Amplifying LGBTQ+ Inclusivity in the Workplace

A Call to Action: Fostering Inclusivity and Acceptance in the Workplace- Harnessing the Power of Small Actions for Big Change

5 TAKEAWAYS

LGBTQ+ workers face discrimination and underrepresentation: One in 10 LGBTQ workers face discrimination, with LGBTQ employees of color experiencing even more challenges. The LGBTQ+ community is underrepresented in the workplace, especially at senior levels.

Trans employees face unique barriers: The trans community is more likely to experience sexist jokes and feel unable to talk about their life outside of work, leading them to consider leaving their company.

Inclusive policies and practices are necessary: Companies need to implement policies that protect and uplift LGBTQ+ employees, such as inclusive h.ealthcare policies, equal opportunities for advancement, and addressing discriminatory practices.

Consumer purchasing power can influence corporate behavior: Supporting companies that prioritize LGBTQ+ rights and divesting from those that don't can help create a more inclusive corporate landscape.

The fight for LGBTQ+ rights and visibility is ongoing: Beyond Pride Month, we must continue to advocate for change in the workplace and hold employers accountable. Let's ensure that our workplaces are not just tolerant of the LGBTQ+ community, but actively advocating for, protecting, and celebrating them.

In my previous post, I discussed the importance of fostering inclusivity and acceptance in the workplace for the LGBTQ+ community. As we continue this conversation, it's important to consider some alarming statistics that highlight the challenges and barriers that LGBTQ+ individuals face in the workplace. In this post, I will reference the article "Supporting LGBTQ+ Employees in Pride Month and Beyond" from mrniceweird.com and share some additional statistics to support our argument for creating inclusive and respectful workplace cultures.

According to a survey from the Williams Institute at the UCLA School of Law, one in 10 LGBTQ workers face discrimination, with LGBTQ employees of color being more likely to experience verbal harassment and job rejection. The LGBTQ+ community is underrepresented in the workplace, especially at more senior levels. As a result, many feel like an “only” at work and are more likely to experience microaggressions.

The trans community faces some of the sharpest barriers in the workplace. They are twice as likely to hear sexist jokes about people of their gender, for example, and three times likelier to feel they can’t talk about their life outside of work. That translates into being much more likely to think about leaving their company.

In a study by McKinsey & Company, it was found that LGBTQ+ women are more underrepresented than women generally in America’s largest corporations. Just four openly LGBTQ+ CEOs head these corporations, only one of whom is female and none of whom is trans.

These statistics underscore the importance of creating inclusive and respectful workplace cultures for the LGBTQ+ community. As we continue to advocate for change in our workplaces, let's remember the challenges faced by our LGBTQ+ colleagues and work together to create a more inclusive environment for all.

With these statistics in mind, it's clear that the fight for LGBTQ+ rights and visibility extends beyond just Pride Month, reaching into the daily practices and ethos of corporations and businesses. Our workspaces must do more than just 'tolerate' us. They must celebrate us, uplift us, and fiercely protect our rights. When companies fail to do this, they propagate a system that allows discrimination and queerphobia to persist. This Pride Month and beyond, we must challenge this status quo.

For those of us in positions of influence within corporations, we must use our platforms to foster change. We must demand policies that protect and uplift our LGBTQ+ colleagues. That might mean advocating for more inclusive healthcare policies, ensuring that LGBTQ+ employees have the same opportunities for advancement, or challenging discriminatory practices when we see them. Similarly, we must hold our employers accountable.

Our purchasing power as consumers can also be a powerful tool in influencing corporate behavior. By supporting companies that prioritize LGBTQ+ rights and divesting from those that don't, we can help shape a more inclusive corporate landscape.

Even as we reflect on the adversity we've faced, we also remember the victories. The joy of seeing our community represented authentically in campaigns. The pride in raising millions of dollars for LGBTQ+ causes. The comfort in knowing that we're making strides towards a more inclusive world. Yet, our work is far from over. For every corporate giant that stands with us, there are others that stand against us, or worse, remain silent.

In the face of this, we must stand strong. As Senator Murphy so aptly said, “Symbolism is important, but it’s not enough." As we stand at the threshold of Pride Month, I urge you to remember that this fight is ongoing. This Pride Month, let's ensure that our workplaces reflect the same level of commitment and allyship that we expect to see from them during Pride. Let's ensure that our workplaces are not just tolerant of the LGBTQ+ community, but are actively advocating for us, protecting us, and celebrating us.

As an active member of the LGBTQ+ community and the founder of Mr. Nice Weird, I commit to continue using my platform to advocate for our community, and I encourage each one of you to do the same in your respective spheres of influence. Remember, our collective voice can and will make a difference. Stay proud, stay loud, and let's make our collective voices heard in this Pride Month and beyond.