As a People Operations manager, I recently partnered with the Queer at PI ERG to host an LGBTQ+ training session on the fundamentals of gender diversity, led by Rebecca Minor, a Gender Specialist and Clinical Social Worker. This experience was enlightening and underscored the vital role that such training plays in building a diverse and inclusive workplace.
In this article, I’ll share my key takeaways from the event—and explain why every organization should invest in LGBTQ+ training.
Understanding the training
The session was attended by 48 of our 220 employees, who came in feeling curious, energized, hopeful, and open-minded. Although most of the attendees would identify as LGBTQ+ supporters, we all joined for a similar reason: We realized we’re not as active allies as we could be.
Rebecca Minor’s expertise and engaging approach provided us with the knowledge and tools needed to become more effective allies. The training covered an introduction to the spectrum of gender identities and expressions, providing a foundational understanding essential for fostering inclusion.
How to contribute to a culture of allyship within your organization
Looking to become a better ally for LGBTQ+ members of your organization? Start by learning exactly what it takes to build a culture of inclusion and belonging.
Here are my three biggest takeaways from the event:
1. The power of language
To foster an inclusive culture, it’s crucial to understand the importance of inclusive language.
Rebecca provided practical tips on how to use inclusive language to support gender diversity at work and create a safe space for LGBTQ+ employees. By recognizing your colleagues’ pronouns and introducing yourself with pronouns (even if you’re cisgender), you not only show respect to your peers but communicate to them that your organization is a welcoming environment.
Rebecca also covered how to respond to missteps, like misgendering. Using the wrong pronouns doesn’t mean you’re a “bad” person—mistakes happen. But what does define you are the actions that come next. Do you own the mistake and correct yourself? Do you use the proper pronouns next time?
Rebecca stressed that these moments are important, as they help true allies learn and grow. She also shared a succinct yet powerful way for any person to respond to a mistake—by saying “sorry” and “thank you.”
A member of the Queer@PI ERG echoed Rebecca’s sentiments, noting that keeping it simple is key. “If your apology is over the top and requires the other party to console or affirm you, you’ve now taken up their space to feel how they feel in addition to whatever happened.”
2. Understanding current issues (and responding appropriately)
During the session, we also dove into effective strategies for engaging in respectful and productive discussions around gender identity, while debunking some of the common misconceptions and misinformation surrounding the topic.
Our conversations ran the gamut, covering everything from the increasing number of anti-LGBTQ+ bills in the U.S. to the history of the word “they”, gender identity in sports, parenting, and other common arguments against transgender people.
By talking candidly about these issues, Rebecca equipped us with the knowledge to respond effectively as allies. Being educated and informed on the issues is especially crucial at a time when LGBTQ+ colleagues need support in advocating for basic fundamental human rights.
3. Creating safe spaces
The session also highlighted the importance of creating safe spaces where LGBTQ+ employees feel comfortable being their authentic selves—and how active allyship is critical to building that safety.
We discussed the significance of having clear anti-discrimination policies in the workplace, along with inclusive health care coverage, visible support from leadership, and employee resource groups that provide community and support.
These are all things that your organization has the power to implement. Whether you’re an HR leader, an executive, a team lead, or even an individual contributor, we all play a part in contributing to psychological safety. Embrace these policies and practices as part of your culture, and inclusion tends to follow.
Making the case for LGBTQ+ training
Attending this training was an eye-opening experience. It made me realize the importance of continuous learning and self-improvement in fostering an inclusive environment. I left the session with a deeper understanding of the challenges faced by LGBTQ+ individuals and a renewed commitment to making our workplace more inclusive.
I strongly encourage other leaders and HR professionals to advocate for and participate in LGBTQ+ training. It’s a powerful step toward creating a more inclusive, respectful, and innovative workplace. By investing in LGBTQ+ training, we are not only supporting our colleagues but also promoting a culture of diversity and inclusion that benefits everyone. Inclusive workplaces are not just morally right; they are also good for business.
That’s not an opinion—look at the data:
- Diverse teams bring different perspectives and ideas, leading to greater innovation and better problem-solving (McKinsey).
- Inclusive workplaces tend to have higher employee satisfaction and retention rates (Deloitte).
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Inclusion matters.
LGBTQ+ training is essential for building inclusive workplaces. It equips employees with the knowledge and tools to support their LGBTQ+ colleagues, recognize and address biases, and create a culture of respect and inclusion. As business leaders and HR professionals, it is our responsibility to lead these efforts and ensure that our workplaces are safe and welcoming for everyone.
This training empowered nearly a quarter of our employees to become better allies, and I am committed to continuing this journey of fostering an inclusive environment where every individual feels seen, valued, and empowered.
