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Want to know how to support your LGBTQ+ staff even after the rainbow flags have come down? Here are our top five post-Pride month tips for getting it right all year round.

1. Learn the language and avoid assumptions

It’s ok to say that when it comes to knowing the language of inclusivity you’re clueless, but don’t let that stop you from trying. Assumptions can create unnecessary barriers between staff and stop them from bringing their whole selves to work.

If you’re unsure of someone’s gender, the first thing you can do is to not be afraid to ask the person how they would like to be referred to. Secondly, use the person’s first name or gender-neutral pronouns, such as ‘they’ and ‘them’. You can also use other terms such as ‘partner’ rather than husband or wife or ‘child’ instead of daughter or son.

By using inclusive language, you can change how people show up to work, which can ultimately lead to improved mental health and productivity.

2. Learning & Development

If your organisation is lucky enough to have an L&D department, consider how you can use more LGBTQ+ inclusive examples in your staff training packages. It’s also vital we get support for our volunteers right, who may themselves identify as LGBTQ+ or support people who are. That’s why we need to look at LGBTQ+ representation in volunteer training packages too.

3. Policies

Prejudice and discrimination can be formed and reinforced by the language we use so it’s important that when the time comes to create or review your internal policies consider the type of language you use and ask yourself is this inclusive?

Ensuring fully inclusive policies also means guaranteeing that LGBTQ+ people are mentioned in family and leave policies, health insurance plans etc

4. Promoting positive mental health

LGBTQ+ people are at a greater risk of developing mental health issues compared to non-LGBTQ+ people and there are many contributing factors that lead to this, including discrimination, bullying, homophobia, biphobia or transphobia.

Even if your organisation does not have the resources to train managers in supporting staff with mental health issues, creating an open-door policy, sharing articles around mental well-being on staff intranets, establishing mental health champions and referring people to employee assistance programmes can go a long way to ensuring staff know they are accepted and supported.

5. See the whole person

And lastly, but by no means least be respectful of all aspects of someone’s identity and treat everyone with the respect and dignity they deserve. You know the old saying “treat others as you wish to be treated” it’s incredibly simple but when put into practice can make a world of difference. Remember people are more than just their sexuality or gender.

Link to resources:
http://www.stonewall.org.uk/help-advice/glossary-terms

Article by Corriene Bailey-Bearfield