How can you help executives create an inclusive workplace for LGBTQ+ employees?

Groupthink is the bane of any enterprise. It arises from perspective blindness - everyone in the room looking at the problem the same way. Research has proven that companies with diverse boards make better decisions. It's not that any given minority has the answer. Rather, different points of view help everyone better understand the wider issue. LGBTQ+ inclusion is important if you want a more successful organisation. So is gender, race, social demographic, and every other form of diversity. It amazes me that people still need to justify the benefits of diversity.

Structural discrimination leaves deep marks on the daily lives of LGBTIQ+ individuals, erecting invisible barriers and affecting various aspects of their experiences. A central issue is the systematic disadvantage that manifests in different areas of life. In the workplace, structural discrimination leads to limited career opportunities and unequal access to resources. LGBTIQ+ individuals often encounter prejudices and invisible hurdles that impede their professional development. The social repercussions are significant as well. The constant threat of discrimination influences social life and may lead to isolation, impacting not only mental health but also overall quality of life.

LGBTQ+ inclusion in the workplace is so important for both the employee and employer. Every person must be encouraged to bring their entire self to work each day in a safe environment as you feel more comfortable to share your perspective, values, and beliefs. This may result in new innovative ideas, more diverse and inclusive conversations, and ultimately higher productivity.

Start with learning. Explore getting external support on training/workshops on understanding the challenges LGBTQIA+ people face, with a focus on their working environment. This should start with your executive team and those within roles that are directly responsible to implement change for LGBTQIA+ inclusion. Once you have that understanding you’re then in a better position to engage in a more meaningful discussion with your LGBTQIA+ colleagues in an authentic way. Communication is key. Be transparent and honest about what is achievable and share this as you start your journey towards a more inclusive organisation for LGBTQIA+ colleagues.

The only way is through qualitative research, with semi-structured interviews and a thematic analysis. This is about experiences and stories. It is a very context-related discussion that requires anonymity, trust and expertise. Ensure sufficient independence in conducting research and do not let someone investigate it just because that person has an affinity. It is a profession, it is a complex matter.

Even if you get diverse people in the room, they can be sidelined or assimilated - which defeats any benefit of diversity. Remember that different people feel comfortable expressing themselves in different ways. How do you assess the current state of inclusion in your organisation? Simple. Is the diversity visible? Do the LGBTQ+ people feel comfortable mentioning their pronouns, the pronouns of their partner, their experiences/ perspectives that you might not find normal. If you don't hear those other perspectives, then your organisation is trying to assimilate people into your heteronormative, neural typical, etc culture.

Diverse teams find discussions cognitively demanding. There is plenty of debate and disagreement because different perspectives are being aired. However, at the end of the discussion is fulfilling because each participant feels like the issue was really explored. So, ask your executives how often their decision-making meetings are cognitively demanding? How much consensus emerged immediately? If hard decisions are too easy then you are not being inclusive. Even if you have diverse perspectives in the room, they are not being aired.

It's important to provide executives with appropriate training or workshops for knowledge and skills for effective communication. Review of current company policies so they are inclusive for everyone. Being active allies.

My urge has always been to look at inclusion beyond just setting the policies and building a culture of inclusion. My clients (mostly CxOs) are in a position of power to lead LGBTQ+ inclusion from the front and may consider: 1. Open to learning: Host workshops, invite guest speakers, and encourage open conversations. Don’t just be the sponsors but also enroll to learn. 2. Walk the walk, not just "talk the talk": Review policies, ensure fair benefits, and challenge unconscious bias. 3. Celebrate diversity, not just pride month: Recognize achievements of LGBTQ+ employees, sponsor community events, and be an authentic "Ally". Inclusion is a year-round marathon, not a one-day activity!

By moving beyond awareness to understanding what beliefs, barriers, apprehensions executives have in their own thinking that might prevent inclusion. Going beyond acceptance to a place where there is no "noise" between each person.

To aid executives in LGBTQ+ inclusion, start with workshops explaining key terms like 'non-binary' or 'cisgender' and the importance of pronouns. Teach inclusive language, replacing "ladies and gentlemen" with "everyone." Use role-playing to practice handling sensitive situations, such as an employee coming out. Foster empathy by sharing LGBTQ+ stories. Review company policies with a focus on diversity and inclusion, especially LGBTQ+ aspects. Implement anonymous feedback systems for inclusivity insights. Encourage mentorship with LGBTQ+ mentors or allies for direct understanding. Lastly, organize diversity panels for open Q&A, creating a safe space for learning and dialogue.

What is important is to be normatively neutral. In your communication, in the behavior that is rewarded (avoid machismo) and in how people actively look for new insights that deviate from current circumstances. Be generous, and uphold your ethics. Also when the LGBTQ+ person isn’t at the table, also if that means you have to say that a joke wasn’t appropriate.

As an executive coach, I would urge them to consider the following: 1. Challenge their blind spots: Use empathy exercises, simulations, or even role-playing to help them experience the daily microaggressions faced by LGBTQ+ employees. 2. Celebrate small wins: Track progress, and acknowledge every step towards an inclusive environment. 3. Foster Empathy: Facilitate exercises that build connection and understanding. Encourage executives to walk in the shoes of LGBTQ+ employees, fostering genuine empathy and compassion. Lastly, encourage Open Door Culture: Encourage executives to connect with LGBTQ+ employees "directly". In my opinion, authentic and informal conversations can be the most powerful catalysts for change.

What is essential in LGBTQ+ developments is that one of the largest counterforces is the social construct of 'masculinity'. In many cases, LGBTQ+ people experience nuisance in social situations involving multiple people. People often want to profile their resistance towards LGBTQ+ people compared to others around them about whom they want to leave an impression. In research I regularly see that the more feminine aspects of the LGBTQ+ community experience the most unpleasant influence. Make sure that not only women can reach the top, but that femininity is also allowed to have seats at the decision making tables.