by Michelle Keefe | June 1, 2023


How to Support Your LGBTQ+ Employees Year Round

Although many companies use Pride Month as an opportunity to support their LGBTQ+ employees, that recognition shouldn’t happen only 30 days a year — it should happen all year long. With states such as Florida set to pass six anti-LGBTQ+ bills into law this year, more than the last seven years combined, this community needs our unwavering help, dedication, and advocacy now more than ever.

By committing to being there for your LGBTQ+ employees year round, not only will you make them feel seen, heard, and supported, but it will also aid in your diversity recruiting efforts. Learn how you can make an effort for these individuals every month of the year, not just one.

Advocating for LGBTQ+ Employees
Seek Education for Yourself and Others

As an employer and an ally, it’s crucial for you to educate yourself and your employees rather than expecting your LGBTQ+ employees to do it. That begins with researching and learning about the historical, culture, and political events that have harmed the LGBTQ+ community, such as the Stonewall Rebellion and the Orlando nightclub shooting at Pulse. Additionally, take the time to consume media from members of the LGBTQ+ community to understand their perspectives and struggles, allowing you to understand how to best support them and show up for them.

Incorporate Inclusive Hiring Practices

What’s one of the most impactful things you can do for the LGBTQ+ community? Hire more LGBTQ+ employees, which can be achieved by incorporating more inclusive hiring practices. In return, members of the LGTBQ+ community will be more likely to apply for positions at your company when they see that you already have several LGBTQ+ employees.

Be sure to include an equal employment opportunity (EEO) statement on every job description, such as the following, while tweaking it to include your own language and stance:

“We’re an equal opportunity employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status.”

Additionally, be mindful of using gender-neutral language in your job descriptions that can apply to applicants of all sexes, sexual orientations, and gender identities. That also involves asking individuals for their preferred pronouns.

Participate in the LGBTQ+ Community as an Ally

Walk the walk within your organization by publicly participating in the LGBTQ+ community and showing your dedication as an ally. Examples of that may include:

  • Volunteering for nonprofits that provide resources to members of the LGBTQ+ community
  • Making donations to those same nonprofits
  • Attending your local Pride parade or other similar Pride events
  • Inviting LGBTQ+ speakers to lead trainings and workshops for your team
  • Celebrating National Coming Out Day and other LGBTQ+ holidays

And more. Be vocal about showing your support, especially when it comes to listing the LGBTQ+ organizations you support on your website.

Offer LGBTQ+ Inclusive Benefits

Benefits play a big role in which positions job seekers will and won’t apply for, which is why it’s crucial to ensure that your company offers benefits that are inclusive of the LGBTQ+ community. That includes offering parental leave and adoption leave, rather than using the standard language of “maternity leave” or “paternity leave.” Additionally, seek health insurance options for your employees that support gender-affirming care.

Set Up an LGBTQ+ Network or Employee Resource Group

Create an LGBTQ+ Employee Resource Group (ERG) that will provide a space for your employees who are members  of the LGBTQ+ community to get together either during or outside of work to talk about work-related topics or even personal situations. Doing so allows the opportunity for your LGBTQ+ employees to network, foster career development, and build collaborative relationships. This may also involve mentoring, sending employees to conferences and seminars, volunteering for organizations, and more.

It’s crucial that your LGBTQ+ employees feel safe and supported in the workplace, and providing this Employee Resource Group will achieve that.

Attracting More LGBTQ+ Candidates with the Help of a Recruiting Agency
Additional Resources

Wondering which organizations are doing an excellent job of supporting their LGBTQ+ employees to view as inspiration for what you can implement in your own company? Check out this list of 31 companies that are making an impact with their efforts.

If you’re looking for additional resources, we’re here to help. At MomUp, we specialize in supporting organizations who are ready to attract the best candidates for their open positions while amplifying the talent of underrepresented communities. We work with our clients to build diverse teams and ensure that those candidates feel supported and secure in their new workplace, regardless of their sex, gender identity, and sexual orientation.

Get started with MomUp today!