Be sensitive and respectful to all gender orientations and identities and don’t make assumptions.
Consider mentioning some of the activities that are happening locally, nationally and worldwide.
Raise awareness among employees that June has been designated LGBTQ Pride Month by posting signs, sending memos or making announcements at regularly scheduled meetings.
If you don’t have gay, lesbian or transgendered coworkers or acquaintances, read up about them or speak with friends or family members who know more than you do.
Educate yourself on the LGBTQ population, not what you’ve learned from bathroom jokes, religious condemnations or media stereotypes.
Here are eight actions employees and employers can consider to help create equality for LGBTQ workers: LGBTQ+ employees may also face hurdles qualifying for parental leave.Īlthough we’ve come a long way since the 1960s, we still have a long way to go to abolish ignorance, harassment and discrimination in the workplace.
Fewer than two-thirds offer trans-inclusive healthcare coverage.
Only about half of Fortune 500 companies provide benefits for domestic partners.
Company policies can make life harder for LGBTQ+ employees.
One in five respondents had to come out multiple times a week, and one in ten said they had to come out on a daily basis.
Nearly half of LGBTQ+ respondents reported having to come out at work at least once a week during the previous month.
People who are open about being LGBTQ+ often have to come out repeatedly.
One reason: existing gender discrimination.
Only 56% of LGBTQ+ women are out with most colleagues.
One in five of the LGBTQ+ senior leaders we surveyed is not broadly out at work.
Only one third of LGBTQ+ survey respondents below the level of senior manager reported being out with most of their colleagues.
Coming out is especially challenging for junior employees.