What CEOs should be thinking about for LGBT+ History Month

Pride in the workplace should be an everyday experience for your colleagues or employees who are from the LGBTQ+ community. However, for this to happen, we must all embody behaviour and exhibit characteristics which help to create an environment of inclusive culture for all employees to feel a sense of belonging. In honour of LGBT+ History Month this February, here are my four recommendations that any company leader should think about to create a truly inclusive workspace for everyone.

ERGs (Employee Resource Groups) can provide a safe space for employees of similar, or sometimes different communities, to come together as a group and celebrate their identities. Individuals may also choose to use the forum to discuss issues which they face in the professional environment. Going on to constructively strategise how their experience can be improved upon for the purpose of strengthening work culture. Empower these individuals to come together, and where necessary provide them with resources, and opportunities to feed into the wider conversation about what changes they would like to see implemented in the workplace.

Whilst the use of pronouns in the workplace is not yet seen as a legal requirement under the Human Rights Act of 2010, it can be viewed by many individuals as an important show of solidarity towards creating a safe space for people to self-identify in relation to their gender.

In particular for colleagues, employees or clients who identify as being trans or non-binary, utilising pronouns within email signatures, or within documentation shared with external parties, helps to create a sense of belonging.

Once aware of someone's pronouns, be mindful of not misgendering them. But if you do, check in with yourself to be more attentive, and move forward by apologising.

However, remember that when introducing the use of pronouns to your team, you cannot stipulate that they have to use their pronouns, as it is a personal choice, and is only a recommendation.

Do you provide employee training? And if so, does it focus on understanding the LGBTQ+ experience to help everyone foster an inclusive workplace? Members of the LGBTQ+ community often face microaggressions in the workplace from colleagues or senior management, which – whilst subtle or unintentional – can create a sense of hostility or feeling that the environment isn’t built for non-heteronormative identities.

Microaggressions can present themselves in many ways in the workplace, but can typically be attributed to invasive questioning that make people feel uncomfortable and isolated, or they encounter “banter” which is typically at the expense of someone based on their identity.

Employ an external consultancy or workshop provider to deliver training to employees across all levels of seniority. These sessions should encourage individuals to spot this behaviour in themselves or others, and equip them with the tools to confidently challenge these incidents.

In recent years, a number of fashion retailers have profited from annual Pride events by emblazoning the rainbow flag across products, which are then sold back to the community or to the general public as a means of celebration and allyship. However, brands must elevate and contribute to community with their actions.

During and outside calendar dates which are dedicated to the community (such as Pride or LGBT+ History Month), use the opportunity to uplift and tell stories that celebrate individuals. Lean into providing annual funding and resources to community groups that support LGBTQ+ individuals for housing, support or aid.

Above all, be meaningful, purposeful and authentic in creating the change, and not opportunistic. These actions will help employees and consumers to understand the impact behind your intent.

Connect with Daniel Peters on LinkedIn.

Email the team at (Fashion) Minority Report on [email protected] to receive a copy of the company's free newspaper, The Reporter, which features industry case studies, or to speak about how they can work with your business to create an inclusive workplace culture for all employees. fashionminorityreport.com

> Photo credit: James Anastasi