chat
expand_more

Chat with our Pricing Wizard

clear

Advice for Employers and Recruiters

3 tips from the Trevor Project on how employers can create a more accepting and inclusive work environment for members of the LGBTQ+ community

Ryan Wood
Chris Bright (Guest Author)
May 26, 2021


Over the course of the last year, College Recruiter has been seeking to help employers improve their diversity, equity, and inclusion by hiring more diverse candidates. Recently, we asked experts how employers can create a more inclusive and welcoming work environment for members of the LGBTQ+ community. Here are some tips and insights from Chris Bright of the The Trevor Project on how to do just that:

A recent Supreme Court decision explicitly affirmed that LGBTQ+ people have the right to be free from discrimination in the workplace (Bostock v. Clayton County, 2020). In addition to policies that provide legal protection to LGBTQ+ young people entering the workforce, corporations and workplaces must also take steps to create supportive and affirming work environments that allow LGBTQ+ employees to not only feel accepted, but also thrive.

From our research, more than one in three employed LGBTQ+ youth experience workplace discrimination. Additionally, youth who experienced LGBTQ+ based workplace discrimination were more than twice as likely to attempt suicide in the past year compared to those who did not. It is evident that LGBTQ+ based discrimination doesn’t just affect how these young people feel at work – it can also have a severe impact on their overall mental health and wellbeing. So, what can companies do to eliminate this kind of discrimination? Luckily there are many ways to promote inclusivity, diversity and equity in the workplace. Whether you are working remotely or in-person, everyone can do their part to encourage and create a healthier work environment for LGBTQ+ youth. 

  1. Companies and brands that voice support for LGBTQ youth can positively impact how youth feel about being LGBTQ. The majority of LGBTQ youth (58%) said that either companies or brands that voiced support for LGBTQ+ people helped them feel better about being LGBTQ+. What can this look like for internal company culture? Voicing support through their company’s communication channels – whether internal company-wide communications, social media platforms, or even featured speakers – are a few ways that leaders can advocate for their LGBTQ employees. 
  2. Encourage everyone in your company to use and share their pronouns. Normalizing the use of pronouns in the workplace – whether that is via email signature, internal online profile, or when introducing yourself – is a simple thing companies can do to create a more positive and inclusive workplace environment. In turn, when people share their personal pronouns, take care to be cognizant of them and use the correct ones when referring to your colleagues. Lastly, remember that when in doubt, asking someone what their preferred pronouns are is always better than making an assumption. 
  3. Make sure your office (virtual or in person) is set up to be an ally. Make sure that everything (i.e. policies, welcome procedures, company guidelines, office spaces, hiring processes) sets LGBTQ+ employees up for success. For example, does your company include unique policies or benefits for LGBTQ+ employees? Is there an internal network people can join to connect with their LGBTQ+ colleagues and those who are allies? Are there gender-neutral bathrooms in the office? Do you regularly and outwardly share support for LGBTQ+ events (such as Pride Month or Trans Day of Visibility)? If you are not sure where to start, don’t be afraid to reach out to an expert or tap into your existing network of LGBTQ+ employees, who can help you create a workplace that makes them feel comfortable and supported. 

Companies that have the intention to create an inclusive and healthier environment for their LGBTQ+ employees have already taken the first step towards creating a more diverse and equitable workplace. At The Trevor Project, we understand both the detrimental impact discrimination can have on LGBTQ youth mental health and suicide risk, as well as the positive impact affirming spaces can have on their wellbeing. This Pride Month, we encourage company leaders to reflect on their role and responsibility to create an inclusive work environment for everyone. 

Chris Bright is the Director of Public Training at The Trevor Project, the leading national organization providing crisis intervention and suicide prevention services to lesbian, gay, bisexual, transgender, queer & questioning (LGBTQ) young people under 25.

Request a Demo

For prompt assistance and a quote, call 952-848-2211 or fill out the form below. We'll reply within 1 business day.

First Name
Last Name
Please do not use any free email addresses.
Submission Pending

Related Articles

No Related Posts.
View More Articles