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Ensuring proper LGBTQ+ representation across levels to reflect a diverse workforce.

Encouraging diverse recruitment practices for internships, part-time and full-time jobs.

Motivating employees to show support as allies not just during Pride Month but throughout the year.

Promoting the use of inclusive wordings and language at all levels.

Building a network for LGBTQ+ employees where they can avail support, guidance, coaching, and mentoring.

Hosting awareness campaigns and sensitization events to educate non-LGBTQ+ employees and break stereotypes and biases.

Working with members of the community to understand issues across the lifecycle and correct them on time.Celebrating key events associated with the LGBTQ+ community.While policies are the first step, to ensure a positive employee experience across an employee’s lifecycle at the organization, there need to be regular and impactful engagements and efforts from the organization to instill a true spirit of inclusion and diversity. Further creating a culture of acceptance and diversity, while celebrating different identities and capabilities.Īnd as has been seen by many inclusive workplaces, such policies also go a long way in helping LGBTQ+ employees do their best in the organization, thereby promoting both individual as well as organizational growth. Such policies are great at not just showing the organization’s commitment to making the workplace inclusive, but also help enhance the overall experience of all employees. Child Care Leave: Previously extended to only female employees, this leave now even applies to single male parents, transgender parents, and same-sex parents.

Adoption Leave: This leave applies to female, transgender, and same-sex couples adopting a child of five years or less.Newborn Parent Leave: The former ‘Paternity Leave’ has been renamed and extended beyond just male employees to include transgender as well as same-sex parents.

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Keeping in mind the diversity of families, they introduced a series of policies to safeguard the access to certain benefits by all employees: This needs to be the foundation to leading equal treatment of LGBTQ+ people and ensuring that your organization prevents systemic discrimination against them. To correct this, the first step that your organization must take is to create LGBTQ+ friendly policies. We can all agree that members of the LGBTQ+ community face innumerable challenges in the workplace. Listed below are some major steps that need to be taken to make your workplace truly inclusive. It requires real dedication to the task at hand, authentic motivations, and an honest drive to transform your organization as a whole. Moreover, with studies showing that LGBTQ+ friendly companies outperform others in the stock market, the incentive for organizations to become one of them is huge.īut the road ahead is not that simple. These conversations have sparked a need for actual change to be brought about by companies. For a long time, celebrations by corporations during Pride have mostly been about showing support rather than actually supporting the LGBTQ+ community in concrete ways. This Pride Month, there have been a lot of conversations surrounding superficial efforts made by organizations across the globe.