The world today is changing, and inclusivity is at the forefront of that. Individuals who may have not been accepted for who they truly were before, can now confidently declare their sexuality and their truth, in their own words. But it’s not the same for everyone. Millennials, who will make up 75 per cent of the workforce by 2025, as per the latest The Deloitte Millennial report,  are more than two times more likely to identify as LGBTQ+ than previous generations. Additionally, 12 per cent of millennials identify as transgender or nonbinary. But even though they represent a major portion of working individuals, are they truly supported at the workplace?

While 6 in10 employers say diversity and inclusion is a priority for their company, only 1 in 3 employers have initiatives, policies or a D&I team in place to support LGBTQ community at the workplace.

The LGBTQ+ community deserves respect, inclusivity, and equal opportunities in all aspects of the workplace. Creating an environment where every individual feels valued and supported is not just a matter of fairness but also a key driver of organisational success. Here are 5 ways in which you can support LGBTQ and gender non-conforming communities.

 

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Be Mindful With the Use of Pronouns 

No one should be forced to share their preferred gender pronouns as you don’t know where they are on their personal journey. When you meet someone new, you could introduce yourself with your own pronouns first, giving them space to do the same. While having someone share their preferred gender pronoun can reduce the chance of accidental misgendering, pronoun, and name usage is inherently complex. It could force someone into an uncomfortable situation of outing themselves before they’re ready, lying and then harbouring feelings of regret, or triggering deep personal contemplation for those who are gender-questioning.

Instead, use inclusive language that respects everyone’s individuality without making assumptions. Incorporate gender-neutral terms and phrases in your communication, and ensure that forms, documents, and systems accommodate a range of identities beyond the traditional binary options. 

 

Related story: What is An LGBQT+, Ally, And How Can I Be A Good One?

 

Educate Yourself

Educating yourself is a fundamental step in being an effective ally. While engaging in open and respectful conversations with transgender individuals can provide valuable insights, it is equally crucial to actively seek out resources and information independently. This includes reading books, attending workshops, and exploring reputable online resources to deepen your understanding of LGBTQ+ issues and experiences. By doing so, you not only broaden your knowledge but also demonstrate a proactive commitment to supporting your colleagues and fostering a more informed and empathetic workplace. 
 
As an HR employee, you can take the initiative to launch awareness campaigns that promote understanding and respect for transgender and gender non-conforming individuals. This ensures that all employees are informed about their rights, appropriate behaviours, and the importance of inclusivity. These campaigns can include workshops, training sessions, and informational resources designed to foster a supportive and respectful workplace. 

Here are some resources to get you started: check out Trans Lifeline, National Center for Transgender Equality, GLAAD, Out & Equal, and the Human Rights Campaign (to name a few), read books written by LGBTQ+ authors, and watch movies by LGBTQ+ directors.

 

Related Story: The Best Queer-themed Books, Podcasts, Movies and TV Shows for Pride Month and Beyond

 

Reconsider Your Questions 

Some transgender coworkers may be interested in talking about transgender-related topics, but others might not be. Even if you are genuinely curious, questions about someone’s medical history and body are intensely personal. A trans person is their gender no matter what chromosomes, genitals, or hormones they have. So, these questions can feel invalidating and intrusive.

Before you consider asking a transgender colleague about their identity, ask yourself: Will the answer to my question help me get to know this person better? Would I ask someone else on my team a similar question about their bodies or medical decisions? Will this question make this person feel respected and valued? So it is important to reconsider your questions about surgery, hormones, or biology.

Before bringing up a news story or movie about transgender issues, it’s important to ensure that your coworker is open to discussing these topics. They might prefer to talk about other shared interests you have instead. Being transgender doesn’t necessarily mean that someone wants to engage in every conversation about transgender issues.

 

Be a Listener

When a coworker wants to inform you that they’re transitioning, they might not explicitly say, “I am transitioning.” Instead, they could share something more subtle, like, “I’d like to use a new name,” or, “I’d like to start using different pronouns.”
The best way to respond is to thank them for confiding in you. Acknowledge that it may have been challenging for them to bring it up and express your appreciation for their trust. Avoid pressing for more details, as they might not have everything figured out yet. You don’t need to know every aspect of their identity to show respect and support.

Additionally, it’s important to be mindful of how you communicate your support going forward. Make an effort to use the new name and pronouns consistently, and correct others if necessary, always doing so with sensitivity and respect. Understanding that each person’s journey is unique, be patient and open to any adjustments or updates they may share as their transition progresses.

 

Support the Launch of LGBTQ+ERG

LGBTQ+ employee resource groups (ERGs) are a valuable way to unite communities and foster allyship within your company. These groups can play a dual role by enhancing workplace inclusion and addressing business-related concerns, such as refining company policies, suggesting improvements for inclusivity, providing mentorship to develop future leaders, spearheading philanthropic efforts, and supporting recruitment. An LGBTQ+ ERG can also be a crucial resource for transgender colleagues throughout their transition process.

 

Related Story: The Whispers of Fatherhood: Where are India’s Gay Dads?

 

Creating an inclusive work environment is essential for employees to succeed and will remain a priority as more people identify as LGBTQ+ and gender non-conforming. Ensuring that appropriate practices, policies, and support systems are in place will help make an employee’s transition and overall experience at work both comfortable and supportive.

 

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