Which LGBT+ policies should HR have in place?

With Pride Month upon us – a time which foregrounds the LGBT+ community and commemorates the 1969 Stonewall riots – many workplaces are celebrating their own LGBT+ communities.

With current estimates suggesting that nine million individuals in the UK identify as LGBT+, it is imperative that HR has policies in place to include, support, and celebrate their lives, identity and work-life contributions – but what policies work best?

For starters, you need to highlight your support for LGBT+ staff. New research published in the Why Your Diversity Strategy Needs to Be More Diverse report by BCG revealed that less than four in ten LGBT+ employees consider their organisation’s senior leadership team to be committed to Diversity & Inclusion (D&I). So, in order for the LGBT+ community to feel more included at work, HR should have specific policies in place to support them.

Karen Thomson, Diversity & Inclusion Lead at Fujitsu, UK&I told HR Grapevine that HR policies should reflect an organisation’s culture and empower talent. “You need to truly understand LGBT+ experiences within your organisation to make sure your policies are creating an inclusive LGBT+ workplace.

“When looking at your policies think about the language you are using. By reviewing your policies through an LGBT+ lens you can ensure that they are relevant to LGBT+ employees. For example, would same-sex parents feel that your Maternity and Paternity Policies include them? By making policies inclusive you signal to LGBT+ employees that they are an integral part of your thought process when creating policies.

“HR should also be supporting employees going through specific LGBT+ life events, such as coming out or transitioning in the workplace. By highlighting relevant guidance and providing support to employees and managers, HR will help LGBT+ employees feel welcome, comfortable and safe being completely who they are at work.”

But when it comes to putting the appropriate support networks in place, BCG findings have warned against a one-size-fits-all approach to making employees feel included. The table below, taken from the BCG report, illustrates the different D&I support mechanisms that each sector of the workforce want.

LGBT+ pride month celebrates lesbian, gay, bisexual, transgender and queer people – increasing their visibility and celebrating diversity. Started to commemorate the 1969 Stonewall riots – when the LGBT community hit back at police; a moment widely considered to have sparked the gay liberation movement – it is now a June-long celebration encompassing countless, inclusive events across the globe.

To understand how professional communities are taking part, HR Grapevine looked at some of the best examples– hopefully sparking ideas for your own #Pride in 2020 festivities