As we head into Pride 2023, it’s a good time for business owners to think about how they can support LGBTQIA+ people in the workplace, including both employees and customers.
Consider this: Latest Gallup PollCurrently, 7.1% of Americans self-identify as something other than lesbian, gay, bisexual, transgender, or straight. That number is double the rate in 2012, when Gallup first began measuring it.
A 2022 poll also found that one in five Gen Z adults identified as lesbian, gay, bisexual, transgender, or non-heterosexual.
And expand it to the broader LGBTQIA+ cohort? There are many people your business can have a better impact on.
However, in case you’re unfamiliar with this acronym, here’s what each letter means:
lesbian — Women who tend to partner with other women.
gay — Men who tend to partner with other men.
bisexual — someone who tends to partner with both men and women.
transgender — Individuals whose gender identity does not match the sex assigned at birth.
Queer/Questioning — either those who don’t have a rigid definition on the spectrum, or those who are unsure or seeking their own romantic direction.
intersex — Individuals born with sexual characteristics corresponding to both sexes.
asexual — Individuals who are not prone to partnering regardless of gender.
Plus (+) — Reserved to justify additional and potential future identities.
To support your community, it’s important to learn about the people in your community. If you’re unfamiliar with the different identities included in the LGTBQIA+ acronym, another resource might be helpful. Human Rights Campaign Glossary.
With that in mind, let’s see how a large multinational company can approach this kind of support. Next, we’ll look at some things you, as a business owner, can do to support your LGBTQIA+ employees and those involved in your business.
How does GoDaddy support LGBTQIA+ individuals?
GoDaddy is devoting resources to the major initiatives we will discuss below. At the core of this activity are her two groups. One is the Diversity, Equity, Inclusion and Belongings (DEIB) program. This program is an internal group that aims to continuously promote an inclusive and healthy environment within our company. GD Unitedto represent and celebrate the LGBTQIA+ community inside and outside GoDaddy.
For information on these initiatives and other information, 2022 Diversity and Pay Parity Annual Report.
How to support LGBTQIA+ employees in your organization
Today, some form of diversity and inclusion in the workplace is essential, make a big impact on employees and business. While some companies may lack the resources to sustain large-scale initiatives, there is always something you can do to tell your employees: Hey you belong And I’m glad you’re here.
foster a culture of education
As mentioned above, it makes sense that people might not be familiar with this. LGBTQIA+ Acronyms and Communities. No big deal. By posting this information in a prominent location, such as a bulletin board in the break room, you can provide employees with opportunities for self-development.
Consider including regular LGBTQIA+ content when distributing company updates via email, blog posts, or even paper newsletters. This gives employees the opportunity to self-understand new information, promoting learning and curiosity. It is important to amplify the voices of those in the community to educate others about their experiences.
And by cultivating an educational culture where everyone is allowed to work on their own terms, your team will be proud of their shared understanding.
Encourage LGBTQIA+ representation and support
As an organizational leader, what if you added pronouns to your email signature? Your employees will surely notice, and many may follow your example to support gender diversity awareness.
This is just one neat way to encourage LGBTQIA+ representation and support.
But the subtle way is not always the best way. Sometimes it is necessary not to question your position. For example, if a controversy surfaces in the news, he can tell the employee that he will always welcome LGBTQIA+ people within the organization.
maintain inclusive employment practices
If you haven’t already considered policies like anti-discrimination and equal benefits, now is the time to do so. You must articulate your company’s stance on LGBTQIA+ equality and benefits such as gender-affirming care, maternity benefits, and adoption leave.
Another consideration is to make your company’s stance on equal employment opportunity more visible.
For example, job sites like Indeed and LinkedIn may attract a fair number of solid applicants, but they have nothing to do with inclusivity. We encourage you to incorporate your commitment to inclusivity and equity directly into your job description and post your opportunities on her LGBTQIA+ job boards such as: pink job and LGBT.net.
Above all, avoid tokenism. No individual can or does speak for an entire community of people. Nor should you be made to feel that you are being used as a prop for someone else’s corporate or personal gain.
When members of the LGBTQIA+ community join your organization, it’s an opportunity to benefit from their skills and experience, not to earn points.
Listen to your employees
It is important to ensure proper listening strategies are in place so that you can hear and understand your employees’ experiences in the workplace. This gives us a sense of how people are feeling, whether they feel supported, safe, and at their best.
