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In the spirit of Pride Month and as a part of the conversations around developing landscape diversity in the workplace, I imagine it is extremely vital to make use of this moment as an opportunity to explore how workplaces can higher support LGBTQ+ people. As a member of the LGBTQ+ community, I have experienced first-hand the challenges of the work environment. I can not help but reflect on the countless comments I’ve heard over the course of my profession – some well-intentioned, some just plain unwise – that made me think it might be easier and perhaps higher for my profession if I kept it a part my private identity. However, joining Xero completely modified my perception of it.
When I reflect on my coming out experience, I can confidently say that it was truly a unique and monumental moment in my personal and skilled journey. To set the scene, lets say a 26-yr-old man appearing on stage at a company-wide event, organically inserting a Beyoncé quote into my discussion. Well, this exact scenario led me to the spontaneous decision to disclose my sexuality to the entire room. This light-hearted inclusion went something like, “And if you didn’t already know, I’m gay.”
From that day on, the support from my colleagues was simply incredible. This experience also taught me a precious lesson about the impact organizations and their leaders can have in creating environments that not only encourage authenticity and difference, but actually have a good time them. At Xero, I am in a unique position that enables me to embrace my sexuality and bring my full, authentic self to work. I have been in a position to achieve this level of comfort due to the uplifting work environment and supportive people inside our organization – a standard that every one firms must strive to realize.
After learning about this experience firsthand, I spent a lot of time considering about what it takes to create a truly inclusive work environment, one where employees do not keep any a part of their identity to themselves and feel comfortable showing their true selves at work. I .
Celebrate and appreciate diversity all yr round
Throughout the yr, various occasions result in increased recognition of various groups – February is Black History Month, March is Women’s History Month, and June is Pride Month, among others. It is incredibly uplifting to be a part of an organization that values these moments as opportunities to have a good time progress, honor history, and acknowledge the diverse people inside the organization.
Every yr during Pride Month, I am reminded how vital it is to be a part of an organization that proudly supports each my community and me. Many organizations focus solely on symbolic changes, similar to updating social media logos, which are vital, but the efforts shouldn’t end there. For me, it is vital to acknowledge the progress we have made, reflect on areas of growth and opportunity, and use symbolic efforts like updating our social media logos to have a good time our achievements.
This sense of joy and acceptance during Pride Month got me considering: what more can organizations do to increase these vital discussions and celebrations beyond one month a yr? Truly inclusive workplaces recognize the value of making work environments that frequently track and have a good time diversity goals and achievements. While designated months provide great opportunities for additional engagement and recognition, leaders should strive to create a workplace culture that frequently values, recognizes and celebrates differences.
As a leader, one of the major ways I model this behavior is to expand conversations beyond work-related topics at any time when possible (and appropriate). If we wish to encourage people to have interaction in work, we’d like to create space for personal conversations. This includes being vulnerable and open to hearing about a colleague’s personal joys, similar to wedding anniversary plans or dreams for the future, and providing opportunities during team meetings or informal gatherings to share and have a good time these occasions. I clearly remember the moment when I shared details about my husband and our wedding anniversary at work and thought: it’s so normal and uplifting that I can share such an vital milestone with my colleagues. This further confirmed my considering about the importance of celebrating these personal facets of our lives to strengthen connections in the workplace.
Solving the problem of microaggressions in the workplace
As we have seen over the last few years, diversity and inclusion have been hot priorities in the workplace, including: many firms increasing attention to those initiatives. While this increased focus is a big step towards supporting more inclusive workplaces, the journey cannot stop there.
Despite the progress that has been made, microaggressions in the workplace are still a big problem almost one third LGBTQ+ employees reporting such experiences. Recognizing the impact of microaggressions, particularly on marginalized communities, is essential from each a personal and skilled perspective; in fact, a recent study showed this 50% of individuals affected would consider leaving their job. As leaders, it is critical to refrain from treating diversity and inclusion initiatives as check boxes or goals with end goals, but quite understand that this landscape would require consistent education and development to realize true inclusion.
Effectively dealing with microaggressions requires proactive leadership and accountability. Organizations must provide educational and awareness initiatives, similar to training and workshops, to point out employees learn how to understand and prevent microaggressions. Hooks is an example of an organization that stands out for its commitment to its employees, demonstrated in part through rigorous diversity and inclusion training programs. The company recently published a framework outlining its diversity and inclusion goals and areas of focus, which included diversity training for all employees and programs tailored to organizational roles. This initiative fostered significant change and helped promote inclusion among all employees.
Organizational leaders must lead by example by actively listening and, when appropriate, intervening in uncomfortable situations to teach others. Additionally, it is vital to search out personal education opportunities and take the time to learn from co-staff how certain situations or statements make them feel. This will give leaders greater insight into learn how to be more empathetic and higher in a position to model appropriate, inclusive behaviors.
While it could not all the time be possible (or convenient) to directly address co-staff engaging in microaggressions, consider promoting policies or reporting mechanisms that empower employees to answer and report such incidents. Employee resource groups (ERGs), worker-led programs in organizations that aim to advertise belonging and acceptance in the workforce, are also a useful gizmo for educating and informing others; 91% of organizations with lively ERGs say they have helped strengthen company culture. Consider supporting or offering to steer such groups if they do not exist already, as they function platforms for peer support and learning.
Build inclusion into your hiring practices
When evaluating candidates for recent positions, it is easy to get stuck in familiar recruiting patterns that focus primarily on education degrees, work experience, and measurable skill sets. However, this shouldn’t and can’t be the only factor taken into account.
Inclusive hiring goes beyond simply hiring people from diverse backgrounds to realize DEI goals. This process works to cut back biases that do circuitously impact job performance to make sure fair evaluation of all candidates. To do this effectively, organizations should consider taking steps similar to removing names and backgrounds from the application process to focus on skills screening or diversifying those involved in the interview process to avoid creating homogeneous panels. These steps not only allow for a fairer interview process, but may help firms achieve and sustain DEI goals.
Embracing diversity might help support innovation and creativity, while attracting and retaining top talent. Having a diverse workforce helps build connections and loyalty, each internally and externally. When you are in a meeting and take the time to go searching, it’s comforting to be around people from a similar background or individuals who have been through similar experiences or challenges as you. Whether it’s someone who grew up in your country or comes from the same non-traditional background as you, having a wide selection of diverse people making up your workforce might help employees feel a stronger sense of belonging.
While organizations have undoubtedly made significant progress in recent years in strengthening diversity, equity and inclusion efforts and initiatives, the journey is far from over. There is actually still room for growth and improvement in creating workplaces that are not only welcoming but truly empowering for LGBTQ+ people – and that starts with leadership.