In honour of LGBTQ+ History Month, we’re recognising the strides made in achieving equality and representation in the workplace. As we celebrate progress, it’s also crucial to acknowledge the barriers that LGBTQ+ individuals still face and the ongoing work needed to create truly inclusive workplaces. In this post, we’ll delve into the significance of LGBTQ+ History Month, explore ways to be a supportive ally in the workplace, and discuss strategies for fostering inclusivity for all.
LGBTQ+ History Month commemorates the history, struggles, and achievements of lesbian, gay, bisexual, transgender, and queer individuals. It’s a time to reflect on the contributions of LGBTQ+ activists, honour those who have fought for equality, and raise awareness about the ongoing challenges faced by the community.
One of the most effective ways to support LGBTQ+ colleagues is by being an ally. Here are some actionable steps to demonstrate allyship in the workplace:
1. Educate Yourself: Take the initiative to learn about LGBTQ+ history, terminology, and issues affecting the community. Understanding the challenges faced by LGBTQ+ individuals is the first step toward being a supportive ally.
2. Use Inclusive Language: Be mindful of the language you use and avoid making assumptions about someone’s gender identity or sexual orientation. Use inclusive pronouns and terminology that respects and affirms LGBTQ+ identities.
3. Advocate for Inclusive Policies: Encourage your organisation to implement inclusive policies and practices that support LGBTQ+ employees, such as non-discrimination policies, gender-neutral toilets, and diversity training programs.
4. Listen and Amplify Voices: Take the time to listen to the experiences and perspectives of LGBTQ+ colleagues. Amplify their voices, validate their experiences, and be an advocate for their inclusion and representation in the workplace.
Creating an inclusive workplace benefits everyone, regardless of sexual orientation or gender identity. Here are some strategies for fostering inclusivity for all employees:
1. Promote Diversity and Representation: Ensure that LGBTQ+ individuals are represented at all levels, from leadership positions to temporary staff. Celebrate diversity and highlight the contributions of LGBTQ+ employees.
2. Provide Safe Spaces: Establish safe spaces where LGBTQ+ employees feel comfortable being their authentic selves without fear of discrimination or harassment. Encourage open dialogue and create a culture of respect and acceptance.
3. Offer Supportive Resources: Provide access to resources and support networks for LGBTQ+ employees, such as employee assistance programs, LGBTQ+ affinity groups, and external organisations that offer support and advocacy services.
4. Foster a Culture of Acceptance: Cultivate a culture where differences are celebrated, and all employees feel valued and respected for who they are. Encourage collaboration, empathy, and mutual respect among colleagues.
As we commemorate LGBTQ+ History Month, let’s commit to breaking down barriers and creating inclusive workplaces where all employees feel valued, respected, and empowered to thrive. By being supportive allies and fostering a culture of acceptance, we can build a more diverse, equitable, and inclusive future for everyone.
Remember, creating an inclusive workplace is an ongoing journey that requires continuous effort and commitment. Together, we can make a positive difference and build a more inclusive world.
Download our FREE 2024 Market Guide to learn more about our commitment to inclusivity and our vision for an inclusive recruitment industry.
As part of Trans Awareness Month, we had an in-house chat with Kyran (he/him) – our Creative Consultant and Daniel(he/him) – Our ED&I Recruitment Specialist about what it means to be Trans and ways employers can make the workplace more inclusive for Trans professionals.
Kyran graduated from Staffordshire University gaining a First-Class degree in Computer Games Design (Hons), going on to specialise as a 3D Environment Artist. Fresh out of university, he found a taste of recruitment by joining Impact and is now loving every minute of it.
Outside work, you can catch him watching scary movies (most likely hiding behind a pillow), burying his nose in a good book, or volunteering.
Kyran shared his personal experience around self-discovery, coming out as Trans to his family/friends and medical transition. He also added that despite the initial shock, he was lucky to receive an overall positive response from his family as he acknowledges not all Trans people are fortunate to be in this position.
When asked why many cisgender people may find it difficult to ask questions about the Trans experience in order to not cause offence, Kyran advised that doing some research on Trans topics/issues is a good starting point – as well as accessing the relationship and boundary with the Trans individual you’re trying to engage e.g. are you a close friend, an acquaintance or stranger – as answering these questions helps understand what kind of question could be deemed too private, unnecessary or inappropriate. Ultimately, having a genuine, non-malicious and open mindset always helps!
Employers play a huge role in making the workplace safe and welcoming for their Trans employees and this could either take an active or passive form. Active support looks like working with charities or having gender neutral bathrooms whilst passive support could be as simple as adding pronouns to email signatures to reaffirm a more inclusive work environment.
Kyran added “To create more inclusive spaces for transgender employees, it is important to understand the challenges that transgender people face not only in the workplace but outside it too. There are many practices, big and small, the working world can implement for inclusivity and support. It is also important to note that each person’s gender identity journey is bespoke to them; open and comfortable communication is vital.
Work can be stressful enough as it is, let alone adding additional weight by feeling the need to suppress or hide aspect of who you are. The more we can craft a safe and comfortable working environment for trans individual to express themselves, without fear of discrimination or mistreatment, the better we will be.”
A big thank you to Kyran and the entire Team at Impact and we look forward to continuing this important conversation in our upcoming events. You can contact him directly via Kyran.taylor@impact-london.com.
If you are interested in joining our future discussions, please email daniel.asaya@impact-london.com
Getting started with trans inclusion in your workplace | Stonewall
Creating a Trans-Inclusive Workplace (hbr.org)
How can Employers create a racially inclusive Workplace?
A Roundtable Discussion for BHM
Impact’s Future Proofing Talent programme brings you another insightful roundtable session to celebrate Black History Month. This is a fantastic networking opportunity to connect and share bright ED&I initiatives with HR Leaders and Senior Directors within the creative and media industry.
A roundtable discussion to explore ways employers can create a racially inclusive workplace culture.
Thursday 27th Oct at 6:00pm – 7.30pm
Shoreditch, London
Who is it for?
This session is tailored towards HR Leaders and Directors with accountability for D&I in their organisations across the creative and media industries.
The session will be a balance of information and conversation from HR professionals with lived experiences and HR professionals accountable for D&I in the workplace.
Impact has a long-term commitment to ED&I and we understand the challenges faced by employers in creating an inclusive workplace culture whilst also having to influence and initiate the difficult conversations required to create positive change.
To register, please email daniel.asaya@impact-london.com