LGBTQ+ employees often navigate microaggressions in the workplace. “Microsupport,” such as including pronouns on name tags at events, signals support and can help reduce microaggressions. Companies like Linklaters have initiated reverse mentorship programs to deepen senior leaders’ understanding of LGBTQ+ issues. Displaying visible symbols of support and encouraging employees to do the same inspires confidence in your commitment.
Education is crucial for ensuring that LGBTQ+ commitments are lived throughout the organization. Employee training, including during onboarding, can reduce microaggressions, root out unconscious bias, and address inappropriate behaviour immediately.
Building an inclusive organization starts with recruiting and hiring a diverse set of employees. Blind resume screening can help reduce unconscious bias. Rigorous management of the talent pipeline involves tracking representation at every level and tailoring interventions accordingly.
By embracing these practices and more, we can make significant strides toward creating more inclusive and supportive workplaces for LGBTQ+ individuals. This Pride, let’s celebrate the progress made and commit to the ongoing journey of inclusion and equality.