Consider sending employee surveys
Do this regularly, analyze the results and follow up. There is no better way to understand how to best support and help people than by simply asking.
It is especially important to prioritize addressing what may be allowing or enabling feelings of prejudice, discrimination or exclusion within your organization.
Follow the guidance of organizations representing your community
The Human Rights Campaign Foundation and other organizations Guidelines and recommendations Learn how best to support LGTBQIA+ employees and individuals, including important opportunities around benefits, culture and inclusion.
Provide opportunities to participate in the LGBTQIA+ community
Many people still don’t know that the LGBTQIA+ community is open and welcoming to people from all walks of life. There really is a place for everyone to join the community and support the community as allies.
If you’re interested in providing LGBTQIA+ volunteer opportunities for your employees, here are some organizations you can use: human rights campaign You can take on a variety of roles and provide the perfect role for your team.
Remember, this is also about having fun.
For example, if your local gay bar is hosting a karaoke night, why not reach out as a potential sponsor? give the opportunity to
Advertising can have a big impact on your business, of courseBut the smiles and laughter at work the next morning, and the sense of safety and inclusion it promotes, will be invaluable.
Finally, don’t forget your pride.
Events such as parades may be held for teams to participate in.check with the locals Pride Community Center to see what is happening around the city.If there is nothing, please peek at Google #Pride for everyone Using 360-degree cameras to record pride parades around the world, this experience is a cool watch party for your team.
How to support LGBTQIA+ customers outside your organization
Now that you’ve considered how to make your organization a safer and more inclusive place for your employees, let’s look at how you can create the same experience for your customers and others outside your organization.
let them know where you stand
This can be as simple as putting a pride sticker on your window or posting it on social media. You can use GoDaddy Studio. template Find posters you can design yourself or download and print below.
If you manage your listings online, you’ll find directories like this: Google and Yelp We provide instructions for designating your business as safe and friendly to the LGBTQIA+ community.
You can do the same with your business website.
in the almost In our section, we showcase all the work we do to support LGBTQIA+ people. If you’re ready to take your stand to the next level, create a microsite dedicated to your great work and attach your .gay domain to it.
Transitioning to gender neutrality
If you’ve ever waited anxiously in line for a bathroom, you’ll understand the beauty of gender-neutral toilets. The toilet is a magical place where practicality meets equality. Jokes aside, restrooms like this let customers know they’re not being judged based on their gender identity, and can create a safer, more supportive space for some.
It also serves as training wheels for those who are not yet familiar with the idea of gender neutrality.
While working on this matter, audit all customer communications, including signage, decorations, and advertising. When using gender-appropriate language, ask yourself if it’s really necessary.When to change him and her To they/them It doesn’t change meaning or intent, it’s the right thing to do. Alternatively, remove the pronoun entirely.
Partner with LGBTQIA+ organizations
Just as sponsorships create opportunities for employees, partnerships and cross-promotions give customers broader access to the LGBTQIA+ community. Not only that, but this could boost businesses that may exist in smaller niche markets.
Imagine this: You run a busy hair salon. Another LGBTQIA+-owned and operated boutique in town offers herb-infused exfoliants. You partner up and promote your products in salons.
When customers come in for style, they not only learn about great exfoliants, but also the stories behind the boutiques that bring them.
You can expand your offerings, your LGBTQIA+ partners reach a larger market, and your clients can learn about themselves while enjoying great skin.
maintain a safe space
Now that your business is set up to support LGBTQIA+ people, make sure you have a safe place. Stay on top of the latest trends and issues surrounding the community and don’t be afraid to show the latest embellishments and news clippings when needed.
But most importantly, be prepared to deal with harmful behaviors when they occur. That doesn’t mean you’re now a lifeguard ready to whistle and yell at criminals. Please use your own judgment. Set expectations about acceptable behavior in your business. You might be surprised at how much effort it takes to get people to join you.
Enjoy Pride 2023 Celebrations
We hope some of the strategies we’ve covered will help shape your business into a more inclusive place. And that’s why we celebrate. When you’re done supporting LGBTQIA+ people, go out and join the community. As you celebrate inclusion and diversity, keep your voices loud and strong and be sure to share a sense of well-deserved pride.