Five ways to welcome LGBTQ employees during Pride month

Five ways to welcome LGBTQ employees during Pride monthFive ways to welcome LGBTQ employees during Pride monthRegardless if youre the founder of your own company with a handful of employees, or a manager on a large team at a 500-person corporation, learning how to guide people to success is a big learning curve. While youll quickly discover that everyone flourishes differently, youll also begin to value your employees for their individual, unique qualities. Though you want to be mindful to keep your actions (and reactions) professional, its a smart idea to celebrate national holiday and awareness months, in an effort to show respect and kindness that boosts team morale. During the month of June, companies and managers have the opportunity to express their hilfe for the lesbian, gay, bisexual, trans and queer (LGBTQ) community in honor of Pride a positive stance against discrimination and violence toward people within the LGBTQ community. It is imperative that every member of your tea m feel comfortable at work. Managers must lead the way by consistently demonstrating kindness and tolerance of difference, Amy Cooper Hakim, Ph.D., industrial-organizational psychology practitioner and workplace expert explains. When managers support LGBTQ employees, they lead by example and let other employees know that discrimination and intolerance are leid accepted in the workplace. Managers encourage tolerance and inclusion and tischset the tone for the office through their direct behavior and interactions.Heres how to professionally support your LGBTQ employees this month - and every month.Include the word diversity in your mission statementIf youre the CEO of your company or you lead a large team, you set the standard for whats accepted, promoted and tolerated. And if you have the opportunity to write or contribute to the mission statement, Hakim says to make sure you center your internal guidelines around diversity, which of course, just means difference. In meetings, emphas ize the need to embrace different ideas, different positions, and different people from all backgrounds and sexual orientations, she shares. This open door policy from the get-go will help those within the LGBTQ community feel appreciated and comfortable in their workplace, which encourages them to not only be better employees, but happier, too. Let employees know theyll be respectedRegardless of your employees personal lives outside of working hours, sexuality isnt something thats included in your performance review and has no role in determining or holding back a raise or a promotion. Thats why Kate Sullivan, a business psychologist and career coach notes that its a managers responsibility to make it clear to all employees - lesbian or lesbian or gay or straight or bi or transgendered or questioning- that their orientation is a non-issue. Whether youre heterosexual, homosexual, bi, asexual, androgyne, trans, or any other permutation of human sexuality, it doesnt matter at work- yo ur professional identity is what counts. But since your sexual identification is part of who you are as a total human, any baggage associated with that inevitably comes to work with you, she notes. As a manager, demonstrate to your employees every day that its your skills, attitude, enthusiasm, and professionalism that matters on the job- not who you choose to date.Another thing that managers should note the days have passed when people could argue I dont binnensee color, or I dont see sexuality. That erases the experience that some employees want to embrace. Other employees may not want to. Either way, pay attention to what makes people feel respected. Instead of pretending differences dont exist, honor the differences and stay focused on teamwork.Have regular diversity awareness training sessionsJust like most companies mandate sexual misconduct training as required, you can do the saatkorn with diversity awareness sessions. These will help other employees within the company, incl uding those who work directly with LGBTQ employees, to understand their biases and to overcome them, if necessary. Invite external consultants or agencies to deliver these sessions. When a company pays for training, then the employees recognize that this is important, Hakim says. What should these sessions cover? Like above, consider budgeting for a trained professional and make sure the agendas are clear and productive. Sullivan suggests covering topics like discriminatory speech, derogatory terms, and normative language that might be making your LGBTQ employees uncomfortable in the workplace, and more. Offer clear and comprehensive benefits and leave policiesA (much-awaited) trend in many modern workplaces is offering family leave opportunities for not only fathers (since theyre becoming parents too), but for LGBTQ community members who are adopting or welcoming children into their households. Sullivan says by offering the same opportunities for everyone, employees will feel empow ered and appreciated by the higher-ups. Here, its not just the benefits that are key, but the way you word them, too. You want to be inclusive of all. Be sure that you offer domestic partner benefits instead of simply spousal benefits, if its feasible to do so, Sullivan says. Instead of maternity or paternity leave, consider offering parental leave that allows the non-birthing parent to take time with their new arrival, or that permits LGBTQ parents who are adopting to spend the necessary time during that complicated process, including giving time off for background checks, visits, paperwork, and bonding with the new arrival. Offer whatever assistance is possible to transitioning employees, including time off work and help with educating coworkers on terminology and new introductions.Support affinity groupsMany companies encourage affinity groups for employees. Google, for instance, has Gayglers. These affinity groups can be valuable sources of support, communication and job opportu nities for employees of different identities.During the month of June, you could plan something special for all employees, giving everyone the opportunity to show their support of their LGBTQ co-workers and friends. It shouldnt be mandatory, but Sullivan says it should be fun and tasteful. Consider company sponsorship and/or volunteering in your local Pride March in or near your city or organize a Pride Week event for employees of all identities to participate and celebrate diversity together, Sullivan explains. If youve already established support structures, resources, and possibly even an Allies group within your organization, this is a great way to get people together to understand and celebrate diversity- and if you havent set up an Allies group, this may be a good way to kick off those efforts.And remember dont call it a parade. Like Black History Month and Womens History Month, Pride is not purely celebratory it also acknowledges the struggle for equal rights. Many LGBTQ peop le wouldnt even call festivities parades many prefer to call them marches until equality for all has been reached within the community.