06

Know Your Allies

We all deserve the right to bring our whole selves to work everyday . However, for some in the LGBTQ+ community, navigating corporate life can be a challenge, particularly if there is any ambiguity over whether our colleagues are accepting and inclusive of who we are . So how do identify our allies? And, more importantly, how can employers signal to their employees that their workplace is safe and inclusive to all? Sarah McKenna Barry investigates .

Recent research from Stonewall UK found that while employees are legally protected from harassment in the workplace, one-infive LGB people have experienced bullying over their sexual orientation while at work . Additionally, more than half of trans folk have experienced negative comments in relation to their identity in the workplace . Despite the huge strides that have been made regarding legislative protections, many LGBTQ+ people still feel unable to be completely open about their identity or orientation at work . In fact, one statistic from Stonewall shows that up to 62 percent of LGBTQ+ college graduates who were ‘out’ in college, decide to keep the details of their identity private when they join the workforce .

Hostility towards members of the LGBTQ+ community takes a significant toll on their mental health and can manifest in the form of stress, anxiety and depression . However, when LGBTQ+ people feel supported and included at work, their psychological security has a ripple effect on the business at large . Not only are they happier, healthier and more confident, they tend to perform better at their jobs as well . Research published by Congress - the largest civil society organisation on the island of Ireland - found that when LGBTQ+ workers don’t have to worry about being ‘outed’ or feel like they don’t have to hide who they are, they tend to perform better . In turn, this increased productivity has a knock-on effect for the entire organisation . So, as it turns out, creating an LGBTQ+ friendly and inclusive workplace isn’t simply the right and ethical thing to do, it’s good for business as well . So, the question remains, how do employees foster an LGBTQ+ inclusive environment for their staff members? How can they signal their allyship to LGBTQ+ employees? How can these employees identify their workplace allies? The truth is, there are a number of ways businesses and employers can communicate to employees that their organisation is a safe and inclusive place to work for all .

For LGBTQ+ jobseekers, consulting the indices of inclusive workplaces can be a helpful starting point . In the UK, for instance, Stonewall publishes a list of the best employers for LGBTQ+ people each year . The organisation uses the UK Workplace Equality Index as a means of assessment across ten different areas - employee policy, employee lifecycle, staff network groups, allies and role models, senior leadership, monitoring, procurement, and customers, service users and clients . In the United States, The Human Rights Campaign runs a similar programme through the Corporate Equality Index, which assesses employers on corporate policies, practices and benefits as they pertain to LGBTQ+ employees .

Closer to home, the GALAS recognise, among other things, the contributions made by companies and workplaces who foster inclusion and diversity . The awards, which were established in 2009, are run by The National LGBT Foundation (NXF) . The GALAS acknowledge the achievements of businesses in the Outstanding Company Award which is given to companies that have an inclusive workplace culture and give back to the LGBTQ+ community by promoting LGBTQ+ people both at work and in society . Similarly, the LGBTQ+ Employee Resource Group GALA is awarded to LGBTQ+ staff networks or Employee Resource Groups for their role in pushing for positive change in the workplace .

Consulting with these lists can be useful for LGBTQ+ jobseekers in identifying companies with a strong track-record of allyship and advocacy . Beyond these honours and distinctions, however, inclusive companies can signal their allyship and inclusivity to employees in a myriad of ways . Visible markers of allyship can be an excellent launching pad . For instance, a number of corporations have erected signage in their front lobby to indicate to all employees, potential employees and visitors that the workplace is one that is safe and inclusive to LGBTQ+ people . Similarly, lanyards or badges in rainbow colours, or desktop Pride flags can be a very straight-forward, simple way for employees to signal their allyship to their LGBTQ+ colleagues .

