Ensuring the safety, well-being and inclusion of LGBTQ+ employees is not just a moral imperative but a strategic necessity today.
Companies that prioritise these aspects not only foster a more equitable and supportive workplace but also enhance their overall performance; inclusive practices attract a diverse talent pool, drive innovation through varied perspectives, and improve employee retention and satisfaction.
With that in mind, we sat down with Jessica McKeon, a London-based manager at BearingPoint, a business consulting firm – and an alumnus of the ESCP LGBT+ Leadership program.
McKeon sheds light on the responsibilities businesses have towards their LGBTQ+ employees – and the strategies they can implement to foster an inclusive environment inside (and beyond) their organisations.
It’s important, in my opinion, to provide information and education on LGBTQ+ topics year-round, and not always tie it to things like Pride Month. Your LGBTQ+ employees exist all year round and need to feel safe and included that entire time.
Prioritising safety and well-being
Businesses have a fundamental responsibility to ensure the safety and well-being of all employees, with a nuanced understanding of how these concepts vary across different minority groups.
“An employee who is just commencing their transition requires different support than an out-and-proud employee who is very comfortable in their sexuality,” McKeon explains. This highlights the importance of creating a workplace that supports the diverse experiences within the LGBTQ+ community.
McKeon also stresses the need for ongoing education and awareness on LGBTQ+ topics. “It’s important, in my opinion, to provide information and education on LGBTQ+ topics year-round, and not always tie it to things like Pride Month. Your LGBTQ+ employees exist all year round and need to feel safe and included that entire time,” she points out. “It’s not just about being legally compliant with policies, but also actually being supportive culturally, 365 days a year.”
Strategies for creating inclusive environments
To create a safe and inclusive environment, especially in industries or regions where acceptance may be lower, McKeon recommends uncomplicated approaches – as well as regular training. “Having clear and inclusive policies that outline expectations for behaviour and acceptance, which then carry through to client-side situations as needed, is a good first step,” she suggests. Additionally, fostering an environment where employees feel empowered to speak up about unsafe or un-inclusive situations is crucial, she adds.
BearingPoint, for one, has set a strong example by embedding inclusivity into the organisation’s core values. “Our company stands for safety and inclusivity. There is an expectation that working here means you work to and uphold these values,” McKeon notes. This clear stance helps employees feel included and free to be their authentic selves, she adds.
Supporting LGBTQ+ leadership
Beyond that, representation in company leadership is vital for fostering organisation-wide LGBTQ+ inclusion. “Ensuring that LGBTQ+ employees can see role models in leadership positions makes it clear that the pathway is there and it is possible to progress within the company,” McKeon states, adding that promoting openly-LGBTQ+ employees and celebrating their success stories can significantly impact visibility and inclusivity.
A feedback-centric company culture can also ensure that LGBTQ+ employees’ voices are heard, she notes. “Enabling 360-degree feedback across levels of a company and ensuring employees’ voices are making their way up to senior leadership and to decision-makers – anonymously as needed – means that if LGBTQ+ employees are feeling unsupported, this can be reported on, and then rectified.”
Ensuring that LGBTQ+ employees can see role models in leadership positions makes it clear that the pathway is there and it is possible to progress within the company.
The pivotal role of mentorship and allyship
Mentorship and allyship, meanwhile, are pivotal in promoting LGBTQ+ leadership. “Mentorship can provide LGBTQ+ employees with guidance and direction for professional growth,” McKeon explains. She advocates for leveraging relationships with both LGBTQ+ and non-LGBTQ+ mentors to receive diverse support and guidance.
Allyship is equally important. “Having a critical mass of allies within a company ensures a strongly inclusive culture, which in turn plays a part in promotion of LGBTQ+ leadership, and overall minority integration into the business,” McKeon says, noting that formal mentoring programs and education initiatives can help foster these supportive relationships.
Addressing overlooked challenges
However, businesses often overlook the unique needs of LGBTQ+ employees in areas like health benefits and family-leave policies. Indeed, McKeon stresses the importance of policies that are easy to understand and supportive of LGBTQ+ staff.
“Ensuring good health benefits and policies that are clear in terms of the language used to ensure they are LGBTQ+-friendly ensures that your company will actually cater to the more unique needs of LGBTQ+ employees,” she says.
Looking ahead, McKeon envisions a future with more visible and vocal LGBTQ+ leadership within corporate environments. She calls on ESCP alumni and other business leaders to be staunch allies, fight for meaningful changes within their companies, and engage with the wider community to foster support both within and beyond the corporate world.
Overall, fostering an inclusive workplace for LGBTQ+ employees requires a multifaceted approach – including clear policies, ongoing education, strong mentorship, and visible role models in leadership. By embracing these strategies, businesses can ensure that all employees feel safe, valued and empowered to succeed.
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