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How organizations can sustain LGBTQIA+ inclusion year-round

Pride Month 2024 highlighted a critical juncture for DEI, emphasizing sustained commitment to LGBTQIA+ inclusion. Organizations must adopt year-round DEI strategies, including meaningful policies, continuous learning, and regular feedback from LGBTQIA+ employees. True inclusion stems from a culture of belonging, where all employees feel safe and valued, ultimately enhancing organizational success and talent retention.

The original article was written by Veronica Calderon and published in HR Grapevine.

As we commemorated Pride Month in June 2024, the landscape of diversity, equity, and inclusion (DEI) in the workplace is at a pivotal juncture.

Organizations dedicated to DEI values are intensifying their efforts, while those with only a superficial commitment are stepping back. This stark contrast underscores the need for sustained commitment, supported by a well-established business case for DEI.

LGBTQIA+ individuals add a vital dimension of diversity to the workplace. By 2030, America’s workforce will be predominantly non-white, increasing the necessity to engage diverse talent, including LGBTQIA+ individuals. Nevertheless, research indicates there is significant room for improvement in LGBTQIA+ inclusion. The Human Rights Campaign Foundation’s recent report, “Equality Rising: LGBTQ+ Workers and the Road Ahead,” found that 26% of LGBTQ+ workers and 36% of transgender and nonbinary workers have sought new employment due to an unwelcoming environment, with 37% having actually left jobs for this reason.

Forward-thinking organizations understand that true inclusion comes from fostering a culture of belonging, where every employee can work without fear of discrimination or judgment. Implementing year-round DEI strategies that promote inclusivity, belonging, and advocacy creates a safe, valued, and empowering environment for LGBTQIA+ colleagues. While policies protecting gender identity and expression are crucial, it is the daily culture and interactions that make a significant impact. Here’s how to advance DEI efforts and strive for LGBTQIA+ inclusion every day of the year:

Drive support with meaningful policies and benefits

To foster true allyship and equity, organizations should establish policies and benefits that actively support their LGBTQIA+ talent. Providing benefits tailored to the unique needs and experiences of this community demonstrates a tangible commitment to DEI. However, these benefits must be thoughtfully designed to be truly inclusive.

LGBTQIA+ individuals are twice as likely to experience mental health issues compared to their heterosexual counterparts. Enhancing access to mental health resources that address these specific needs benefits all employees, particularly LGBTQIA+ team members. Offering free access to 24/7 counseling services, wellness programs, and other forms of support helps create a holistic and caring workplace environment.

Foster inclusion through continuous learning

With the increasing prevalence of remote work, the line between professional and personal lives has blurred. This presents an opportunity for organizations to foster inclusivity by encouraging open and honest conversations about life outside the office, even on potentially uncomfortable topics.

Truly inclusive workplaces allow for ongoing transparent discussions about how current events and personal experiences affect employees psychologically and emotionally at work. Instead of avoiding sensitive topics, managers can be trained to facilitate constructive conversations that build understanding and empathy among team members.

Implementing these strategies ensures that DEI efforts are not just a one-month focus but a year-round commitment, fostering a more inclusive, supportive, and productive workplace for all employees.

Read the original article in full here: Pride Month ’24 marks an inflection point for DEI. Here’s how organizations can sustain LGBTQIA+ inclusion