Think anti-discrimination policies are the end all to making a workplace inclusive? Think again.
In recent years there’s been an influx in organizations striving for LGBTQ workplace inclusion. Arguably, most noticeable through the implementation of anti-discrimination policies. As of 2014, the Human Rights Campaign reported that of all Fortune 500 companies in the US, 91% had anti-discrimination policies based on sexual orientation and 61% based on gender. While these policies are essential components to ensuring all employees have workplace protections regardless of their gender and/or sexual orientation and illuminates the strides companies are taking to do so, this does not end discrimination.
In order for policies to be impactful, they must not only be put in place, they must be practiced. As of this year, 1 in 4 LGBTQ employees report having directly experienced some form of workplace discrimination at some point over the last five years (Out & Equal, 2017) . Organizations have to move beyond seeing policy creation as the solution to ensuring nondiscriminatory inclusive spaces, but rather as a piece to a much larger effort.
Seeing the bigger picture requires a look at organizational culture. Is there top-down support of anti-discrimination policies? Do those in leadership positions lead in modeling behavior and language that is inclusive to LGBTQ employees? Employees need to have a transparent system in place where they know how to report instances of harassment and discrimination. They need to see and hear individuals within their workplace express their support of an LGBTQ inclusive environment, and have clear communication from superiors and managers that work is a safe space to be their full self.
Studies show that 72% of LGBTQ allies are more inclined to accept a position at an LGBTQ inclusive organization over one that is not, given the positions are equal. As the need for finding and retaining top talent is a cross-industry push there are more eyes on inclusivity than ever before.
So, how do you ensure your organization adds up? Research shows that best practices for ensuring LGBTQ inclusion points to the need to make it a key organizational focus. This includes identifying how the organization will work towards inclusion, offering continuing education and training for employees, and reviewing meaningful data and statistics regarding the positive economical impacts LGBTQ inclusion has on employees, organizations, and consumers.
Need help doing this in your organization? Contact EnFocus Strategies.
EnFocus Strategies™ (EFS) is excited to announce the launch of our work in the LGBTQ Diversity & Inclusion space. We have been working for over a year and a half researching, identifying specific needs for LGBTQ D&I training and consulting and bringing together some of the most talented trainers and consultants with expertise in LGBTQ D&I workforce inclusion. We have assembled an amazing team to support organizations with their LGBTQ D&I journey.
In the competitive talent recruitment arena, companies must differentiate themselves through an inclusive culture and work environment. Creating an understanding of LGBTQ individuals, ensuring inclusive policies and engaging LGBTQ employees are some of the ways an organization can differentiate itself. EnFocus Strategies™ offers services that range from customized LGBTQ diversity & inclusion training to LGBTQI D&I strategy development to LGBTQ market engagement.
Does your organization want to start an LGBTQ employee resource group or ensure an existing group has impact both internally and externally? Does your workforce need to understand what LGBTQ means and the different facets within the LGBTQ community? Does your organization want to engage the LGBTQ community to bring more awareness to your brand? EnFocus Strategies™ can help you with these questions and more. Learn more about our LGBTQ Diversity & Inclusion services at http://enfocusstrategies.com/diversity-inclusion/home-di/
Contact us at email@example.com or 713-301-2266 to learn more about how the team at EnFocus Strategies™ can create a customized LGBTQ D&I strategy for your organization.
EnFocus Strategies has been involved in a groundbreaking community revitalization partnership involving Grant Me The Wisdom Foundation, Houston Center for Literacy, KIPP Public Charter Schools, Legacy Community Health Services, St. Luke’s United Methodist Church and the YMCA. We are highlighting some recent articles that highlight the work of the partnership.
I launched EnFocus Strategies (EFS) in 2012 with the goal of working with clients engaged in transformative work. I see EnFocus Strategies as a mission-based for profit working with organizations whose are positively impacting our community. My goal is to serve for profit and nonprofit organizations with a variety of services to help move ideas from vision to plan to action through implementation. I feel fortunate that my years of experience have engaged me in a variety of sectors including education management, financial services, nonprofit management, political, public policy, and management consulting. I am passionate about using my years of experience to make a difference for organizations.
Launching in 2012 with amazing clients has been exciting to see all of the good work in helping them move towards their vision and goals. I am grateful for a year of new beginnings and growth and look forward to the incredible work ahead.