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In the spirit of Pride Month, A changing landscape As the push for diversity in the workplace continues, I believe it’s important to use this moment as an opportunity to explore how workplaces can better support LGBTQ+ people. As a member of the LGBTQ+ community myself, I have experienced first-hand the challenges we face in the work environment. I can’t help but reflect on the countless comments I’ve heard throughout my career – some well-intentioned, others simply insensitive – that led me to wonder if it would be easier, and perhaps better for my career, if I kept this part of my identity a secret. However, joining Xero has completely changed my perception of this.
Looking back on my coming out experience, it’s no exaggeration to say that it was a truly unique and monumental moment for me both personally and professionally. To put it in context, imagine a 26-year-old man presenting on stage at a company-wide event and spontaneously interjecting a Beyoncé quote into my speech. It was this exact scenario that prompted me to spontaneously decide to reveal my sexual orientation to the entire room, this light-hearted remark along the lines of, “In case you didn’t know yet, I’m gay.”
Since that day, the support I’ve received from my colleagues has been incredible. This experience has taught me a valuable lesson about the impact an organization and its leaders can have in fostering an environment that not only encourages but actually celebrates authenticity and difference. At Xero, I feel I’m in a unique position to embrace my sexuality and bring my whole self to work. I owe this level of comfort to the upbeat work environment and supportive people within the organization, which is a standard that all businesses should strive to achieve.
Having experienced this firsthand, I’ve spent a lot of time thinking about what it takes to foster a truly inclusive work environment, where employees are open to any identities and feel comfortable bringing their whole selves to work.
Celebrating and embracing diversity all year round
Throughout the year, various opportunities lead to raising awareness of diverse groups – for example, February is Black History Month, March is Women’s History Month, June is Pride Month, etc. It is very heartwarming to be part of an organization that cherishes these moments as an opportunity to celebrate progress, honor history, and recognize diverse individuals within the organization.
Every Pride Month, I’m reminded of the importance of being a part of an organization that makes me proud and supports my community. Many organizations focus only on symbolic changes, like updating their social media logos, but while that’s important, the effort shouldn’t end there. For me, the meaning is about recognizing the progress we’ve made, reflecting on areas of growth and opportunity, and celebrating our accomplishments using symbolic efforts like updating our social media logos.
The joy and sense of acceptance I felt during Pride Month got me thinking: what can organizations do to further expand these important discussions and celebrations beyond just one month a year? Truly inclusive workplaces recognize the value of creating a work environment that regularly tracks and celebrates diversity goals and achievements. While a designated month provides a great opportunity for further engagement and recognition, leaders should strive to create a work culture where differences are regularly valued, acknowledged, and celebrated.
As a leader, one of the main ways I try to model this behavior is by expanding conversations beyond work-related topics when possible (and appropriate). If we want to encourage individuals to bring their true selves to work, we must create space for personal conversations. This includes being vulnerable and open to hear about my colleagues’ personal joys, such as wedding anniversary plans and dreams for the future, in addition to providing opportunities to share and celebrate these occasions in team meetings and informal get-togethers. I vividly remember the moment when I shared details of my husband and I’s wedding anniversary at work and thought it was so normal and uplifting to share such an important milestone with my colleagues. This further reaffirmed my belief that celebrating these personal aspects of life is important to strengthen connections in the workplace.
Related: How language can sabotage diversity and inclusion efforts
Dealing with microaggressions in the workplace
As we have seen over the past few years, diversity and inclusion are key priorities in the workplace. Many companies These efforts are getting more attention, and while this increased attention is a big step toward fostering a more inclusive workplace, the journey doesn’t end there.
Despite progress, microaggressions remain a significant problem in the workplace. Nearly a third Many LGBTQ+ employees report such experiences. Recognizing the impact of microaggressions is essential from a personal and professional perspective, especially for marginalized communities. In fact, a recent survey found that: 50% of people affected As more people consider leaving their jobs, it is important for us as leaders to understand that achieving true inclusion in this context requires consistent education and growth, rather than treating diversity and inclusion efforts as a checkbox or goal with an end goal.
Effectively addressing microaggressions requires proactive leadership and accountability. Organizations should implement education and awareness initiatives, such as training and workshops, to show employees how to understand and prevent microaggressions. Kroger is an example of an organization that stands out for its commitment to its employees, demonstrated in part through its rigorous diversity and inclusion training program. The company recently published a framework outlining its diversity and inclusion goals and focus areas, which includes diversity training for all employees and customized programs based on organizational roles. This commitment has helped drive meaningful change and promote inclusion across its workforce.
Organizational leaders must lead by example by actively listening and stepping in to educate others in uncomfortable situations when appropriate. Additionally, it is important to seek out personal educational opportunities and take the time to learn from colleagues about how certain situations or statements make them feel. Doing so can provide leaders with deeper insights into how to be more empathetic and better model appropriate and inclusive behaviors.
While it may not always be possible (or comfortable) to directly address a colleague who uses microaggressions, consider promoting policies and reporting mechanisms that allow employees to address and report such incidents. Employee Resource Groups (ERGs) are employee-led programs within your organization that aim to foster a sense of belonging and acceptance within the workplace, but are also a great tool for educating and informing others. 91% of organizations Companies that have implemented ERGs say it has helped improve their company culture. Such groups act as a platform for mutual support and learning, so consider advocating for or leading such a group if one doesn’t exist yet.
Related: Inclusion Starts in the Hiring Process. Here’s How
Incorporating inclusivity into recruiting efforts
When evaluating candidates for a new position, it’s easy to fall into the familiar hiring pattern of focusing primarily on academic degrees, professional experience, and specific skill sets, but these shouldn’t and can’t be your only considerations.
Inclusive hiring goes beyond just hiring people from diverse backgrounds to achieve DEI goals. The process also involves reducing biases that don’t directly impact job performance to ensure all candidates are evaluated fairly. To do this effectively, you should consider measures like removing names and backgrounds from the application process to focus on skills screening, and diversifying who participates in the interview process to avoid homogenous panels. These measures will not only make the interview process more fair, but they will also help your company achieve and maintain its DEI goals.
Embracing diversity fosters innovation and creativity while also helping to attract and retain top talent. Having a diverse workforce helps build connection and loyalty both inside and outside the company. When you take the time to look around you during a meeting, it’s reassuring to see people who come from similar backgrounds as you and who have overcome similar experiences and challenges as you. Whether they were raised in their own country or have the same non-traditional backgrounds as you, the diversity of people that make up your workforce helps employees feel a stronger sense of belonging.
While organizations have undoubtedly made impressive strides in recent years in strengthening their diversity, equity, and inclusion efforts and initiatives, the journey isn’t over yet. There is certainly still room for growth and improvement in creating a workplace that not only welcomes LGBTQ+ people, but truly empowers them. And it starts with leadership.