The participation of companies at Pride parades is another opportunity for employers to engage with their LGBTQ+ employees . Through Pride, organisations can promote inclusion and raise company-wide awareness for LGBTQ+ rights within the company at large . This year, Dublin Pride went virtual with an online parade, but typically - in pre-pandemic times - many businesses stand proud with other organisations, community groups and activists as they line the streets for one of Europe’s biggest LGBTQ+ festivals . While the presence of corporations at Pride can sometimes be a topic of contention, it’s important to note that for many LGBTQ+ employees this can be a very empowering experience . Being able to celebrate the wholeness of their identity while being supported by their colleagues sends a resounding message of acceptance to the LGBTQ+ employees taking part . Moreover, this statement can help to clarify an organisation’s commitment to fostering inclusion and diversity in the workplace . When larger corporations go the extra mile for their LGBTQ+ employees, the impact cannot be understated . In 2019, for instance, Aviva Pride - the insurance group’s LGBTQ+ network - chose to honour their community in a highly visible way . Aviva joined forces with Dublin Pride to light up the Aviva stadium in rainbow colours . The profound gesture sent a powerful message to the company’s LGBTQ+ employees and customers, while the bold statement clarified the company’s stance on LGBTQ+ empowerment in the workplace .

While these visual displays are all effective at signalling an organisation’s allyship to its LGBTQ+ staff members, it is even more important that these acts of symbolism are backed up by inclusive policy . Having an actionable commitment to creating a working environment that is safe and accepting of the LGBTQ+ community is vital for inclusive management . In order for employers to avoid the danger of “pinkwashing” it is crucial that there is real substance beneath the symbolism .

Beyond the celebration of queerness in the workplace, positive and inclusive policy change can greatly improve the lives of LGBTQ+ employees . More and more organisations are now adopting specific policies around transgender issues . For example, Bank of Ireland ensure that each staff member is educated on issues relating to the trans community through their Gender Identity and Transitioning at Work Policy . Similarly, AIB’s Ally Pack is distributed to every member to educate them on inclusion and diversity .

Having an actionable commitment to creating a working environment that is safe and accepting of the LGBTQ+ community is vital for inclusive management.

Crucially, these workplaces follow the lead of LGBTQ+ rights and advocacy groups, like Trans Equality Network Ireland (TENI) and BeLonG To, for guidance and clarity regarding LGBTQ+ inclusive policy, education and awareness . Working hand in hand with LGBTQ+ organisations can help businesses ensure that they are creating an LGBTQ+ friendly atmosphere for all . In fact, BeLonG To offer an eLearning course - Creating Safe and Inclusive Workplaces for LGBTQ+ People - to guide employers on best practices . With this course, participants can understand, among other things, the challenges Irish LGBTQ+ people face, how to manage subconscious biases regarding LGBTQ+ people, the business case for diversity, and the steps employers can take to make the workplace more inclusive .

Like BeLonG To, TENI also offers valuable guidance to organisations looking to be better allies to their LGBTQ+ employees . TENI’s Guidelines for Employers and Employees is available to read for free online . In it, employers and employees can access practical information regarding terminology, recruitment and transition . Employers can even refer to the guide’s case study with Dublin Bus to develop their own workplace gender transition policy .

Of course, employers and organisations vary in size and means across the board . Many may not be in a position to host regular LGBTQ+ events, or have a float in Pride . However, there are many simple, cost-free ways to signal allyship to employees and prospective employees . In the hiring process, for instance, application forms can be amended to include multiple gender options, rather than just male and female .

Hiring managers can initiate job interviews by stating their name and their own pronouns, before inviting the candidate to share their own . Organisations can adopt an inclusive bathroom policy . Employee handbooks can be written to clarify that the company is inclusive of LGBTQ+ employees, and that abuse and discrimination will not be tolerated .

It is the responsibility of employers and managers to ensure that their LGBTQ+ employees can feel comfortable and safe in being open about their identity in the workplace . Hosting Pride events is just one way organisations can celebrate inclusion and diversity at work . In order to ensure that LGBTQ+ employees feel supported in bringing their whole self to work, leaders can strive for allyship by continuing to educate themselves and enact LGBTQ+ inclusive policy all year round .

Employers do not have to do this alone . They can utilise and implement resources from TENI and BeLonG To, as well as being receptive to feedback from their own LGBTQ+ employees . In doing so, they become proactive in establishing a culture where everyone feels safe and secure in being themselves at work .