5 Strategies for Supporting LGBTQ+ Team Members
Being a sturdy leader these days means having the ability to provide leadership for every one of your team members. It means being fluent in diversity, equity and inclusion (DEI) and understanding the diverse needs of your people.
We still have a way to go towards creating workplaces where all people thrive, though. LGBTQ+ employees, for example, are more likely to feel lonely, misunderstood, marginalized and excluded than they are to feel welcomed. According to a survey by EduBirdie of 2,000 people who identify as part of the LGBTQ+ community, 71% LGBTQ+ employees fear coming out at work, and 44% have had to quit jobs because of discrimination.
I recently had the privilege of interviewing Dr. Jenna Brownfield, a Minneapolis-based licensed psychologist specializing in therapy for LGBTQ+ people. During our conversation, she helped me gain a clearer understanding of what leaders can do to support LGBTQ+ team members at work.
Read on for five simple but powerful steps you can take to be a more effective leader and to better engage and welcome your employees in this community.
1. Believe your employees.
Start by saying “I believe you” when someone on your team tells you they have experienced discrimination or negative actions that seem to be about their orientation or gender preference. But don’t just say it; mean it. Believe them. They know what it looks like, sounds like, feels like. You may not.
Statistics show that 15% of reported discrimination goes unaddressed. Even if you don't perceive an incident as discriminatory, trust the LGBTQ+ employee's perspective. Saying “I believe you” goes a long way towards creating safety in the workplace. Of course, taking action is the second step.
2. Respond immediately to anti-LGBTQ statements.
Create a workplace culture that takes these comments seriously and immediately addresses anything that is negatively focused against the community. Send a clear message: “We support our trans team members.” Take actions that confirm you have an LGBTQ+-affirming workplace. Speak up. Be courageous. Protect your people.
The leader’s actions and behaviors set the tone. When you address all types of anti-LGBTQ comments or behavior immediately, you make it clear this isn’t how we do business here — that such conduct is outside the team’s norms.
3. Build a transparent environment.
A lot of organizations and leaders say the “right things” when it comes to DEI, but it’s really just lip service. Walk your talk. Be sure that your actions match your words. Being out of sync action-wise with what you say makes gay people even more cautious and guarded. So make sure you’re fostering the kind of workplace where raising concerns is not a risk.
According to Dr. Broomfield, the riskiest time for a gay employee is the initial sharing at work. Being promoted, receiving a raise, even being included in conversations all seem to be at risk when they decide to share more about their personal life. And yet if they don’t share, there can be negative repercussions. Others may perceive them as aloof, cold or unwilling to connect with colleagues. The reality is, they are reluctant to share more of who they are and their lives out of fear of very real consequences.
4. Connect and learn.
Learn more about who your team members are as individuals. Leaders may think that they don’t have LGBTQ+ people in their organization, industry or community, but the data proves that they’re wrong. Connect with everyone on your team and learn about them as people with whole lives. This allows you to provide sturdy leadership to each and every team member and their unique perspectives.
5. Make inclusivity and belonging the standard.
Having a diverse workforce doesn’t automatically mean everyone feels included. Create a safe environment where all employees can be their genuine selves. Make inclusivity the standard.
This shouldn’t be an overwhelming task for a leader. Ultimately it comes down to being a good leader to your people. Show them you care. Take even small steps, like sending a gender-neutral plus-one invite to the holiday party, or creating an inclusive benefits package, or wearing a name tag with your pronouns — you might be surprised by who experiences more belonging.
To quote Dr. Brownfield, “The characteristics of a good leader — openness, humility, willingness to hear things that need to be done better, etc. are LGBTQ-affirming.” In the end, it’s really not that complicated. Be a good leader for your people, all of your people.
Previously published on Forbes
