Creating a culture of workplace wellness for LGBTQIA+ individuals
It's June, so you likely see the Pride flag everywhere you look. You can see it on social media frames, company commercials, and hanging off the building across the street. America has come a long way recently in showing support for LGBTQIA+ individuals. However, we still need to see additional improvements in the workplace.
While many companies have made big promises, a gap remains in taking effective action to back up those promises. It's far past time to get serious about creating a culture of workplace wellness that is inclusive of everyone. Continuing to delay necessary action is hurting employees' mental health.
The current state of LGBTQIA+ workplace wellness
According to Mental Health America's State of Mental Health in America report, 5.8 million LGBTQIA+ individuals in America reported having a mental illness in the past year. This population's common challenges include anxiety, depression, posttraumatic stress disorder, low self-esteem, loneliness, and suicidal ideation.
The LGBT People's Experiences of Workplace Discrimination and Harassment report found one way LGBTQIA+ individuals try to avoid discrimination is by not sharing that part of themselves in the workplace. Twenty-five percent are not open about their sexual orientation or gender with anyone at work. In addition, around 50% are not open about being LGBTQIA+ with their managers. We need real change.
Everyone needs the opportunity to feel comfortable and confident at work. No one should feel the need to hide parts of themselves in this way. It can hurt people personally and professionally when they aren't comfortable being themselves at work.
LGBTQIA+ people may hide their true identity for several reasons. These reasons can include fear of bullying from coworkers, hurting their chance of promotion within the company, losing their job, and experiencing isolation from the group. They may not feel comfortable sharing about personal life at work for fear they will accidentally expose that part of their life. In reality, it's who they are and isn't something they should feel the need to hide.
While companies can quickly pay lip service to how they support LGBTQIA+ individuals, words are ineffective in transforming workplace environments. Instead, action is the key. People—internally and externally—need to see that your company provides a safe and equitable work environment.
Where companies are going wrong
There are a lot of good intentions throughout companies and the workforce. However, there are still obstacles to creating a culture that aligns. Here are some of the challenges companies face that need correction:
Using a one-and-done approach
Every company seems to have something to say during Pride month. But they keep silent for the remainder of the year. While it's helpful to show support when many people come together to support a single cause, don't stop there. Your message is meaningless if your company isn't consistently working to support LGBTQIA+ efforts. Your employees need to see the work matters to the company all year long.
Making generalizations
There is diversity within the LGBTQIA+ population. It's important to remember this as you interact with your staff and share messages with the public. A lack of understanding in this area can show a lack of representation at the table within your organization.
Even if you don't believe you have members of the LGBTQIA+ population in your organization, that may not be the case. Instead, it may be they aren't comfortable sharing that part of their identity at work. Work to find the representation you need to create meaningful change.
Lack of education
One obstacle to ending harassment of LGBTQIA+ individuals in the workplace is other employees aren't always aware of wrong behavior. The language has continued to change, and many people don't know what is considered acceptable terminology. This lack of education can result in them saying the wrong thing without realizing it.
Educating your staff on what is appropriate and acceptable is crucial. Even unintentional microaggressions, such as misusing someone's pronouns, can cause unnecessary stress. When a person feels they must constantly correct others in this area, it can take a toll on their mental health. Your company can help by training the entire staff on acceptable terminology and language.
Lack of open conversation
Getting your entire team on board with culture change is critical to the success of your work. Most people are not part of the LGBTQIA+ population. So, they may have questions to help them better understand how to support coworkers and others in the community. Create an environment where everyone feels comfortable asking questions to gain a greater understanding. You may need to facilitate conversations when providing education to ensure they are appropriate.
Tips for creating a culture of wellness for LGBTQIA+ individuals
When you focus on creating a culture that supports and values LGBTQIA+ individuals, you create a workplace culture that values everyone. As a result, you create a more unbiased environment for your organization with every step you take.
When your employees feel comfortable and supported in bringing their whole selves to work, it can positively affect their mental health and wellness personally and professionally. This comfort level can lead to increased productivity, reduced absenteeism, and higher-quality work. They are free to do their best work in a safe and supportive environment.
The following steps can help you start creating a culture change to support LGBTQIA+ employees in your organization:
Embrace parental leave policie
The United States needs improvement in parental leave policies. Pew Research Center is an organization sharing research-based information on the trends, demographics, and issues impacting the world. Their research found we are the only developed nation without a mandated national paid leave for parents. In addition, outdated policies and beliefs make it difficult for members of the LGBTQIA+ population to access leave or feel comfortable doing so.
According to the Organization for Economic Cooperation and Development (OECD), parental leaves fall into four categories. These categories include maternity, paternity, parental, and home care leave. Many people are familiar with maternity leave, expecting a mother to need time off work after bringing a child home. However, paternity and parental leave are far from common in the U.S.
The expectation only a woman giving birth would need time off is outdated and hurtful to your team. Providing parental leave to all employees—regardless of gender—supports employees and builds an equitable workplace culture.
In addition, it's essential to encourage employees to use these leaves as they are available. Employees need to feel supported in taking advantage of it. They shouldn't fear returning to repercussions from their manager. Your employees can tell when a manager doesn't want them to use the time even when they have it available.
Ensure spending aligns with company value
Look for ways to support LGBTQIA+ events and issues within your local community, the country, and the world. Make promises and follow through by choosing intentional action that backs your promises. For example, if your company supports equality for everyone, look for specific steps you can take to show you are serious.
Encourage employees to participate in local Gay Pride Parades or lobby to bring about significant change. Comb through the budget to see if your company is supporting and doing business with other companies whose values don't align with yours. Ensure your company is not putting money toward individuals, politicians, or anti-LGBTQIA+ companies. Your employees are watching the actions of the company to judge its integrity.
Provide equal pay and opportunities
Human Rights Campaign, an organization working for equality for LGBTQIA+ individuals, conducted an analysis and found that "LGBTQIA+ workers earn about 90 cents for every dollar the typical worker earns." The exact number varies based on the individual. For example, LGBTQIA+ People of Color, transgender, and nonbinary individuals earn even less.
The LGBTQIA+ People's Experiences report also shares that "over one in four (29.8%) LGBTQIA+ employees reported experiencing at least one form of employment discrimination (being hired or fired) because of their sexual orientation or gender identity at some point in their lives." The report also noted this discrimination included not receiving raises and promotions, schedule changes, and exclusion from events.
There is no room for a wage gap or limited opportunities in a company that values diversity, inclusion, and equity. Align management and spending to ensure your company is not contributing to the issue. Position and work performance are the only things that should impact employee pay.
Support your staff through education and training
Training has become an essential part of company benefit packages. Employees want to work for companies that support their personal and professional development. Helping people with skills and personal development builds trust and loyalty.
When you show employees you are working with them to navigate workplace-specific challenges; you can transform your workplace culture. For example, our Workplace Wellness programs teach practical ways to identify employee struggles. Your team also learns concrete skills they can implement right away to improve morale, collaboration, and results.
Investing in training shows your employees you support them and their growth. In addition, it can help them learn to align their life with their work, develop skills for a promotion, and improve the team environment.
Addressing the culture for the LGBTQIA+ population creates lasting change for all
Inclusive & Empowered: Redefining Feminism ←
How to Create a Path out of LGBTQIA+ Discrimination in the Workplace →
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