We know intuitively that diversity matters and today’s workforce has become increasingly diverse. People perform better when they can be themselves and companies of all shapes and sizes should be doing everything they can to promote a diverse and inclusive working environment.
A diverse workforce is not only important in shaping a company’s culture but it also has major impacts on its bottom line. According to LinkedIn, 78% of companies prioritise diversity to improve culture and 62% do so to boost financial performance, indicating that companies are becoming increasingly aware of the benefits of hiring talent from a variety of backgrounds and the incredible contributions these employees bring to the workplace.
Diversity does not just mean including women and persons from diverse racial, ethnic and religious backgrounds; it also means that companies benefit from hiring lesbian, gay, bi, trans and queer/questioning (LGBTQ+) employees and creating a supportive environment for them to thrive.
Driving LGBTQ+ inclusion
Companies who have diversity, inclusivity and their LGBTQ+ employees high on their employee agenda are better able to hire and retain top talent, understand and represent their customers, increase employee satisfaction, and improve their creativity, innovation and decision making.
So how can you ensure you’re driving LGBTQ+ inclusion across your business?
Ensure your company policies are fully inclusive of LGBTQ+ employees
Make sure your policies mention LGBTQ+ people explicitly – pensions, family and leave policies, health insurance etc.
Involve people across your business
For example, setting up a network group specifically for LGBTQ+ employees to help you see what your doing well and identify areas which may need a new approach.
Engage employees who don’t identify as LGBTQ+
Similarly, involving Allies as they’re known can really help with inclusion for all. They can be great mouthpiece for the positive message of acceptance across your business.
Lead from the front
Support starts from the top and having your senior staff members communicate their support for inclusion sends a positive message across the business which filters down at all levels
Consult with and understand your staff
What does inclusion look like to them? Canvassing the thoughts of both LGBTQ+ and non-LGBTQ+ employees and getting to know the make-up of your staff will help ensure you cater for all needs.
Celebrate your successes
Making sure your organisation is LGBTQ+ inclusive is an ongoing journey, so it’s important to celebrate and shout about your successes, big or small, along the way.
Sphere are proud to be an equal opportunities employer and are proud to work alongside so many amazing LGBTQ+ clients and candidates as well as with companies with diversity and inclusion firmly at the top of their company’s people agenda!
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