In recent years, the importance of an inclusive workplace has become quite evident and it has become the new normal of the work. Although celebrating Pride Month and supporting the LGBTQIA+ community is extremely important, real inclusion extends beyond such temporary gestures and requires long-term commitment towards the inclusion of LGBTQIA+ employees in the workplace. Inclusion of the LGBTQIA+ community not only favours the individual but also the company, as it brings a new perspective on board. Moreover, it increases performance, innovation and employee satisfaction in a company.
Research consistently shows that workplaces that support inclusion are often more profitable and lead to better business outcomes. According to a study by McKinsey and Company, companies that emphasise workplace inclusion are 25% more likely to have above-average profitability in their business ventures. This statistic further cements the fact that inclusion is only good for your business.
Profitability is not the only metric that saw a bump in inclusive workplaces. According to a study by Out Now Global, gender-inclusive workplace policies resulted in a 30% increase in employee retention and engagement. Moreover, the Human Rights Campaign’s 2020 Corporate Equality Index pointed out that around 93% of all companies in the Fortune 500 employ some sort of non-discrimination policy that includes sexual orientation, while about 91% include gender equality. If some of the biggest companies in the world promote gender inclusion, it’s safe to say that they are seeing its upsides.
To promote a more gender-inclusive workplace environment, it is vital to educate employees and spread awareness regarding LGBTQIA+ issues, terminology, and experiences. This can be done by organising workshops or training sessions. A study by the Willian Institute concluded that employees who feel supported in their workplaces are 30% less likely to feel tensed and depressed. Another way to promote it is to make unbiased policies, such as healthcare coverage. This is also backed by statistics as, according to the Human Rights Campaign, 83% of LGBTQIA+ members feel more engaged and productive if workplace policies are made while keeping them in mind. One factor significantly affecting the engagement of LGBTQIA+ employees is their presence in leadership roles. This makes them more likely to feel confident in the workplace.
However, just employing these policies isn’t enough; acceptance is also important. Companies should organise events and programmes that foster relationships between people of different sexual preferences. A study conducted by GLAAD found that 80% of non-LGBTQIA employees feel more confident around LGBTQIA+ employees when they have a close relationship with someone from the community.
Moving forward, it is extremely important for companies to include people of all sexual preferences, as they make up a substantial and quite important part of society. This is not only a moral issue but also about harbouring the skills of people from the community for the betterment of business and society as a whole.
