How Is Your Organization Supporting LGBTQ+ Employees?

You will have to let us know how it goes! 

Yes, agreed with Susie, please let us know how it goes!

Great question. This can start with the job advert that you post. We posted one recently that had a section specifically for this. It read: 
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Diversity and inclusion
At [Acme Ltd] we are committed to a diverse workforce that reflects our community and welcome applicants from all backgrounds. If you have any support or access requirements, please tell us when you apply so that we can assist you through the recruitment process.
--
Being mindful of the language that you use also helps, so using 'folks, friends, team' instead of ladies and gentlemen, guys etc. You might have a few people from the LGBTQIAP community read over your ad before you post it to ensure it's inclusive and inviting. You might also specifically use gender inclusive pronouns, e.g. the successful candidate will be a team player. They will....(instead of 'he/she' will)

You might also mention something in your ad about being an inclusive team?

There are many acronyms that represent the community. You can decide which to use as an organization. At the very minimum, make sure to include a + on whichever one you choose, as the + is a signal to include all. 

-LGBTQ+ - Lesbian, Gay, Bisexual, Transgender, Queer or Questioning 
-LGBTQIAP-  Lesbian, Gay, Bisexual, Transgender, Queer or Questioning, Intersex, Asexual, Pansexual 

Thanks for your question!

The IAP at the end represent, INTERSEX ASEXUAL and PANSEXUAL.
INTERSEX describes the roughly 1.7% of the population born with any of several variations in sex characteristics including chromosomes, gonads, sex hormones or genitals that do not fit the typical definitions for male or female bodies.
ASEXUAL describes those who have a lack of sexual attraction to others, or low or absent interest in or desire for sexual activity. This doesn't mean they don't have romantic attraction or have life partners with whom they cohabitate and love.
PANSEXUAL describes those who are not limited in sexual attraction with regard to biological sex, gender, or gender identity. For example someone who can be attracted to men, women, trans women, trans men, non-binary people and more

Firstly, it's awesome that you are looking to roll this out. One way way to start would be to invite your employees to add their pronouns to their email signatures. Explaining that adding pronouns is an act of allyship, to make it easier for those people who may be nervous to write their own, and show those who  may have transitioned pronouns that they are safe and included in your organisation.

I would present leaders with concrete information and data to support why the use of pronouns are important. Two high level reasons: using pronouns are a sign of respect and creates a sense of safety for the community. 

Another important thing to think about is not mandating the use of pronouns organizationally. Did I just type that?! Yep! Mandating the use of pronouns may cause someone to come out before they are ready or out them unintentionally. The use of pronouns in email signatures, Zoom profiles, etc. can be strongly suggested and note why they are strongly suggested. 

Firstly, I'm proud of you. Secondly, I have never transitioned so I can't offer advice from experience, though I have told my team members and employees about changing my pronouns and having top surgery. I would start with your direct employer and let them know that this is really important to you, that you are transitioning, that you would love their support during the transition and that you're happy to answer any questions they may have. It could be worth having some documentation to give them that they can read to understand what kind of support you may need and what the transition might involve for you (mostly from an emotional perspective). As an aside, you may also want to let your employer know at this time that you value your role in their organisation and the team etc.

Many employers won't understand what you might be going through, so let them know, (either in person or by giving them some information) so they know what to say, how to support you and how to let the rest of the team know. 

Depending on your level of comfort, when the rest of the team know, you might want to let them know a) how they can support you b) if they have any questions that you're happy to answer them.

Here are a few resources I found online that you might point them to:

• https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/employingtransgenderworkers.aspx
• https://hbr.org/2020/03/creating-a-trans-inclusive-workplace
• https://www.thehrcfoundation.org/professional-resources/trans-toolkit-for-employers

Another thought. I'm not sure of the size of your team. But after I'd told my employer about my top surgery and pronouns, I invited each of my team members for a short walk around the block and told them each 1on1, inviting them to ask any questions. This was easier than telling the whole group at once, and felt better than them finding out through our boss. If felt more personal to tell them each 1on1 and I could adjust how I told them depending on their personality type and questions they had. 

Great question. Yes you could, though would it be a role-play or simple an activity where people introduce themsleves and their pronouns? Asking what pronouns someone "prefers" suggests that their pronouns are a preference, rather than a fact. If yours are she/her, is that a preference or just simply what your pronouns ARE? I love that you're looking to be more inclusive in this way. For someone nervous to share their pronouns, it may be easier to start in writing (where someone's reaction isn't visible) then warm up to saying it out loud. 

