Issue link: https://nebusinessmedia.uberflip.com/i/1346891
W W W. M A I N E B I Z . B I Z 27 M A R C H 8 , 2 0 2 1 D I V E R S I T Y / E Q U I T Y / I N C L U S I O N F O C U S H OW TO B Y G I A D R E W B Y G I A D R E W I t is exciting that more and more businesses are looking at and investing in Diversity, Equity and Inclusion as an important part of workplace culture and the hir- ing process. Today, diversity is a vast topic. e conversations now include race, sexual orientation, gender identity, ability and other marginalized identities. We welcome employers' com- mitment to creating workplaces that are welcoming and supportive of lesbian, gay, bisexual, transgender and queer (LGBTQ) employees. Still, substantial barriers exist. It's important to examine what policies, programs and workplace climate initiatives will honestly deliver equitable work environ- ments for all LGBTQ identities, without losing sight of marginal- ized groups. 5 best practices 1. Put it in writing: If you want to show you are serious about tackling discrimination in your organization, it is essential that you have formal poli- cies that not only name sexual orien- tation and gender identity as pro- tected against discrimination, but that you actively celebrate diversity in the workplace, as well as spell out what is expected behavior of all employees. 2. Use gender neutral language: When addressing groups of people, use inclusive language, like y'all, folks, or talented people, for example, rather than ladies and gentleman. When reviewing policy, be mindful of gendered language as well. It is now accepted practice to use "they" as a singular gender neutral pronoun in place of he and/or she. Honor the employee's chosen names and pronouns, regardless of legal status. Legally changing names is a signifi- cant barrier for many trans and non- binary individuals. Finally, review any dress codes. Rather than stating what is appropriate and professional dress for men and women, why not state that all employees must dress to meet professional standards, without dic- tating whether people should wear skirts or pants. 3. Create inclusive benefits: To make sure your benefits pack- age meets the needs of LGBTQ employees, it is important to understand their specific needs related to medical coverage, paren- tal leave, bereavement, etc. At the most inclusive workplaces, benefits packages include coverage for drugs related to HIV/AIDs (including PrEP) and coverage for transition related costs (including gender affirmation surgery). 4. Implement diversity training: Organization-wide training should include a review of discrimination and harassment policies, educa- tion on the use of respectful (versus harmful) language, and detail how your organization will support an employee who has experienced and/or witnessed discrimination and/or harassment. Managers should be invested in the care and well-being of those who work for them and are responsible for ensur- ing their teams interact in a profes- sional and respectful manner. 5. Support employee resource groups: ERGs are voluntary, employee-led groups made up of individuals who join together based on common interests, backgrounds or demographic factors such as gender, race or ethnicity. ey pro- vide safe places for people to meet, support each other and talk about issues related to their identity. G ia D r e w i s p r o g ra m director for EqualityMaine, w h i c h w a s f o u n d e d i n 1984. She can be reached at gdrew @ equalitymaine.org Add LGBTQ to the DEI discussion Gain access to unlimited articles & lists for download Access to print and digital editions, website content, email newsletters, and downloadable business lists, plus events discounts! MAINEBIZ.BIZ/PRINTSUB Become a premium member of Mainebiz today to receive unlimited access!