Pride Month '24 marks an inflection point for DEI. Here's how organizations can sustain LGBTQIA+ inclusion

As we celebrate Pride Month in June 2024, diversity, equity, and inclusion (DEI) in the workplace stands at an inflection point.

For organizations who remain committed to DEI values are doubling down on their efforts, while those who were merely performative have pulled the plug. The divide has never been clearer, however, the proven business case for DEI calls for sustained commitment.

LGBTQIA+ individuals represent a dimension of diversity that brings immense value to the workplace. By 2030, America’s workforce will be majority non-white, magnifying the need to engage diverse talent including LGBTQIA+ individuals. However, research shows organizations have more work to do on LGBTQIA+ inclusion. The Human Rights Campaign Foundation’s recent study, Equality Rising: LGBTQ+ Workers and the Road Ahead, found 26% of LGBTQ+ workers and 36% of transgender and nonbinary workers have searched for a new job due to an unaccepting environment. The study also noted 37% have actually left a job for that reason.

Forward-thinking organizations recognize that real inclusion stems from a culture of belonging, where every employee can bring their whole self to work without fear of discrimination or judgment. Implementing year-round DEI strategies that foster inclusivity, belonging, and advocacy creates a workplace where LGBTQIA+ colleagues feel safe, valued, and empowered to thrive. Policies protecting gender identity and expression are important, but it is daily culture and interactions that truly move the needle. Here’s how to advance DEI efforts and strive for LGBTQIA+ inclusion 365 (or 366) days a year:

Drive support with meaningful policies and benefits

To create true allyship and equity in the workplace, organizations should establish policies and benefits that actively support their LGBTQIA+ talent. Benefits tailored to the unique needs and experiences of this community demonstrate an employer's commitment to DEI in tangible, meaningful ways. However, benefits are not one-size-fits-all. Crafting an inclusive culture requires thoughtfulness and intentionality.

For example, LGBTQIA+ individuals are twice as likely to experience mental health issues compared to heterosexual individuals. Increasing access to mental health resources that directly address these needs benefits all employees, including LGBTQIA+ team members specifically. Providing free access to 24/7 counseling services, wellness programs, and other support creates a workplace environment where employees feel cared for holistically. 

Foster inclusion through continuous learning

The line between work and home has become increasingly blurred in recent years, with remote work options making it easier for employees' personal lives to merge with their professional ones. This provides an opportunity for organizations to foster more inclusive workplaces by making space for open and honest conversations about what's happening outside our walls of the office, even when it comes to topics that may seem uncomfortable at first.

Truly inclusive workplaces make room for ongoing transparent discussions about how current events and personal experiences outside of work impact employees psychologically and emotionally while on the job. Rather than shying away from sensitive topics, managers can be trained to moderate constructive conversations to build understanding and empathy among team members.

The proven business case for DEI calls for sustained commitment

Pursue growth through regular feedback from LGBTQIA+ employees

Creating an inclusive workplace culture where all employees feel a sense of belonging takes intentionality and consistency. This is especially true for LGBTQIA+ employees, who still face discrimination and bias in work environments. To truly support LGBTQIA+ employees and become an employer of choice for diverse talent, organizations need continuous feedback directly from this group to understand their experiences and needs.

The best place to start is by establishing business resource groups (BRGs) specifically for LGBTQIA+ employees and allies. BRGs provide a safe space for community building, professional development, networking, and mentoring.

Importantly, they also amplify the voices of LGBTQIA+ employees and advocate for an inclusive culture. With a BRG established, organizations can then design regular pulse surveys and feedback sessions to check in on how supported LGBTQIA+ employees feel. Insights can allow employers to take tangible action, like enhancing benefits, training managers on inclusive leadership practices, and policy updating.

DEI beyond the time-honored month of June

Cultivating an environment where LGBTQIA+ employees feel encouraged and empowered to show up as the truest version of themselves is not just the right thing to do—it also has far-reaching benefits for an organization's brand and recruitment and retention strategy.

In fact, DEI continues to be an essential requirement for attracting top talent. An organization can distinguish itself in today’s competitive talent landscape by fostering and supporting its DEI beyond time-honored months like Pride Month. Allyship must be embedded into culture year-round.

Veronica Calderon is the Chief Inclusion, Belonging and Diversity officer at DeVry University. Among her responsibilities, Calderon will lead the implementation of the long-term vision and goals of diversity, equity and inclusion the university, including building new diversity, equity and inclusion programs and training for students, faculty and colleagues and oversee its business resource groups (BRGs). With her work, Calderon has also received numerous honors, most recently by the Charlotte Business Journal’s Women in Business Achievement Awards and by Career Mastered Magazine as part of their Diversity IMPACT 50 List, which highlights the achievements of the nation’s leading women change makers in Diversity & Inclusion. She was also named UNC Charlotte Empowering Latina Women of the Year and Business Women of the Year by La Noticia Exelente Awards.