Right now, Sydney is in the midst of the Mardi Gras season. The LGBTQI community is being celebrated with all manner of events from parties to art exhibitions to comedy festivals; culminating in the climactic parade and party event. The air is abuzz with excitement, tourist from the world over are taking part and float rehearsals are in full swing across the city. Gay and lesbian doctors and dentists, drag queens, various night clubs, LGBTQI celebrities and all manner of community services will be presenting their equality message to hundreds of thousands of people lining the street on Saturday night. The professional community are also involved, helping LGBTQI businesses grow, holding networking meetings and courses to build exposure and ultimately lead to success of those who attend.
Last week, one such event was held at LinkedIn’s Sydney office, asking the question “LGBT Equality in the Workplace: Are we there yet?” It was a great night where plenty of people got together to share their experiences and thoughts and an excellent panel had been selected, representing prominent businesses who have been active in the journey towards workplace equality. The short answer to the question: We still have a lot to do.
I walked away with a resounding question in my mind: Was “are we there yet?” the right question to be asking to help to get us there? It seemed that the more important question was posed closer to the end of the panel discussion: What still needs to be done? The question is not just appropriate to LGBTQI businesses, but to all businesses who have any kind of diversity in their teams: cultures, mental health, age groups, the list goes on. What’s critically important here is to help people realise their entire authentic self is welcome at work and that it need not be something they invest mental energy in concealing. That energy can be better invested in their work, so your business can thrive with high performing, fully engaged individuals.
As businesses, we have a duty to ensure the mental well-being of our staff. This means that any causes of repressed thoughts or feeling need to be eliminated. Your people need to feel like they belong. And we need to be willing to say or ask the right things to facilitate that inclusive feeling. Here are five things to say to or ask your teams to help initiate inclusive change.
1. Your entire self is welcome here.
Sometimes, the simple knowledge that the company is committed to accepting everyone as they are is a great first step. Let people know that their diversity is welcome – whether it be sexuality, family status, health status (including mental health) or anything else. Allow people to express who they are and talk about what makes them who they are. Allow the conversation to be organic, and encourage judgement-free questions and comments. Promote building a mutual understanding that we are all different in the way our diversity manifests itself in our lives.
2. How do you feel your diversity affects you here at work?
If someone has come forward and shared an aspect of themselves to you, it may be worthwhile deepening your understanding of how they experience their diversity at work. For example, many people feel they can’t engage in conversation because they’re different to “the norm” (whatever that is). Others may simply fear the response of others if they do out themselves. A business should make themselves aware of how their corporate culture and teams affect their most valuable asset: their people.
3. What can we do to help you express your authentic self?
Essentially, what can we do to help you be happy here? Simply asking this question reinforces your support of the person’s diversity and your commitment to their inclusion in the business. Who knows – maybe there’s something in their authentic self that will help take the company to the next level of success! Maybe an aspect of their culture will lead to your next big innovation! Maybe someone being “out and proud” will add a huge kick of positive energy to an otherwise intense and stressful office.
4. What do we need to change to ensure you are supported?
It is common for businesses to have policies and procedures relating to discrimination, harassment and how grievances are addressed. However, what policies are in place, for example, to support a transgender team member going through their transition? Is there something in writing that discusses what your team should do to support that team member? Asking the actual team member will provide you the best knowledge in how to help. The next step is to take action on that feedback.
5. What are we currently doing that is contrary to that?
One of the greatest challenges for both individuals and businesses is to accept where they’re not being the best they could be. For those with the courage to ask their people what’s going wrong, you project a willingness to be vulnerable. This ultimately builds trust that people can share their inner thoughts with the leadership team. The result? The real changes that are required are expressed.
Now remember: after saying comes doing. Commitment to implementing the concepts and results of conversations is essential to changes becoming permanent! Go out there and talk to everyone in your business. Find out what’s holding them back and get to action in letting your people be who they really are.
And happy Mardi Gras!
For additional support in initiating inclusive change, contact Inward Outward Coaching.