3 Ways to Make LGBTQIA+ Workers Comfortable in the Office

According to a report published by the Human Rights Campaign Foundation, 46% of LGBTQ+ workers hide their identity at the workplace. From awkward questions to homophobic jokes, LGBTQ+ workers can be uncomfortable with it all. As an employer, you need to make all your employees comfortable in the workspace, no matter their gender or sexual orientation. After all, a comfortable work environment is essential for employees to perform their best.

Let’s look at some measures that can help the LGBTQ+ employees in your office be more comfortable.

Ask, Not Assume

Just as a book cannot be judged by its cover, a person cannot be judged by their appearance either. The way a person carries themselves is not always indicative of who they are. Therefore, the appropriate way to find out about your employees is by asking them politely.

For example, it would be best not to refer to any individual with assumed pronouns. When you hire a new employee, ask them to introduce themselves to you and the team with their name, preferred pronouns, and past work experience. It will allow the LGBTQ+ individual to announce their preferred pronouns, saving the confusion for other team members, and will also let them to only state as much as they want others to know.

Treat Them As You Treat Others

LGBTQ+ individuals are not any different than cis or straight people. Their gender and sexual orientation have nothing to do with why they took a job at your organization. At your organization, they are there to work just like anyone else. While their gender identity and sexual orientation are their private matters, their personal life isn’t off-limit as it isn’t for cis or straight individuals.

For example, you can ask the LGBTQ+ employee how they met their partner or how old their children are, or what their interests are. However, questions regarding their struggle with their identity or sexuality or coming out are nobody’s business. In short, don’t ask LGBTQ+ employees any questions that you wouldn’t ask from cis or straight employees.

Don’t Turn Them into Educators

LGBTQ+ employees are there to work for your organizations just like other employees. Being a member of the LGBTQ+ community doesn’t make them responsible for spreading awareness of the social evolution. It can come off as very rude to ask questions about transitioning or government policies regarding the LGBTQ+ community from an LGBTQ+ worker. Firstly, they may not know the answers to every question, and secondly, they may have some traumas with their struggle that can be triggered.

If You Are An Ally, Show It

LGBTQ+ individuals are often subjected to discriminatory remarks and hurtful jokes. While you would have already shown your non-discriminatory attitude towards the LGBTQ+ community by presenting them with equal opportunities, a little more support can do wonders. You can show more support by calling out your team members if they make homophobic or transphobic jokes, encouraging participation in LGBTQ+ causes, and letting them know if you have other LGBTQ+ individuals in your life.

Finally, ensure that the LGBTQ+ employees get equal benefits as straight and cis team members. And if you are ever unsure about making the workplace more comfortable for your LGBTQ+ team members, simply ask them how you can improve.