Even — and especially — in 2023, being a member of the LGBTQ+ community presents unique challenges in the workplace. By utilizing these tips, you can support and connect with LGBTQ+ employees in your organization.
Background Facts
LGBTQ+ employees make up 5.9% of the workforce.
Only half of LGBTQ+ workers are out to their supervisors, and one-quarter are not out to anyone at work.
36% of LGBTQ+ people make decisions about where to work based on discriminatory experiences or fear of discrimination, and 34.2% of LGBTQ+ employees report leaving a job because the culture was not inclusive of LGBTQ+ people.
LGBTQ+ people are underrepresented in positions of leadership — LGBTQ+ people hold only 0.4% of the board seats of Fortune 500 companies.
About one-third of LGBTQ+ employees report experiencing at least one form of harassment at work because of their identity.
Two-thirds (67.5%) of LGBTQ+ employees report that they have heard negative comments, slurs or jokes about LGBTQ+ people at work.
Creating a Supportive Work Environment
Avoid making assumptions about people’s gender or sexual orientation. For example, if you see an employee wearing a wedding ring, ask about their partner instead of assuming they have a wife or husband.
When an employee willingly shares their pronouns with you, use those when referring to them. For example, an employee might use “they, them and theirs” pronouns. When talking about this person, you should say “They did a great job on their presentation today. They have always been a hard worker!” Also, mistakes happen. If you accidentally use the wrong pronouns for someone, apologize (in a 1-on-1 conversation is probably best), and make a sincere effort to get it right next time. If you notice someone else accidentally using the wrong pronouns, gently correct them.
You can set a good example and contribute to creating an inclusive work environment by sharing your pronouns in your email signature, on your Zoom profile, during introductions in meetings, and when you meet someone new. These actions will make others more comfortable with sharing their own pronouns. You should not pressure people into sharing their pronouns, as it might be a sensitive subject. For example, some people are unsure of their gender identities or are gender-fluid.
Be respectful when someone comes out to you. If someone mentions to you in passing that they have a same-sex partner, react in the same way as if someone with an oppositesex partner mentioned their relationship. If the “coming out” conversation is more formal, be affirming and supportive.
When an employee is transitioning their gender, they might start using a new name, different pronouns and/or change their appearance. When an employee shares information about their identity, let them know that you appreciate them telling you, and ask how you can support them. For example, an employee might want your assistance with changing their name through HR or with alerting other members of your team to name or pronoun changes.
When someone at work has a same-sex partner, ask them the same sorts of questions that you would ask straight employees like, “How is your husband?” or “Did you and your partner have a good trip?” It is hurtful to LBGTQ+ people when their relationships are minimized or ignored.
However, do not be intrusive. Asking questions like, “Does your family accept you?” or detailed questions about someone’s gender transition are overly personal and likely uncomfortable for the person being asked.
Be mindful that just because someone is comfortable being “out” to you in the workplace does not mean that they want to be “out” to everyone. If you do not know if someone is comfortable with people knowing their gender or sexual orientation, do not share it with others.
When having employees or job applicants complete forms, be as inclusive as possible. For questions about gender, give a range of options, including “female,” “male,” “nonbinary” and “other,” and allow people to self-describe. Also, include gender-neutral titles, like “Mx.,” as an alternative to “Ms.,” “Mrs.” or “Mr.” For questions about family, be mindful that LGBTQ+ families can take many forms.
When you witness anyone, including a customer, making homophobic or derogatory remarks, whether in the presence of an LGBTQ+ employee or not, speak up. You can play a part in redirecting and correcting any inappropriate conversations. If the situation is hostile, find a way to separate the employee from the situation and take the appropriate steps to care for their mental health with the help of HR. Showing LGBTQ+ employees that you will stand up for them in difficult moments is one of the best ways that you can demonstrate your support.