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Erasing Section 377 was a start. Now companies must make cultural shifts.
Erasing Section 377 was a start. Now companies must make cultural shifts.

June 2, 2022

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Four years have passed since the Supreme Court scrapped Section 377, a colonial-era ban on gay sex, and yet many LGBTQ+ employees still prefer to hide their authentic self from their employers and colleagues for fear of retribution. A recent study by JobSage found that 85% of LGBTQ+ employees said they have a different personality at work, compared to 64% of their heterosexual counterparts. 4 in 5 said they were hiding something from their employer, compared to nearly 3 in 5 heterosexual employees.

But when employees are able to be authentic at work, it benefits both the individual and the organization. And a recent study from the Simmons Institute for Inclusive Leadership confirms that. Those who are able to be authentic at work feel more confident (71%), more engaged (60%) and happier (46%). More than 30% of participants link their ability to be authentic with feeling more inspired, better about themselves and better about where they work.

Authenticity must become part of the business culture. Pride Month is a good start to enable us to think about how company cultures allow for employees to bring their true selves to work without bias, prejudice, or retribution. But this must continue beyond the month and become all pervasive.

Five steps to reimagine our workforce culture to create a culture of authenticity

  1. Recruit with diversity in mind. Consider participating in LGBTQ+-specific job fairs. Not only does the company’s presence send a signal to the market, but it also lets current employees know that the company is actively looking to establish a workforce that represents a diverse spectrum of people.
  2. Establish a LGBTQ+ resource group. Employee resource groups provide a culture of support and community – for community members and allies alike. By facilitating events that educate and provide opportunities for networking and idea sharing, employees  gain a deeper understanding of all perspectives of life. These resource groups are most often the safest space for employees to express themselves and take inspiration from experiences.
  3. Create LGBTQ+ resources. Four years is a long time and a blink of an eye. That means there are still many people who don’t understand the culture or what may or may not be considered offensive. Work with your LGBTQ+ community to create resource guides and programs that can help generate awareness, understanding and acceptance. Awareness around language is emerging as the most critical element in creating an inclusive workplace.
  4. Provide inclusive benefits. Consider same-sex medical benefits when looking at your employee medical plans and don’t forget the importance of mental health. Employee assistance programs offer free, confidential resources that help employees be their best, both at home and at work. 
  5. Reimagine the status quo. The world is changing, and the workforce must change along with it. Simple changes, such as establishing gender neutral collaterals and policies and asking people to include their preferred pronouns will lay the groundwork for a culture of acceptance and authenticity.

Creating a space where employees can bring their true self will deliver long-term business benefits. Supporting diversity of thought in the workplace will yield a workforce that feels fulfilled and rewarded – and ultimately lead to strong business results.

 


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Global Inclusion Lead - Cognizant

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