveness. By adopting terms and pronouns that reflect diverse gender identities and sexual orientations, businesses signal their commitment to respecting and valuing every employee. 

This practice extends beyond just using correct pronouns; it involves ensuring that all communications, from job descriptions to internal policies, avoid assumptions and stereotypes. 🤝 Providing training for staff on inclusive language can also foster a culture of awareness and empathy, helping to prevent misunderstandings. Inclusive language lays the groundwork for a workplace where everyone feels seen, respected, and supported.

In today’s diverse workplace, creating an environment where everyone feels valued and understood is more important than ever. Future-proofing your business by ensuring you’re using inclusive language can be a learning curve, and it’s perfectly okay to seek guidance. That’s why we’re excited to offer our Inclusive Language Poster, designed to support you in embracing and respecting each individual’s identity. 

Your workplace can create a culture of openness by hosting events and campaigns, but it’s important to go beyond surface-level gestures. Tokenism occurs when such actions are performed superficially or for show, without meaningful engagement or structural support. To avoid tokenising, integrate LGBTQ+ perspectives into the core of your workplace culture and decision-making processes. Ensure that diverse voices are genuinely represented and involved in shaping policies and practices. 

For example, is Mardi Gras the only time your business is supporting the LGBTQ+ community? Don’t wait for trending events. Real, authentic support is all year round. 🏳️‍🌈

Creating an inclusive environment involves implementing practices that minimise assumptions about gender. A great way to do this is by establishing gender-neutral bathrooms, which ensure that everyone, regardless of their gender identity, has access to safe and comfortable facilities. Additionally, consider adopting neutral language in documents and communications. For instance, using job titles and descriptions that do not rely on gendered terms and avoiding the use of pronouns unless explicitly necessary can help create a more inclusive space. 

These measures not only respect diverse identities but also show a broader commitment to creating an equitable and respectful workplace for all employees.

As leaders instigating meaningful change, it’s important we don’t just expect people to change their ways overnight. People are very often resistant to change, therefore investing in comprehensive training programs is essential for creating an inclusive workplace.

This training can cover a range of topics, including understanding diverse sexual orientations and gender identities, how to recognise unconscious bias, and how to use respectful language. Ensuring the training is not just a single session but an ongoing process, incorporating feedback and updates to ensure it is collaborative amongst all staff. 🙌 

If possible, involving willing LGBTQ+ employees in the development and delivery of training can ensure it is relevant and impactful. 

No one, or workplace, is perfect. When creating an inclusive workplace for LGBTQ+ individuals, it’s important to acknowledge and address any missteps or oversights. Mistakes, from language, policies, or behaviours, can and likely will happen. But it’s how you respond to them can significantly impact the inclusivity of your environment. 

When errors occur, take responsibility openly and transparently. Apologise sincerely and outline the steps you will take to correct the issue and prevent it from recurring. This approach not only demonstrates accountability but also builds trust and shows a genuine commitment to learning and growth. ✨

Leora is a workplace wellness platform that enables employees access to a network of accredited and experienced therapists. Through one connected wellbeing platform, users can schedule therapy appointments, seek immediate advice from qualified counsellors and utilise a library of wellness resources.

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