8 Opportunities to Make a More Inclusive LGBTQ+ Work Environment

We all want to feel included, respected, and safe at work. It translates to a positive and productive work environment for everyone. In recognition of Pride Month, we highlight 8 important opportunities for an inclusive workplace for those who identify in the LGBTQ+ community:

1. Respect pronouns. Using someone’s correct pronouns makes them feel respected. Become comfortable asking others their pronouns. Add your pronouns to your email signature. The more this becomes a routine practice, the more comfortable everyone will become around respecting others’ pronouns.

2. Provide inclusivity training. Because of the decision in Bostock v. Clayton County, 590 U.S. __ (2020), discrimination on the basis of sexual orientation or gender identity is discrimination prohibited by Title VII. Employers should include LGBTQ+ training for all employees. Certain employers, such as workplaces with 50 or more employees, are legally required to provide training regarding gender identity, gender expression, and sexual orientation (CA Senate Bill 396 (2017)). If your employer does not provide training, try researching to learn more about LGBTQ+ issues in the workplace.

3. Avoid microaggressions. Microaggressions are often a product of unconscious bias. Microaggressions are comments or actions that are indirect and subtle forms of unintentional discrimination. To combat this, employers should (and may be required to by law) provide diversity training on LGTBQ+ issues. If your employer does not provide training, try researching microaggressions against LGBTQ+ people in the workplace.

4. Allow employees to use restrooms and related facilities that best match their gender identities. Inform employees that their workplace is an inclusive workplace, where employees may use whatever restroom best aligns with their gender identities. Add signage to restrooms stating so, and uphold the message. Do not allow employees to question their peers on which restroom they use.

5. Celebrate openness, but do not expect people to self-identify. Employers may host a LGBTQ+ workshop, donate to a LGBTQ+ charity, or host a LGBTQ+ lunch and learn. Allow employees to feel comfortable as their true self, but do not force employees to participate or self-identify if they do not feel comfortable.

6. Create a workplace committee or community. Allow employees to create and join a LGBTQ+ committee. They can raise potential LGBTQ+ issues that the employer may not have noticed, find a sense of community in the workplace, and receive support from co-workers.

7. Encourage employees to call people in rather than call people out. Employers should create a work environment where peers feel comfortable being an ally. Employees should correct a peer if they hear a microaggression, misuse of pronouns, or misgendering. However, this correction is often best received if gentle and in private.

8. Use inclusive language. Employers should try to avoid gendered language, such as “you guys,” “husbands and wives,” and “right-hand man.” Instead, try: folks or everyone, partner or spouse, and go-to person. Employers can create a list of inclusive language. If your employer does not provide training on inclusive language, try researching inclusive language in the workplace regarding LGBTQ+ issues.

Briana Peters is a Law Clerk with Van Dermyden Makus. She is also an intern at USD’s entrepreneurship clinic, which provides free legal services to student and low-income entrepreneurs.