You have amazing team members at work, and many of them are part of the LGBTQ community. Unfortunately, you’ve noticed some troubling behavior by some other employees that you suspect may be the result of prejudice and discrimination.
Making sure that your LGBTQ employees understand that they’re welcome (and making certain that other people understand that prejudice of any kind won’t be tolerated) is important to you — for many reasons. It’s wise to be proactive if you want to avoid a discrimination lawsuit later, for example.
How can workplaces become safer for LGBTQ community members?
Businesses that don’t have nondiscrimination clauses need to put them in place right away. Even if your state already has this protection, it’s smart to put your policies onto paper in an employee handbook or to have employees agree to it to work in your workplace. Why? It creates a powerful commitment to protect minorities and support them in the workforce.
Another good idea is to hold a meeting discussing how people who are different can work together. Anti-discrimination training can be beneficial for everyone, from the conservative coworkers who are unhappy about those with alternative lifestyles in the workplace to those who are racist or sexist.
If you do see someone in the LGBTQ community being treated badly, speak up. This kind of behavior can’t be allowed, and they may have a case against the employer for allowing it to continue. It’s the responsibility of all people in the workplace to stand up for what is right and to make sure every employee can work without facing discrimination from others.