Start all of your introductions with that as part of you introducing your name! "Hi, my name is Button and my pronouns are She/Her....." Then more than likely, others follow suit. Then if they don't, at least those in the room who are worried about being accepted and valued know who their allies are. And if you do ask about pronouns, just like Kit said above, skip the word "prefer", and say instead, "What are your pronouns?" or "Could everyone introduce themselves and let us know the pronouns that they use?"

If you're thinking that you may (as a female for example) share that your wife and yourself enjoy hiking on weekends, I think that's appropriate. Is that what you mean? Sharing a little of yourself to show you are a human is appropriate I think, but I'd be mindful about how personal you get so as not to make them uncomfortable.

Great question! 

If you have the desire to share your diverse background on a job application then go for it. I would recommend asking yourself why you want the employer to know this information about you. Is there benefit of sharing? Would knowing about your diverse background create a bias in the interview and hiring process? Mitigating bias in the job application and interview process is incredibly important.  Would sharing the information make you feel safer in the process? 

If you are being asked for specific demographic information on an application or in the interview process, the employer should state why they are collecting that information and what they intend to use the information for. 

Ultimately, I cannot give a distinct yes or no answer, but I hope this insight helped :-) 

I think it definitely depends on why you are wanting to share that information. If you feel like you want to share it, I don't see why not, because if it's an organization you want to work for then they will accept you for all that you are----even the you that you are, outside of the workplace. Not to mention, your diverse background most likely influences you, even in the workplace.

I also think a lot of diversity is silent. For example, no one knows I am bisexual when I interview. And I don't only want to be hired because I am a part of that community. But I do think that it can be complex to hire a diverse group of folks when much of diversity is unknown on a simple application. 

Bottom line, if an employer truly celebrates diversity I think they would be receptive of you sharing your diverse backgrounds and experiences. 

I don't, though I understand where you're coming from. The histories of these two movements are very different and I don't think they can be compared. They are both however movements for quality, inclusivity and human rights. 

Someone's sexuality and gender is 100% their information and up to them to share it with whomever they want when they are ready. It's wonderful that you want to be an ally, but this is not your information and therefore not appropriate to 'out' them. You will need to leave it to them to share this information with you when they choose to.

It is wonderful you are ready and willing to be an ally! I echo Kit, Someone's sexuality and gender identity is theirs and should be up to them as to when/if they share with others. A few posts down, I have listed some thought points about allyship, common roadblocks to allyship and a few specific ally tips. 

Yes we've come a long way, and there's still a long way to go. We can work together by being allies. By learning and researching as much as we can about oppressed minorities and making space for these voices. Practicing inclusivity in all ways. Actively checking our own bias and addressing systemic issues wherever we encounter them.

Is this a place where LGBTQIAP employees will feel included and welcome? How can we make it moreso? Do the other employees practice allyship? Have we audited our information to ensure it's inclusive, e.g. including pronouns, including non-binary options on documentation and processes, including unisex bathrooms, looking at the language we use, e.g "folks, friends, team" rather than "guys, ladies and gentleman etc" - then to look at marketing? Do we use only "Moms and Dads" in our photography ?

Love this question! Ally = Action. 
I want to share a few topics to think about in relation to active allyship and I will post a few specific tips in a second post.

Components of Active Allyship:

-Listen

-Educate Yourselves and Others

-Initiate Conversations (yes, they may be uncomfortable)

-Hold Yourself and Others Accountable 

-Amplify Voices 

-Speak Up and Out

-Understand Your Consumption 

Common Roadblocks to Allyship:

-Lack of Knowledge 

-Bias 

-Privilege (no understanding it, not leveraging it)

-Fear

-Low Confidence 
 

●Do not force anyone to come out; this is their journey, not yours.

●Call someone forward/in instead of calling someone out.

●Invest in organizational initial and continuing education; establish an organizational ERG.

●Sponsor LGBTQ+ focused organizations and events.

●Review workplace documents and policies for inclusivity.

●Greet groups of people with neutrality: friends, kids, group, students, company/team name, etc.

For me, an ally is someone that listens to understand and steps back to make space for those who have been marginalized and oppressed. There is always more we can do to understand the stories and journeys of those whose lives are different to ours. The more we learn, the more we understand how to listen, support and make space for them.