what does an LGBTQ+ inclusive work culture look like?
Every Pride Month we see brands throughout the hospitality industry and beyond draping their logos in rainbow colours and acknowledging the LGBTQ+ community’s history, achievements, and ongoing fight for equality. But what goes on behind a business’ closed doors is just as – if not more – important as any public declarations of support.
So, what does an LGBTQ+-inclusive work culture look like? According to Inclusive Employers, “inclusion in the workplace is about ensuring that everyone feels valued and respected as an individual.” It means going beyond policies and benefits to create a welcoming, supportive environment where everyone feels valued and can thrive authentically, driving acceptance and innovation.
Of course, creating an inclusive work culture is a continuous journey lasting well beyond Pride Month and requiring commitment from everyone in your organisation. But, as a starting point, here’s what to aim for (and what to avoid).
Photo by Raphael Renter via Unsplash
aim for…
1. visibility and representation
Representation matters – as well as inspiring colleagues’ confidence that they can bring their authentic selves to work, it demonstrates to prospective candidates that your company values diversity and inclusivity. Make sure LGBTQ+ people are visible at all levels of your organisation, including (and importantly) in leadership roles.
2. ongoing education
Promote respect, reduce bias and foster inclusivity by regularly educating all employees on LGBTQ+ issues – including but not limited to the correct use of pronouns, understanding gender diversity, and recognising microaggressions. This will help you create a supportive workplace where all employees feel valued and understood, enriching overall company culture and productivity.
3. safe spaces
Create safe spaces where LGBTQ+ employees can express themselves without fear of discrimination. These could include both formal structures, such as:
Employee Resource Groups (ERGs) or Affinity Groups – made up of people who share a common identity characteristic, these employee-led, employer-recognised groups can offer a platform for networking; resources for mentorship; training for professional development; and the opportunity to advocate for inclusion, diversity and other efforts that benefit employees, e.g. Pride networks
Mentorship programmes – structured programmes where LGBTQ+ employees can seek guidance and support from more experienced colleagues
Counselling services – access to mental health professionals who have knowledge of and are sensitive to LGBTQ+ issues, often available through Employee Assistance Programs (EAPs)
And informal structures, such as:
Support groups – informal gatherings either in-person or online via private, company-sponsored forums or chat groups (possibly where employees can connect and share resources anonymously), offering LGBTQ+ employees the opportunity to discuss their experiences and offer mutual support
Social events – regular gatherings or informal meetups that allow employees to network and build community in a relaxed setting
Safe zone training – programmes that educate employees about LGBTQ+ issues and designate certain areas or individuals as ‘safe zones’ for open and supportive conversation (check out Safe Zone Project to learn more)
Inclusive practices – open-door policies encourage an environment where all employees feel comfortable approaching management with concerns related to discrimination or inclusivity.
4. inclusive language
As Deloitte writes, “Inclusive language is the recognition that words matter and that word choice can be used, intentionally or unintentionally, to include or exclude others.”
They offer these general guidelines:
“Use people-first language that centers on the individual rather than their descriptor”
“Set aside any assumptions about the background and preferences of others – use neutral words related to gender, sexual orientation, and other distinguishing qualities”
“Consider the historical context and implications of words and phrases”
“Listen to others when they share words or phrases they find harmful”
5. responsive policies
Have clear, responsive policies to address discrimination or harassment. Ensure that complaints are taken seriously and addressed promptly.
avoid…
1. tokenism
Avoid using LGBTQ+ employees as diversity tokens or solely for marketing purposes during Pride Month. Genuine inclusion means valuing their contributions year-round.
2. assumptions and stereotypes
Catch yourself before you make assumptions about someone’s identity or experiences. Stereotyping can be harmful and alienating.
3. ignoring intersectionality
Recognise that LGBTQ+ people have diverse identities that intersect with race, gender, disability, and more – an inclusive culture addresses these intersections holistically.
Looking for guidance on how to make your company culture LGBTQ+-inclusive? mum’s industry network includes equity and inclusion specialists with loads of hospitality experience – get in touch for an introduction.