LGBTQ+ Inclusion at Work: More Than Just a Mandatory Rainbow Logo
Workplace discrimination affects two out of five LGBTQ+ employees, stifling innovation, reducing morale, and harming company reputations. Fix it.
A Startling Reality
Imagine walking into work every day wearing a suit of armor, not because you're headed to a medieval battle, but because you’re preparing for the daily microaggressions and outright discrimination just because of who you are. Sound exhausting? It is. And yet, this is a day in the life for many LGBTQ+ employees, with two out of every five experiencing some form of workplace discrimination. This isn’t just wrong; it's a failure of corporate culture at its core.
Why This Should Concern Everyone
Diversity Isn't Just a Buzzword—It's Essential for Innovation
For those of us who relish a pepperoni pizza, imagine if someone decided pepperoni pizzas could only contain one easy-to-find, universally palatable ingredient like, well, cheese. Sure, it’d still be a pizza, but how boring would it be? Just like ingredients add unique flavors to a dish, diverse perspectives fuel innovation in business. The exclusion of LGBTQ+ workers or the failure to create an inclusive environment doesn't just harm those employees, it stifles creativity and reduces the variety of insights, which are crucial for problem-solving and innovation.
Discrimination Affects the Bottom Line
It's not just about being 'nice' or 'fair'. Companies that fail to address discrimination face higher turnover rates, increased absenteeism, and lower employee morale. This translates to cold, hard cash lost due to reduced productivity and increased training costs for new employees. If that doesn’t cause corporate leaders to sit up and pay attention, what will?
Brand Reputation at Stake
In the hyper-connected age of social media, a company’s reputation is never more than a viral tweet away from potential disaster. Organizations perceived as non-inclusive can suffer lasting damage to their brand image, impacting consumer perceptions and, ultimately, profitability. Remember, customers, today want to align with brands that reflect their values.
Ultimately …
Look, I hate that I have to lay this out, but fundamentally, we should just let people be people, whatever type of people they choose, are born, or just want to be. It’s a sad indictment that this is still, in this day, a topic I have to write about.
But, but, but …!
Some may argue, "Shouldn't private businesses have the right to set their workplace policies?" Absolutely, but within the bounds of ethics and legality and not being-a-dick. Discrimination based on sexual orientation or gender identity is not only unethical (and dick-ish) but also illegal under many regional laws and inherently wrong by modern ethical standards.
Others may caution about the "costs" associated with implementing non-discriminatory practices, like training and policy adjustments. However, the investment in an inclusive workplace is just that—an investment. One that pays dividends in employee loyalty, innovation, and broader consumer approval.
Towards a More Inclusive Tomorrow
The facts don’t lie: two in five LGBTQ+ workers facing discrimination is not just a statistic; it's a wakeup call. It challenges us to reflect on the core values that define our business practices and our societal norms. More than plaques and pride month logo changes, companies must integrate sincere, systemic change that embeds diversity and inclusion into the DNA of corporate culture.
What Can We Do?
Let’s start by educating staff at all levels on LGBTQ+ issues. Incorporate real commitments into strategic objectives rather than just adding rainbow flags to company logos one month a year. Create a culture where discrimination is as socially unacceptable as showing up to a job interview in pyjamas. It’s time to shift from merely symbolic support to actionable advocacy.
Ultimately, the goal is not just to avoid discrimination but to create an environment where all employees, regardless of their sexual orientation or gender identity, feel genuinely valued and able to contribute fully. Because, really, isn’t that what everyone wants at the end of the day? A place where they can work, thrive, and maybe have some pizza - with any damn topping we choose?
End Notes
Events
A few cool looking events appeared on the Slack channel this week, here’s a couple:
Employee mapping. Helping you understand the ‘moments that matter’. (Thursday , May 30th, 11AM PST/2PM EST (~1 Hour))
Talent Collective is hosting a virtual webinar on Women's Pay Equity (Thursday 5/23 - 11:00 AM - 11:45 AM PDT)
Good Reads
Some highlights from the #good_reads channel:
Pay transparency - A hot topic for sure. A post based on US trends around this, but worth a read anyway.
Mastering the art of constructive feedback. A good newsletter post from Zainab about constructing feedback and how to avoid behaving badly.
J/K
Something fun to lighten your day (and get you to read the bottom of the newsletter!). If you’ve found something fun you’d like to share, then please send it over!
