LGBTQ+ inclusion has been a hot topic in the business world for a couple of years. Probably the biggest way it manifests itself is the annual collection of rainbow-coloured profile pictures and logos that fill the social media during the Pride month. For a couple of weeks, every organization wanting to embrace the modern mindset of open-mindedness and tolerance drum around the topic of LGBTQ+ tolerance before then putting it back in the drawer to wait for the theme month again next year.
Image Credits: James A. Molnar / Unsplash
While supporting the Pride movement by drawing the rainbow colours in the company logo is meant as an act of allyship, without any further actions it easily falls into the category of a PR stunt or, even worse, pinkwashing.
Instead of digging up the colorful logo once a year and posting it across social media, here are things every organization can do throughout the year to boost their LGBTQ+ allyship.
1. Make sure all your policies are LGBTQ+ inclusive
Are the people belonging in the LGBTQ+ community included in the very core of your Equality and Diversity policy? Are the organizational policies on things such as parental leave and pensions designed by taking into consideration the minority groups? Openly show your support by writing inclusion as a part of the organizational policies.
2. Train your personnel on LGBTQ+ matters
To make sure the policies are implemented in everyday work, it is crucial to have the personnel educated and trained in the LGBTQ+ matters. Encourage discussion and make sure the carefully written policies are implemented by personnel whose knowledge is up to date.
3. Incorporate gender-neutral language
While this may seem strange for many people, the gender-neutral language is a crucial step for gender and sexual minority groups. Use the gender-neutral “they/them” pronouns instead of “he/him” and “she/her” when not sure of the preferred pronouns, and stop asking about husbands and wives and opt for a gender-neutral “partner” to avoid accidental outings. Additionally, make it a company policy to list your pronouns in places like email signatures and the company page.
4. Create unisex toilets
By creating something as simple as unisex toilets your organization creates a safe zone to non-binary people who simply don’t fit in the limits of the traditional two-gender bathroom etiquette.
5. Promote and implement a zero-tolerance harassment policy
Actively create a working place where everyone feels comfortable being open about their gender or sexual orientation without having to be afraid of discrimination or harassment. Combined with policies, educating people, and offering your personnel clear stepping stones, you are on your way to more than using the LGBTQ+ allyship as a PR stunt.
