5 ways to support LGBTQ+ employees

Establishing a safe and inclusive workplace for LGBTQ+ employees is an essential part of promoting a culture of respect, innovation, and productivity within an organization. Finance leaders and executives are pivotal in championing key inclusion initiatives and setting precedents within their firms.

“By actively championing diversity and inclusion initiatives, allocating resources for training and support programs, and holding all employees accountable for creating a respectful and inclusive environment, [leaders] can set a powerful example and drive meaningful change,” said Melanie Knight, ACMA, CGMA, partner at KPMG UK, and UK Ally Lead Sponsor of her firm’s internal LGBTQ+ employee network.

Organizations should strive not only to implement wide-ranging diversity and inclusion policies but also to promote awareness and education among all employees about the behaviors that can make their LGBTQ+ colleagues feel alienated or even threatened.

“Broadly speaking, these [behaviors] can range from blatant discrimination to subtle microaggressions, impacting well-being and productivity,” Knight said.

Effectively supporting LGBTQ+ employees requires a multifaceted approach, including being explicit about inclusion through clear policies, comprehensive education, supportive infrastructure, and a culture of allyship.

Here are some ways to begin.

Explicitly document and share policies for inclusion

Clear, specific, and inclusive policies are a foundational step in supporting LGBTQ+ employees. Furthermore, it is vital to regularly review and update existing policies — including those related to nondiscrimination, harassment, and equal opportunities — to ensure they are inclusive and nondiscriminatory.

“Do you have a specific diversity and inclusion statement or a nondiscrimination statement, and does it include LGBTQ+ identities?” asked Brittany Rockelle Brashear, Ph.D., lead manager–Diversity & Inclusion, LGBTQ+ Initiatives at AICPA & CIMA. “If it doesn’t, then consider updating [it] to be more inclusive”

Having the policies and inclusion statements are not enough in and of themselves, however. Employees must be made aware of them, and they need to be put into practice.

“Staying informed about evolving legal and social issues related to LGBTQ+ rights is essential for maintaining a truly inclusive workplace,” Knight said.

Provide education and training

Given the importance of education in fostering an inclusive workplace, Brashear highlighted the need for training programs that educate all employees about LGBTQ+ issues.

She said that LGBTQ+ employees should not be tasked with educating their colleagues unless they volunteer for the assignment. While some LGBTQ+ employees may be happy to act as educators, it should not be assumed that all would be comfortable in such a role.

Brashear recommended bringing in external trainers who specialize in LGBTQ+ inclusion and can provide expertise and a fresh perspective. The training should cover topics like understanding different gender identities and sexual orientations, recognizing and addressing microaggressions, and promoting allyship.

Consider also that different generations may have varying levels of comfort and familiarity with LGBTQ+ topics, which can affect their experiences in the workplace. “Younger employees, particularly those from Gen Z, often expect and demand higher levels of inclusivity and may be more vocal about their needs. They tend to be more open about their identities and more knowledgeable about LGBTQ+ issues,” Brashear said.

Baby Boomer and Gen X employees might not have had as much exposure to inclusive practices and may feel less comfortable discussing these topics. “It’s important to provide tailored education and support that meets employees where they are,” Brashear advised.

She suggested that this can include offering generationally targeted training sessions. It could also mean creating mentoring programs where employees of different generations and backgrounds are paired, giving both the chance to learn from each other.

Create a supportive environment

It is important to consider the physical infrastructure of the workspace as well as the expectations and benefits offered to reflect the organization’s commitment to inclusivity.

“Ensuring access to gender-neutral restrooms and offering inclusive health insurance plans that cover same-sex partners and families are … essential for demonstrating genuine support,” Knight said.

Brashear also emphasized the importance of gender-neutral restrooms and suggested degendered dress codes. “Ensuring that these basic necessities are accessible helps all employees feel safe and respected,” she said.

Remember, too, that Brashear underscored the importance of listening to LGBTQ+ employees and understanding their unique challenges and needs, while creating channels for feedback and acting on it.What do they need for their safety to feel comfortable and included in the workplace? What are they trying to tell you? What sorts of challenges are they running into? What is it that they need to thrive in this environment?” Brashear suggested asking.

Establish employee resource groups

Many LGBTQ+ employees struggle with feeling accepted. In the United States, the Human Rights Campaign Foundation’s report, A Workplace Divided: Understanding the Climate for LGBTQ Workers Nationwide, found that “46% of LGBTQ+ workers say they are closeted at work, … 53% of LGBTQ+ workers report hearing jokes about lesbian or gay people at least once in a while,” and “31% of LGBTQ+ workers say they have felt unhappy or depressed at work.”

“The anxiety, the stress, the fear … affects how people show up at work, and people might not feel totally comfortable sharing part of their identity at work for very understandable reasons,” Brashear said. “There are, unfortunately, people out there who believe that if you are LGBTQ+, your identity is not valid.”

Employee resource groups (ERGs) or affinity groups provide support, networking opportunities, and advocacy within organizations. “ERGs can foster a sense of community and provide a platform for employees to share their experiences and advocate for their needs,” Brashear said.

LGBTQ+ ERGs can also serve as a resource for the organization, offering insights and feedback on policies and initiatives from the perspective of LGBTQ+ employees.

“Ongoing dialogue and feedback from LGBTQ+ employees are both absolutely crucial for ensuring that initiatives and policies are truly effective and [to] address their specific needs,” Knight said.

Promote a culture of active allyship

Active allyship from all employees, especially those in leadership positions, is crucial in building an inclusive workplace. Brashear highlighted that leaders should not only express support for LGBTQ+ employees but also demonstrate it through their actions.

“This can involve openly supporting LGBTQ+ initiatives, using inclusive language, and standing up against discrimination and microaggressions,” she explained.

Allies can also create a sense of belonging and safety by actively listening, offering support, and speaking out against discrimination, according to Knight. “To become a better ally, it is important to listen, empathize, and act in a way that supports LGBTQ+ colleagues,” she said. “As an ally, I am lucky to have a network here at KPMG that gives me safety and space to listen and learn.”

Additionally, normalizing practices like everyone sharing pronouns in email signatures and at the start of meetings can significantly improve the environment, making employees feel seen and respected.

Additional considerations

Beyond these strategies, other practical steps can enhance LGBTQ+ inclusion. For instance, companies should consider regional laws and regulations, especially when requiring employees to travel. “Ensuring that employees are not sent to regions with discriminatory laws or unsafe environments is crucial for their safety and well-being,” Brashear advised.

These suggestions and considerations make good business sense in addition to being LGTBQ+ inclusive. Employees in general perform better when they feel safe, supported, and respected.

“Employees should feel that their voices are heard and that the organization is committed to continuous improvement in its inclusivity efforts,” Brashear said.

— Mari Sagedal is a senior content writer at AICPA & CIMA, together as the Association of International Certified Professional Accountants. To comment on this article or to suggest an idea for another article, contact Jeff Drew at Jeff.Drew@aicpa-cima.com.

AICPA & CIMA RESOURCES

Learn more about allyship through the How to Advance From Idle to Ally to Advocate, which includes a self-assessment and an array of resources, including a guide to pronouns.

Discover the LGBTQ+ Self-ID Toolkit, which explores how to set up a self-ID program and how your organization can empower LGBTQ+ employees.