Beyond Pride: The Impact of an Inclusive Workplace
Did you know:
Openly LGBTQ+ individuals make up 5.9% of the U.S. workforce?
Openly LGBTQ+ women make up 2.3% of entry-level roles, and 1.6% of managers?
Openly LGBTQ+ men account for 3.1%, and 2.8% respectively?[1]
Pick up on the trend, yet? The key word here is “openly.” In fact, all of these numbers could be, and likely are, much higher as many surveyed may not be comfortable with openly identifying as LGBTQ+, especially not in their workplaces. And that’s a problem.
At Juno, we believe everyone deserves to bring their whole selves to work. After all, the average person will spend nearly one-third of their life at work (!!).[2] So how can we as employers help solve this problem and make our teams feel included and comfortable, and in return produce great work? You guessed it: building an inclusive workplace.
We asked our team of talent acquisition professionals (including members of the LGBTQ+ community and allies!) for their expert advice on ways to create a more inclusive workplace and tips to improve your hiring process to be more inclusive of LGBTQ+ individuals.
First, some level setting. We asked those who identified as LGBTQ+: What are some obstacles you've personally encountered as a person who identifies as LGBTQ+ in the workplace?
“Feeling uncomfortable to mention my partner in conversations, feeling unwelcome to share parts of my life with co-workers, parents, students, etc.”
“The simple fact of "labeling" your identity is always a struggle. When coworkers see items on your desk or when you mention the LGBTQ+ community there is always a ‘oh well what’s your preference’ or similar… the hurdle of always needing to identify yourself to those who are curious is a struggle.”
“ I [have] run into not being able to talk about my romantic partners due to fear of discrimination.”
What are some ways a company can ensure workplace inclusion for LGBTQ+ employees?
Have representation of LGBTQ+ leaders and employees
Offer higher mental health coverage plans along with LGBTQ+-based coverages and family planning assistance for LGBTQ+ folks that require higher costs just to start a family.
Display your DEI efforts publicly, like on the website, and host an active DEI Employee Resource Group or initiative.
Offer thoughtful training around the subject and a true accountability measure for those who may not be welcoming to those who identify as LGBTQ+.
Build rapport with employees’ partners if they happen to pop into the back of a zoom meeting, if they are open to it.
Create a safe space to allow individuals to be who they are without tokenism on the topic
Openly discuss LGBTQ+ initiatives and engage members of the community internally to ask what they would like to see
Trust us, your inclusion efforts will be noticed and may make more of an impact than you realize. But don’t take our word for it - we asked our own employees: what makes Juno an inclusive workplace for LGBTQ+ individuals?
Juno always provides you room to be who you are and meets you wherever you are comfortable in that. Loud and proud? Great, we will celebrate you. Don't want to talk about it openly? Great, we will provide you that room. Juno is more than just a rainbow logo - we uphold our values through the culture and initiatives that are throughout the year
I feel our company is inclusive and provides an outward messaging of acceptance and diversity to our community. We are proud supporters and spread a message through marketing and Juno employees that the LGBTQ+ community is welcome at Juno always.
Juno has representation of LGBTQ+ leaders and employees, offers a safe place for conversations, creates a welcoming environment, and I feel supported to share who I am outside of the workplace
At Juno, since day one, I've been able to be my authentic self, and feel nothing but welcomed and supported by the entire team.
Juno provides great DE&I training and fosters a respectful space for open dialogue.
The simple addition of adding our pronouns to our bios!
In sharing these answers, by no means are we saying Juno’s got it all figured out. An inclusive workplace requires consistent check-ins and communication with your employees, something we continue to be very intentional about and remain open for feedback.
Finally, we asked our experts to share any recruiting tips for companies looking to hire LGBTQ+ individuals. Here’s what they shared:
First and foremost, make sure you are focusing on the individual and their strengths/background and work experiences rather than the fact that they are LGBTQ+.
Post jobs on LGBTQ+ job boards or related LinkedIn Groups to reach a more diverse audience.
When designing benefits packages, keep LGBTQ+ employees in mind. Offer healthcare benefits which include fertility/IVF coverage and/or paid paternity leave
Consider adopting a diversity-focused employee referral program that includes LGBTQ+ employees
Continue training staff on bias and diversity recruiting initiatives.
Make your inclusionary practice more than social media posts during Pride for engagement. Really incorporate acceptance and support to the LGBTQ+ (or any other groups) tied to your core values and mission... and be sure to follow up on it.
And finally, continue to be open-minded and willing to learn.
The biggest takeaway here is this: inclusion matters.
We could end this article by telling you how an inclusive workplace could positively impact your bottom line; that businesses that promote LGBTQ+ inclusion report higher levels of employee satisfaction and lower turnover rates.[3] But at the core, we both know it’s about more than business. It’s about being human.