How to Support LGBTQ+ Employees in the Workplace
I officially came out years ago. But my coming out story wasn’t a quick and linear one. It was one of those things in life you can’t just simply put behind and say, “That’s it!”, and expect everyone to live together happily ever after.
I always knew I was queer but my exploration to determine my sexuality had always been a winding journey. I first came out gay — effeminate in the way I move but masculine in the way I dress. However, as time passed, I realized it was not what I wanted.
I wanted to be feminine. I wanted to wear dresses, grow my hair long, and wear makeup whenever possible. I feel like a woman and I believe I should be able to express my gender expression if I wanted to live authentically.
But to be able to do things I needed support from the people around me, including the workplace. Thankfully, I found a safe space in TALI. I felt more comfortable in my transition because TALI allowed me to fully express my femininity. My colleagues showed me that being LGBTQ+ is not a reason to hide your skills and capabilities. It empowered me to prove that my gender identity makes me no different — I’m just as important when it comes to running the business.
Why LGBTQ+ inclusion matters
LGBTQ+ inclusion refers to the commitment to provide a safe, welcoming, and supportive environment to all members of the LGBTQ+ community. According to a 2019 study by the U.S. Chamber of Commerce Foundation, companies with workplace inclusion policies attract the best talent and cultivate stronger relationships with their employees and stakeholders.
A 2024 study done by talent company Randstad shows that over 36% of LGBTQ+ employees are less motivated or productive at work when they feel like they can’t be themselves.
This is why LGBTQ+ inclusion in the workplace is crucial. When you allow your employees to fully be themselves, you also allow them to thrive, be engaged, and be more productive.
5 tips to support LGBTQ+ employees
Gender identity and gender expression should never be a reason to negatively affect one’s professional career. At TALI, empathy and belonging are at the core of our culture. Here are some tips that you can do to provide a supportive and inclusive work environment for your employees.
1. Start with educating yourself.
Understanding can begin by arming yourself with enough information. Learn about what it means to be an ally, a relative, or a member of the LGBTQ+ community by doing your research and reading about LGBTQ+ experiences.
For example, you can read about the history, cultural significance, and political context of Pride Month. Pride Month is celebrated every month of June around the world but before it came to be the celebration that we know today, it started as a gay rights movement during the early 1960s.
2. Cultivate a culture of empathy and compassion.
Empathy is the ability to understand and share the feelings and thoughts of others. To cultivate a culture of empathy in the workplace, practice active and respectful listening. To quote Stephen Covey, author of 7 Habits of Highly Effective People, “The biggest communication problem we have is we do not listen to understand. We listen to reply.”
Practice the habit of actively listening by cutting down your internal monologue or identifying too early with what the other person is saying. By actively listening to your employees, you don’t only get to learn more about them — you can also show that you care.
3. Be mindful of your language.
Make sure that you’re using an inclusive language, especially when interacting with queer employees in the workplace. Normalize asking LGBTQ+ workers their pronouns especially when you’re not sure.
As a transwoman, being addressed in my preferred pronouns (she/her), whether verbally or through written communication, is particularly validating. It goes to show that my colleagues acknowledge my gender identity. Mistakes are okay, especially when you really didn’t know. Simply apologize and promise to correct yourself better next time.
If you’re interacting with transgenders such as myself, be careful not to address them with their dead name. Dead names are called “dead names'' for a reason. In as much as using a transgender’s new name is affirming and validating of their gender identity, deliberately deadnaming someone is invalidating and hurtful.
Lastly, watch the language you use — avoid derogatory and backhanded compliments. “Sayang, ang gwapo mo sana kung lalaki ka,” is not the compliment you think it is.
4. Celebrate openness but don’t force employees to come out of the closet.
Being ‘out’ at work is a personal choice. Acknowledge employees who are open with their gender expression and sexuality but in the same vein, don’t force ‘closeted’ workers to come out — this is a personal decision that must come from no one else but themselves.
5. Be an active ally.
There’s no better way to support your LGBTQ+ employees than by being an active and visible ally. Be vocal in showing your support for LGBTQ+ causes by volunteering at your local LGBTQ+ organizations, attending Pride-related events, or supporting queer artists and media.
Remember that allyship doesn’t only happen during Pride month in the same manner that being queer is not just a phase. With these steps, you can foster a genuine sense of belongingness and trust with your employees.
References:
https://www.greatplacetowork.com/resources/blog/5-ways-to-support-lgbtqia-employees-in-the-workplace
This article was written by Jessi Samaniego, our Social Media Manager.
