10 Essential Tips for HR Managers to Support LGBTQ+ Staff
As an HR manager, it's crucial to create a safe, inclusive, and welcoming workplace culture for all employees, especially those who identify as LGBTQ+. However, many managers haven’t had adequate training and support in how to create such an environment. To help you support your LGBTQ+ staff, here are ten essential tips that every HR manager should know:
Educate Yourself and Your Team:
To effectively support LGBTQ+ staff, it is essential that HR managers educate themselves and their team about LGBTQ+ culture and relevant issues. This includes understanding terminology, gender identity, sexual orientation, and the experiences and challenges faced by LGBTQ+ individuals in the workplace. By taking the time to learn about these issues, HR managers can overcome barriers to active allyship and create a more inclusive and respectful workplace culture that values and supports all employees.
Review Your Policies and Procedures:
HR managers should review their policies and procedures (including dress code!) to ensure that they are inclusive of LGBTQ+ employees. This includes adding protections against discrimination based on sexual orientation or gender identity to the employee handbook and making sure that the benefits and leave policies reflect the needs of LGBTQ+ employees. HR managers should also ensure that their policies are communicated clearly to all employees and that they are enforced consistently and fairly. Not only is this essential for supporting current employees, but it also will inform potential hires and new employees that this is an affirming place to work.
Foster an Inclusive Culture:
Creating an inclusive culture is essential to promoting a workplace that is supportive of LGBTQ+ staff. A simple first step can be inviting all staff to include pronouns in their email signatures. HR managers can foster an inclusive culture by promoting events and initiatives that support the LGBTQ+ community, such as Pride Month, and by ensuring that the company's diversity and inclusion statement includes sexual orientation and gender identity. HR managers should also actively seek feedback from LGBTQ+ employees to identify areas where the company can improve its inclusivity and support.
Provide Support and Resources:
HR managers should provide support and resources for employees who are struggling with discrimination, harassment, or other challenges related to their sexual orientation or gender identity. This can include an Employee Assistance Program (EAP) or access to LGBTQ+ support groups. HR managers should also ensure that all employees are aware of these resources and how to access them. Consider an Employee Resource Group (ERG) dedicated to LGBTQ+ employees.
Invest in Hiring Outside LGBTQ+ People for Training:
While internal LGBTQ+ staff may have valuable insights and experiences to share, it is not their responsibility to educate their colleagues about LGBTQ+ issues. The burden of educating others should not fall solely on the marginalized group. By hiring outside trainers, companies and organizations can ensure that their employees receive comprehensive and professional training from experts in the field. Additionally, outside trainers can provide a different perspective and a fresh approach to the training that internal staff may not be able to offer. This approach can create a more inclusive and welcoming workplace culture and prevent burnout and emotional labor for internal LGBTQ+ staff.
Establish Gender-Neutral Restrooms:
Establishing gender-neutral restrooms in the workplace is an important step in creating an inclusive environment for LGBTQ+ employees. This sends a clear message that all employees are welcome and that their safety and comfort are valued in the workplace. HR managers should ensure that these restrooms are accessible and clearly marked and that all employees are aware of their existence. Keep an eye out for anything that may be unnecessarily gendered in the workplace.
Use Gender-Neutral Language:
Incorporating gender-neutral language into communications and written materials is a small but important step in creating an inclusive workplace culture that prioritizes humans over habits. This includes using "partner" instead of "husband" or "wife," and "they" instead of "he or she." HR managers should also encourage employees to use gender-neutral language in their interactions with colleagues.
Accommodate Transitioning Employees:
HR managers should accommodate employees who are transitioning by providing resources and informed support during the process. This may include providing a safe and private space for employees to express their gender identity, and ensuring that all employees are aware of the company's policies regarding transitioning. HR managers should also respect employees' privacy and confidentiality during this process.
Allow Employees to Self-Identify:
Allowing employees to self-identify their gender and sexual orientation is an important step in creating an inclusive workplace culture. This can help HR managers better understand and address the needs of LGBTQ+ employees. HR managers should ensure that employees are comfortable with sharing this information and that it is not used to discriminate against or stigmatize them.
Address Discrimination and Harassment:
HR managers should develop and enforce a zero-tolerance policy for discrimination and harassment based on sexual orientation or gender identity. This includes training all staff on how to identify and report discrimination and harassment, as well as taking swift and appropriate action when incidents occur. HR managers should create a safe and supportive environment for employees to report discrimination and harassment, and ensure that all reports are taken seriously and investigated thoroughly.
Promoting an inclusive workplace culture that supports diverse gender and sexual identities is a crucial responsibility of HR managers. To achieve this, it is important to take a proactive approach. By implementing the steps below, you can create a workplace culture that values and supports all employees, regardless of their sexual orientation or gender identity. Remember, you don't have to figure this out alone! There are many DEI professionals, like myself, who are eager to support you and your team in fostering a more inclusive workplace. Don't let fear hold you back from being proactive today!
Hire someone to train your staff!
You don’t have to figure this all out alone! There are a plethora of resources available to HR managers and many folks with the expertise to support your organization’s learning. I have been providing training to schools and organizations for the last decade and have seen what progress can be made! If reading this article sparks something in you and you want to set your organization apart, reach out here.
Want to read more?
Check out my recent blog posts Overcoming Barriers To Active Allyship and 15 Ways to Support Trans People During Anti-Trans Legislation to learn more!
To download a PDF of gender and sexuality terms click here.
