Are you harming your LGBTQIA+ employees?

In recent years, firms have taken steps to create more inclusive workplaces for LGBTQIA+ employees. But let’s be realistic — many still face discrimination, aggression, and a lack of real support from management.

One major obstacle? Low awareness leaders who have not done the inner work to heal their very own traumas, judgments and pain projections. When leaders lack self-awareness and personal development, it will possibly manifest in subtle or overt ways, further marginalizing LGBTQIA+ employees.

We’ve seen this occur recently with the downplaying of support for the LGBTQIA+ community during Pride Month. Instead of standing up for communities and demonstrating inclusivity as a value, many brand leaders have chosen to act on fear. They feared a conservative backlash could result in reduced profits, sending a message to their LGBTQIA+ employees that cash was more vital than their humanity. When we put short-term profit before people, everyone loses in the future.

Number of injured leaders

Unhealed leaders are those that behave in ways in which reveal their inner suffering. These so-called leaders may display unconscious bias, refuse to make use of someone’s correct name or pronouns, make insensitive jokes, or address a group of employees as if they were all cisgender and heterosexual.

A pacesetter who holds internal judgments toward transgender employees, in particular, may misgender them or ignore their concerns, making them feel like they do not belong and won’t ever belong. They may allow homophobic or transphobic comments or fail to implement non-discrimination policies. This creates fear, discomfort and isolation for LGBTQIA+ people, who may feel forced to cover who they are or be on constant alert.

Perpetuating harmful stereotypes, reminiscent of assuming that LGBTQIA+ people can’t be professionals or that their identity is a “lifestyle choice,” reinforces false and harmful narratives. An absence of support and resources can leave employees feeling unseen, unheard, and unable to actually thrive in their jobs. Ultimately, this impacts the bottom line.

The path to healing is also a path to inclusivity

For leaders, leveraging self-awareness and personal development is key to creating an inclusive workplace and a successful organization. This may mean in search of brain resources, attending workshops and working with a trauma-informed therapist to explore the darker points of their behavior. Recognizing and opposing internalized homophobia or transphobia is crucial in the healing process.

Leaders need to look at their deeply held beliefs and unlearn harmful narratives that were likely absorbed in childhood.

Developing empathy and understanding through education and exposure is also essential. Learning about LGBTQIA+ experiences, engaging in open dialogue, and actively listening to diverse perspectives can assist leaders higher support and promote these employees.

Creating an environment that encourages open discourse and learning is essential. This could include supporting worker resource groups (ERGs), facilitating engaging discussions, or engaging in ongoing activities inclusivity workshops across the organization. By fostering open communication and continuous learning, leaders can create a culture where LGBTQIA+ people feel safer sharing their perspectives.

Implementing inclusive healthcare services, gender-neutral facilities, and clear anti-discrimination policies are tangible ways in which leaders can act inclusively. These measures not only provide practical support, but also send a strong message that LGBTQIA+ employees are truly valued and respected from the top down.

The role of allies and supporters

For allies and advocates, recognizing the impact of poor leadership and acknowledging the harm caused by aggression and lack of support is step one. Speaking up and holding leaders accountable for instances of bias or discrimination, while advocating for inclusive policies, is essential to driving positive change.

But it’s not only about calling out bad behavior—allies and advocates must actively listen and amplify the voices of LGBTQIA+ people to make sure their perspectives are heard and their needs are addressed.

Fostering a culture of allyship and solidarity is key to sustaining progress. Allies can educate themselves, call out discrimination, and be vocal and visible in their workplaces and communities. By embodying inclusivity and solidarity, they will encourage others and create a domino effect that turns the tide toward inclusivity as the norm, not the exception.

Inclusive workplaces are more creative

If you imagine that a healthy company culture is vital to productivity and that innovation thrives on collaboration, you can do nothing simpler for your organization’s bottom line than to heal and challenge the rigidity of your own beliefs.

If you need to run a more financially sustainable organization, start by confronting and integrating your own trauma. Only then can you develop the self-awareness and empathy essential to create an environment where all employees can truly thrive. To cultivate a culture of mutuality, all of us must hold each other accountable.

The business case for inclusive workplaces goes far beyond simply checking a box or avoiding legal trouble. When employees feel valued and empowered, it unleashes a wellspring of creativity, innovation, and engagement that directly impacts the bottom line. Study after study has shown that diverse, inclusive teams outperform homogeneous ones because they draw on a broader range of perspectives, experiences, and approaches to problem-solving.

An environment where people feel psychologically supported to share their ideas without fear of discrimination fosters greater risk-taking, progressive considering, and ultimately the delivery of higher products and services that meet the needs of an increasingly diverse customer base. As if that weren’t enough, inclusive cultures result in increased worker loyalty, lower turnover costs, and a stronger employer brand—key aspects in attracting and retaining top talent.

So, prioritizing LGBTQIA+ worker inclusion is not only the right ethical thing to do; it is a powerful business imperative for any organization trying to gain a competitive advantage through wealthy ideas and engagement. whole workforce.