Make change happen this Pride Month: 5 areas that need your attention

14 Jun 23 | Blog

June is Pride Month – marking the 1969 Stonewall Uprising, and the first U.S. Gay Pride Week, and March a year later. Today, it’s an opportunity to celebrate everything LGBTQ+, pay attention to past and present inequalities, and find ways to make the world more inclusive.

For people leaders, that means taking the time to assess your organisation’s inclusivity. It is time to work towards a workplace culture that celebrates, encourages, and lifts up all identities.

5 focus areas for improving LGBTQ+ inclusion

You’ll have seen a lot of business marking Pride Month – maybe with a logo change, new product, or temporary website redesign. That’s not necessarily a bad thing: a proud, public statement of support is a good start. But it’s not enough by itself.

Promoting inclusion is one part of creating an inclusive culture. Effective managers, HR teams, and business leaders need to back it up with their actions:

1. LGBTQ+ Initiatives

In our research with Robert Walters and other D&I specialists, we saw that 28% of LGBTQ+ and 50% of transgender employees don’t think their workplace offers any initiatives to make them feel included. That means missing out on financial benefits. One study found that organisations that introduced such initiatives “outperformed their respective sectors within 5 to 10 years”) but also on the best talent.

Ideas for your organisation:

      • Make sure your policies are inclusive. The Equality Act 2010 bans discrimination at work around sexual orientation, and your policies should enforce that
      • Consider your internal language use: consciously avoid gendered* and gender-coded** language in your policies, guidebooks, or job adverts
      • Communicate your stance clearly. Enforce the inclusive policies you’ve written by communicating them clearly, and often, to both employees and partners
      • Create support programmes. Assign allies or senior leaders to offer support, guidance, training, and a place to go if people feel unsafe or unwelcome
      • Consider using an external specialist. Bringing in a consultant or inclusion expert could help you set policies and deliver the required training

*Use “Parent/carer” instead of “mother/father”, and “they/them” instead of “him/her” etc.
**Consider the identity implications behind “committed and dependable” versus “confident and determined” 

 

2. Facilities & Resources

This research uncovered another disconcerting statistic. Compared to 19% of cisgender employees, 30% of transgender professionals reported that everyone in their workplace could easily access resources and facilities. It’s a good example of why being vocal isn’t enough – people need practical support too.

Ideas for your organisation:

        • Non-discriminatory bathrooms. Phase out ‘ladies & gents’ toilets. Introduce single cubicles or gender-neutral bathrooms so everyone has a space they feel comfortable in.

        • Support for transitioning employees. From offering additional leave, to making it easier to select and change their identity in HR systems, create “structural support” for your transgender employees.

        • Employee resource groups. Shared experiences, supportive atmospheres, and safe spaces are resources in themselves – so encourage and fund ERGs in your organisation.

        • More equal benefits packages. Include all identities in your parental/caring leave policies, consider if the benefits you offer relate to everyone you employ.

 

3.  Manager Support

Unsurprisingly, our research for the Diversity & Inclusion Strategy Report showed that managers play a big part in making people feel included – with over a third of LGBTQ+ employees feeling like their manager hasn’t made an effort to understand them:

 

“My employers never seemed to value me to the point I lost all confidence in myself. Despite asking for help, this was never given”

 

Ideas for your organisation:

        • Make all managers role models: from the language they use, to the way their team is treated, managers need to be taught to set an example for all others – and watch out for discriminatory behaviour.

        • Give them free training opportunities: as part of your line manager training, introduce expert guidance on how to approach scenarios related to LGBTQ+ issues.

        • Help them understand the benefits: from lowered attrition to attracting the best talent, make the benefits of an inclusive management approach clear.

4. Pay & Progression

An unsupportive line manager limits your progression and pay too – and we saw that compared to straight men, three times as many LGBTQ+ women didn’t feel confident negotiating their salary – even though just 38% felt it accurately reflected their work:

 

“I have previously worked for multiple managers who were very closed books and offered little in the way of encouragement and feedback, leaving me questioning whether it was worthwhile negotiating on salary.”

 

That’s reflected in national averages of pay too. LGBTQ+ employees are paid £6700 less than straight workers yearly, on average, and only half of the females in this group earn above the average UK salary – compared to 70% of straight males.

Ideas for your organisation:

        • Create a clear pay structure. Take away the guesswork for everyone. Consider ‘pay bands’ and a clear structure for reviews, so it’s not down to who shouts the loudest

        • Educate leaders to be aware of their bias. Unconscious bias or a blind allegiance to ‘culture fit’ could leave to discriminatory progression decisions, so educate against it.

 

5. Better representation

From our work with Robert Walters, it was clear that representation is an issue. Just a third of the whole LGBTQ+ community are at managerial levels or above. Moreover, a quarter of women in this group don’t recognise their organisation as taking steps to be representative.

Another issue is that 40% of LGBTQ+ employees aren’t out at work – a telltale sign that inclusivity has a long way to go (which is why Safety & Access is a key part of our D&I survey).

Ideas for your organisation:

        • Use inclusive recruitment practices. Find ways to encourage equality at all levels – from junior roles to leadership positions – in your job adverts and hiring practices

        • Make your office a safe space. Be firm about challenging discrimination – from microaggressions to serious incidents – and clear about your support for the community

        • Focus on inclusion as the route to diversity. Inclusion has to come first, or all your ‘diverse hires’ will want to leave – make that your goal.

If there’s one thing you do, start measuring inclusion

Diversity is the goal, inclusion is the method. If you really want to support the LGBTQ+ community in your workplace, it’s crucial to get a sense-check of how it’s going so far.

We can help you measure inclusion in a way no-one else can, with our Diversity & Inclusion survey. Get in touch today to find out more.

Time out

5 things that HR doesn’t have time for

There’s only so many hours in a day. And there’s even fewer working hours… in theory. But for a...
What does HR do for employees really?

Seriously, what does HR do for employees?

“Oops, watch out - HR might be listening” “Don’t tell HR I said that!” “I’m not sure HR would be...
Window with money behind

Pay transparency is business critical: here’s why

‘Competitive’. What does the word mean? What is it hiding? Do people writing job advertisements...
Not talking about money

3 reasons bosses avoid ‘pay chats’ (and how benchmarks help)

No-one actually enjoys talking about money, do they? Whether you’re the employee or their manager,...

Salary benchmarking by Qlearsite Pro

Whatever kind of people leader you are - HR professional, CEO, team lead, line manager - then...
Absence management software

Why (and how) to choose absence management software

If you’re a people leader, there’s a lot to keep on top of. And managing absence isn’t always...
Sickness absence management: a guide

Sickness absence management: the ultimate guide

In your organisation, do employees have to call in when too unwell to work - rather than send a...
What is absenteeism?

What is absenteeism, and why should you measure it?

Absenteeism refers to a pattern of unplanned time off from work, often due to sickness or other...
6 reasons to use a salary benchmarking tool

6 reasons to use a salary benchmarking tool

If you’ve been following our blog, you’ll have learnt what benchmarking is, what salary...
why benchmarking salaries matters

Why benchmarking salaries matters

It’s important to benchmark your organisation’s salaries for multiple reasons - like being able to...

Get a live demo
of the platform 

Anne Therese Bogen, Head of HR, Thommessen

"Qlearsite’s platform is a really helpful tool to push through OKRs – it’s easier when you have statistics and concrete evidence to back up initiatives."