How To Be An LGBT Friendly Workplace

blog-publish-date

07 Feb 2018

blog-read-duration

With the recent release of the Stonewall report ranking top 100 LGBT employers, and multiple reports of harassment and violence towards certain LGBT members in the workplace, you may be wondering what you can do to make your company more inclusive and safe.

What Can I Do?

1. Create An Inclusive Atmosphere Being LGBT friendly means more than having a good ranking or pertaining to be supportive on only a surface level. Creating an inclusive culture can be achieved in a number of ways, such as creating LGBT networks, making employees LGBT advocates, and making sure it is easy for employees to give feedback and suggestions on how to improve. 2. Make sure your policies include and mention LGBT individuals. Having a positive atmosphere is a step in the right direction, but if there are not concrete policies in place to actually protect employees then it is ineffective. HR policies involving harassment in particular are vital, but inclusivity should expand to health plans, recruitment, pay and benefits. 3. Show you value participation in LGBT groups/networks Mention participation in groups, or employee’s position as LGBT advocate, in reviews and appraisals. 4. Have a clear strategy in place Having a plan on how you want to progress as a diverse workplace shows that you are committed to inclusivity and always striving to be better. The plan doesn’t have to be particularly in-depth or intricate, it can simply consist of a commitment to recruit more LGBT employees, or to establish yourselves as a top 100 employer. 5. Ensure senior members of staff communicate support Having senior members of staff show support is vital to the effectiveness of the message and culture you are trying to establish. It shows that the company is committed to diversity and inclusivity from top to bottom. If your business requires support and advice with LGBT issues in the workplace, contact 0808 145 3381

Free to Download Employer Resources

  • Response to Request for Maternity Leave

    FREE DOWNLOAD

    Response to Request for Maternity Lea...

    Read more
  • Epilepsy in the Workplace: a 10 Step Guide

    FREE DOWNLOAD

    Epilepsy in the Workplace: a 10 Step ...

    Read more
  • How to Make Reasonable Adjustments for Mental Health in the Workplace

    FREE DOWNLOAD

    How to Make Reasonable Adjustments fo...

    Read more
  • Early Conciliation Guide

    BLOG

    Early Conciliation Guide

    When working in a large organisation or within a big team, there’s bound to be s...

    Read more
  • Why Does My Boss Want to Microchip Me?

    BLOG

    Why Does My Boss Want to Microchip Me...

    Maybe not today. Maybe not tomorrow. But one day your boss will microchip you. A...

    Read more
  • Staircase Tax and its Impact on Small Businesses

    BLOG

    Staircase Tax and its Impact on Small...

    Many businesses were eager to hear if they would receive any relief from Propert...

    Read more
  • Solicitors Benevolent Association

    CASE STUDY

    Solicitors Benevolent Association

    “The reason for using Croner was the high-profile track record and the credibili

    Read more
  • John Taylor Hospice

    CASE STUDY

    John Taylor Hospice

    “A large number of the queries are around employment law and rights in areas suc

    Read more
  • Motorsport Industry Association

    CASE STUDY

    Motorsport Industry Association

    “I’m so happy with the service Croner provide, I’d be hard pressed to find a fau

    Read more

Ready to focus on what you do best?

Get your free consultation and speak to an expert today.