L&D’s role in LGBTQIA+ community’s corporate Inclusion
Learn how L&D teams can support their LGBTQ community this Pride Month
To all: Happy Pride Month! Pride Month is celebrated in June, which also marks the beginning of the school year, the longest day of the year, and nicer weather (in the Northern Hemisphere). For the LGBTQIA+ community and its allies, Pride Month originated as a way to remember the Stonewall riots in New York City on June 28, 1969, and it has since developed into a celebration of love, acceptance, variety, and self-pride.
What does each letter in LGBTQIA+ mean?
Depending on the society, region, or culture, the acronym for who is considered to be a member of the LGBT community changes frequently. Lesbian, gay, bisexual, transgender, queer, intersex, and asexual people are collectively referred to as LGBTQIA+. These identities are tied together by the persecution they face as a result of sexism and binary gender standards, yet the LGBTQIA+ community is diverse in originality and experience.
What are some of the most typical challenges LGBTQ community face in companies?
How can L&D and HR teams ensure LGBTQ employees don’t face additional hardships at work due to their sexual orientation or identity?
crucial part
Regulations pertaining to non-discrimination, training, and benefits are handled by HR or People Ops. The HR team is also responsible for keeping track of the company's workforce, including the "minority" as a measure but focusing on those most impacted and frequently on the margins, for example, the L&D team can offer the employees LGBTQIA+ sensitivity training and Gender identity sensitivity training.
Teams should ask for, receive, and act upon feedback from Employee Resource Groups, analyze demographic information from Engagement Surveys, and monitor the diversity of application pipelines. If the HR team doesn't actively seek out the experiences of people with different identities and backgrounds, they won't be able to create a culture that is truly inclusive.
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