LGBTQI+ Workplace Inclusion: Tips for Conscious Employers

Many future-focused organisations have a growing awareness about the importance and value of Diversity, Equity & Inclusion (DE&I) for its positive impact on individuals’ work lives, performance, health and well-being. Conscious, inclusive employers are focused on creating positive workplace cultures, where all employees are valued, appreciated, and respected, regardless of their sexual orientation or gender identity. Part of this includes prioritising inclusion and support for LGBTQI+ workers.

A time for reflection

While many Australian employers have made great strides in breaking down bias and barriers in talent engagement and embracing gender equity, there are still emerging gaps to be addressed for LGBTQI+ team members. With Sydney WorldPride 2023 on the horizon, it’s an ideal time for reflection.

Understanding – or a lack thereof?

According to one of Indeed’s most recent, highly-comprehensive studies into D&I in Australian workplaces:

• 10% of workers identify as LGBTQI+
• 41% of workers say their employer has a D&I policy
• 33% of working-age Australians say their organisation has publicly supported or championed gender equality in the past.

However, additional report findings reveal: less than half as many LGBTQI+ employees think their organisation has become better at managing D&I since the pandemic, compared to other minority groups. What could be causing this misalignment?

It’s likely employers are still struggling to understand and respond to the unique issues and challenges experienced by those in the LGBTQI+ community, compared to other minority groups. This can make broad, general actions to support LGBTQI+ workers fall short in creating truly inclusive, equitable workplaces.

According to the report, nearly half (44%) of working-age LGBTQI+ Australians say they’ve experienced discrimination at work, which includes either a personal experience of discrimination or witnessing it happening to others.

These types of behaviours aren’t always overt or easy to spot. This is where conscious senior leaders can make a difference by being vigilant, informed, and action orientated to create positive change.

Shedding some additional light on this is another recent study by McKinsey on diversity and inclusion study. While many employers focus on supporting sexual orientation diversity, there is less focus and understanding of gender identity and expression.

For example, transgender adults are twice as likely to be unemployed compared to those who are cisgender. What's more, cisgender employees make 32% more money per year compared to transgender employees.

There is, however, a silver lining. Conscious senior leaders who care about creating workplace cultures of true D&I and belonging have the power to make a meaningful difference – and reap the D&I benefits of more engaged, higher-performing teams and organisational financial performance. It also strengthens organisations’ ability to spark employee innovation and navigate VUCA challenges.

How to do more as a conscious employer

It can take a coordinated strategy to ensure the different identities in your organisation, including those in the LGBTQI+ community feel a sense of inclusion and belonging. You may like to consider the following.

1.    Support broad initiatives with individual voices

Publicly displaying support for LGBTQI+ and diverse employees through D&I initiatives can play an important role in strengthening workplace culture. But giving every employee opportunities to be listened to, heard, and understood is equally valuable.

To gain a better understanding of the identities in your workforce, develop a deeper knowledge about their experiences, and form genuine connections, there are a number of avenues worth exploring. For example, surveys, one-to-one meetings, casual catch-ups, and Employee Resource Groups for LGBTQI+ employees. ESGs are a valuable opportunity to support and champion the voices of LGBTQI+ business leaders too.

Sarah Weaver, Associate Director for Accenture Group, states in Indeed's report: 'Pride networks are incredibly important but they really need to be backed by senior executive-level sponsorship and support so that it doesn’t just feel like it is an advocacy group. It should be a group that listens to the voices of LGBTQI+ workers and can make meaningful change happen within the organisation'. 

2.    Review talent engagement strategies

To ensure equal opportunity, reviewing and auditing your organisation’s hiring and employee development practices can provide valuable insights and create greater transparency. This can also allow senior leaders and decision-makers to identify trends that indicate conscious or unconscious biases that may impact the representation of LGBTQI+ employees – particularly valuable for those who are focused on executing a successful Environment, Social and Governance (ESG) strategy.

3.    Provide awareness training and address negative behaviours

Inclusion and awareness training for senior leaders, decision-makers, and throughout your organisation as a whole can have a meaningful impact. It can also help your organisation address damaging, negative behaviours – ranging from casual stereotyping and assumptions to unjustified exclusion and harassment.

Inclusion initiatives and practices work best when organisations take action based on insights, and are grounded in a culture of diversity, equity and inclusion. In referring to Indeed’s D&I report findings, addressing issues playing out among Australia’s LGBTQI+ workforce can be alleviated by employers doing more to champion and prevent the marginalisation of LGBTQI+ workers.

Julie Bale, CIO for EnergyAustralia, states: 'The difference we can all make is to participate and engage in the conversation about LGBTI+ inclusion. Change is made by those who show up, and we’re so fortunate in our organisation to have so many people who volunteer their own time to help make it a better place for all of us. As someone within the LGBTI+ community, I can tell you wholeheartedly that it means a great deal when people show up. Get involved. The reward is huge, and you’ll have a lot of fun'.

All in all, this has the potential to positively impact well-being, productivity, and performance – with rewarding flow-on effects on working relationships, career progression, and organisational performance. When team members have the respect, support and confidence of those around them, and are empowered by key organisational actions and initiatives, it creates the foundation for strong, healthy work relationships.

Meaningful relationships, mutual trust and respect are at the core of what it means for people to feel a true sense of inclusion and belonging at work. This goes a long way in empowering everyone in your organisation to embrace innovation and opportunities, regardless of differences.