Pride Month has once again seen streets filled with rainbows and celebration as the LGBTQIA+ community gather together in solidarity of a shared struggle.
Unfortunately, Pride Month can see hate crimes rise by as much as 60 per cent due to the additional visibility that LGBTQIA+ people have during that time.
Even when Pride Month ends, your employees who are part of the LGBTQIA+ community will still need support and having an effective HR strategy can be vital for achieving this.
What additional challenges do LGBTQIA+ employees face?
Back in 2015, it must have seemed as though specific considerations for LGBTQIA+ individuals would not be necessary by 2026, such was the march of progress at the time.
At that point, the International Lesbian, Gay, Bisexual, Trans and Intersex Association (ILGA) recognised the UK as the best country in Europe for LGBTQIA+ people, a far cry from today where the UK is the second-worst country in all of Western Europe and Scandinavia.
The drop in rankings is not simply a case of other countries becoming more accepting of LGBTQIA+ people, but instead reveals a regression of societal views and policies that make life more challenging for people.
Despite sexual orientation, gender reassignment and marriage and civil partnership being protected characteristics, there are still many challenges faced by LGBTQIA+ individuals seeking acceptance and to live as their authentic selves.
Current discussions on legislation often serve a dual purpose, as the extent to which transgender, non-binary, intersex and gender non-conforming individuals can engage in public life also seems to be up for debate.
Alongside this, discriminatory rhetoric is seemingly more normalised, resulting in a situation that your employees may find challenging.
How can employers support LGBTQIA+ employees?
Creating an inclusive workplace should be the priority of any business that genuinely wants to bring out the best in its team.
When LGBTQIA+ people feel unsafe, the mental toll of hiding their identities can cause significant health issues and drain energy and productivity.
Non-inclusive environments can also have an impact on people who are not part of the LGBTQIA+ community, as they may also struggle to express themselves or engage effectively with their peers.
In order to make a meaningful difference in the workplace that can extend beyond Pride Month, getting expert HR support is vital.
We can review your current policies and procedures to identify where challenges to inclusion may occur.
If there are concerns about reflecting new regulations while still preserving the dignity of staff, we can help you to understand your obligations.
One of the main benefits of outsourcing HR is that we are distinct from the office culture.
As a lot of discrimination towards LGBTQIA+ individuals can manifest as workplace banter, it can be useful for those feeling uncomfortable to have someone internally to talk to for fear of making a situation worse.
Our team can be on hand to improve awareness and training for all staff, while also supporting those who may be struggling to get the assistance they need.
If you want to be confident in accommodating all of your staff, speak to our team for expert HR support.
