Article: From Allies to Advocates: Empowering LGBTQ+ integration

Employee Relations

From Allies to Advocates: Empowering LGBTQ+ integration

How organisations can transform allyship into meaningful action to promote LGBTQ+ inclusion and equality.
From Allies to Advocates: Empowering LGBTQ+ integration

In today's fast-paced and ever-changing world, diversity, equity, and inclusion (DEI) have emerged as critical pillars for organisational success. Embracing these values is not only drives innovation and growth but also boosts employee engagement, leading to improved decision-making and adaptability.

True inclusion extends beyond mere recruitment of individuals from diverse backgrounds; it requires proactive measures to co-create an environment where everyone is respected and empowered to share their unique perspectives. When individuals feel valued, respected, and supported, they are more likely to exhibit productivity, collaboration, and commitment to their work. By adopting an 'inclusion first' approach, organisations not only attract top talent but also foster a culture of collaboration and creativity. 

Here are a few ways to make workplaces more LGBTQ+ inclusive.                                                                                      

Let the LGBTQ+ ERGs unite, innovate, and celebrate

Effective leadership entails actively promoting and supporting the establishment of LGBTQ+ Employee Resource Groups (ERGs) within organisations. By encouraging the formation of these groups, leaders create a platform for LGBTQ+ employees and their allies to connect, share their experiences, and collaborate on initiatives that foster inclusivity and equality. ERGs serve as catalysts for building inclusive cultures in the workplace, shaping team microcultures, and facilitating the inclusion process. Leaders who champion LGBTQ+ ERGs demonstrate their commitment to diversity, equity, and inclusion. They recognise the value of these groups in driving positive change, breaking down barriers, and raising awareness about the unique challenges faced by LGBTQ+ individuals. By actively supporting ERGs, leaders send a powerful message that diversity is not just tolerated but celebrated, and that all employees are encouraged to embrace their true identities.

Foster allyship

Encourage and educate allies to actively support LGBTQ+ inclusion efforts. Allies play a crucial role in challenging discrimination, advocating for equal rights, and creating a supportive environment for LGBTQ+ individuals. Foster a culture where allies are welcomed and their support is recognised and appreciated. Organisations should create channels for reporting and addressing bias to ensure a safe environment for LGBTQ+ employees. By implementing these strategies, organisations can cultivate a culture of allyship where all employees feel valued and supported, regardless of their sexual orientation or gender identity.

Establish inclusive policies and benefits

Develop policies that explicitly prohibit discrimination based on sexual orientation and gender identity. Offer comprehensive benefits that support LGBTQ+ employees and their families, including healthcare coverage, parental leave, and transgender-inclusive healthcare options. These policies create a foundation of support and inclusion.

Transform Allies into LGBTQ advocates

Leaders can also promote allyship by encouraging employees to become LGBTQ+ allies. Allyship training programmes can be conducted to equip employees with the knowledge and skills to support and advocate for their LGBTQ+ colleagues. The significance of Allyship is underscored by a Deloitte survey titled "LGBT+ Inclusion @ Work 2022: A Global Outlook," about 82% of questioned LGBTQ+ employees worldwide said that having an "ally" at work makes them feel more comfortable. Furthermore, leaders can establish mentorship programmes that pair LGBTQ+ employees with experienced mentors, fostering a sense of belonging and professional growth.

Although diversity adoption often takes a less direct path, the advantages will eventually exceed the drawbacks. A diverse workforce increases the employer brand by bringing a wider talent pool, unique perspectives, and higher levels of employee engagement. These various viewpoints and experiences encourage innovative thinking and creative problem-solving techniques. Diversity also enhances decision-making by taking into account all pertinent factors, leading to more informed and well-rounded decisions. The Tech industry in India has the potential to lead the way in fostering an inclusive work environment for the LGBTQ+ community. It is by transforming from allies to advocates that leaders can create policies, benefits, and programmes that support the LGBTQ+ community, setting the foundation for creating an inclusive workplace.

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Topics: Employee Relations, #PrideAtWork

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