Bringing Authentic Selves To Safe Workspaces

The advantages of inclusion at a workplace are well known – it promotes innovation and allows employees to challenge the status quo of creative thinking. Including the LGBTQ+ individuals in business functions and letting them contribute rather than just ensuring a bigger number on the diversity front can build deeper trust. Implementing policies for their inclusion can boost confidence, forming a workplace with better employee retention. But how does one build this trust? 

Employers can build trust by creating a space of psychological safety and belonging, which are direct and strong predictors of LGBTQ+ employee retention. Psychological safety and belonging among LGBTQ+ employees enable long-term confidence from a business and career development perspective. In a safe workspace, LGBTQ+ employees actively pursue advancement within an organisation, recommend their employer to peers, stay in the organisation for a long time, and believe they can realise their full professional potential. Psychological safety and belonging also encourage people to disclose who they are and help them bring their whole authentic selves to work. 

Strengthening D&I efforts 

Psychological safety and belonging are not only features to attract LGBTQ+ individuals but also are requisites for diversity and inclusion (D&I) efforts. They must be baked into organisational strategy, eliminating the fears of negative treatment, bullying, microagression, stereotyping, and stigmatisation. On an organisational level, training programmes on LGBTQ+ inclusion and unconscious bias can educate employees. Training based on virtual reality (VR) platforms can provide immersive experiences, allowing employees to better understand LGBTQ+ perspectives and challenges. 

Support policies and Employee Resource Groups (ERGs) for LGBTQ+ individuals, advocacy and allyship, inclusive hiring practices, and the use of neutral language in communications can enable psychological safety and belonging. Inclusive human resources platforms can further strengthen the D&I cause. Tools such as Workday and BambooHR support the use of preferred names and pronouns, offering customisable fields to accommodate diverse gender identities. 

Organisational policies supporting LGBTQ+ individuals must explicitly mention sexual orientation, gender identity, and gender expression as protected rights and characteristics. A safe workplace that encourages reporting of any instance of discrimination/harassment and provides a confidential reporting mechanism also aids psychological safety and belonging. 

Most importantly, people empower people—on an individual level, at workplaces, and in societies at large. Visible leadership support can foster a progressive culture, demonstrating an organisation’s commitment to inclusion from the top down. When leaders voice their stance and make statements expressing their allyship, they reinforce a workplace’s values and promise towards inclusion. Cultivating role models to drive professional success of LGBTQ+ employees can also go a long way. 

Simplifying with tech

Technology has been a significant enabler of LGBTQ+ awareness and inclusion. For example, AI-based chatbots and virtual assistants have been developed to provide non-judgemental support and counselling to LGBTQ+ individuals. AI aids in mental as well physical health – while AI algorithms can analyse various platforms to identify those who may be at risk of mental health issues, AI technologies can be leveraged to provide access to LGBTQ+-friendly care, including gender-affirmation surgeries.

Besides the existing advantages, AI holds the potential to generate virtual scenarios advocating LGBTQ+ rights. Recently, MIT Media Lab introduced a new concept of using AI to help the LGBTQ+ community.  It is called a ‘LGBTQIA+ Advocacy Simulator’, a pedagogical tool that utilizes virtual characters and large language models (LLMs), creating a space for individuals to actively engage with and explore social scenarios and practice LGBTQIA+ advocacy. 

Community is key 

There are many ways to build a space of psychological safety and belonging for the LGBTQ+ community. Digitisation has brought the world closer, empowering smaller/minor groups of individuals to connect and communicate through social media/online forums and share their stories. LGBTQ+ individuals can seek advice, support, and companionship, feeling belonged and understood. Workspaces too can adopt this model. They can build and leverage internal social media-like platforms to help LGBTQ+ individuals have open conversations. By enabling LGBTQ+ employees feel they have a workplace community, organisations can show they care and practise D&I in true sense.  

Inclusive HR policies and processes can enhance LGBTQ+ people experience. Regular review of these policies and processes is as crucial as having them in the first place. Organisations must ensure no discrimination against people who have come out at a workplace as LGBTQ+ individuals. They must be subjected to fair and equal treatment, be it in everyday operations, performance appraisals, or opportunities for exposure and professional growth. To further the LGBTQ+ inclusion initiatives, employees must be sensitised to have an open mind and embrace all diversities at a workplace. 

Every individual deserves a space promising psychological safety and belonging. To be the benchmarks in diversity, equity and inclusion, it takes small steps of creating and nurturing safe workplaces. 

The author is Aarti Srivastava, CHRO – India, Capgemini.