HR expert 's advice on creating inclusive culture
As communities celebrate Pride month in June, a Sutton Coldfield HR expert has issued advice to SMEs on ensuring LGBT+ employees feel safe and welcome in the workplace.
Sara Abbott (pictured) from The HR Dept North Birmingham says businesses can reap the benefits of being inclusive in everything from their recruitment processes to employee benefits.
However, she warned that while firms have come a long way in supporting LGBT+ employees, there is still a lot more to do.
Sara said: “There is no doubt that we 've come a long way in supporting LGBT+ people over the past decade, and Pride has played an important role in achieving that.
“However, there is still more to do, with many LGBT+ people choosing to keep their sexuality secret - even though it is protected from discrimination by the Equality Act.
“Glassdoor.com describes how fears of being passed over in job interviews or promotion, exclusion and outright homophobia are very much genuine.
“They cite a five per cent gap in interview success rate between gay jobseekers and heterosexual candidates who have the same qualifications and experience.
“Businesses which can drive the causes of these fears out of their culture stand to benefit considerably.
“Aside from inclusive cultures simply being more pleasant places to work, diverse workforces lead to better decision-making, more innovation, more talented teams and, as a result, better productivity. ”
Sara said creating an inclusive culture in the workplace begins with mindset.
She added: “Employers need a zero-tolerance attitude towards harassment and discrimination. This should be set-out in policies such as recruitment and promotion, and disciplinary and grievance.
“This sets expectations within the business and provides a framework for managing any wrongdoing.
“With this important foundation laid, there are other things that you can do to build an inclusive culture.
“Look at support networks within your business: Do senior staff lead from the front on inclusion, and have an open-door policy for listening to concerns? Is there a mentoring system in place? Is an employee assistance programme (which can provide independent support) part of your benefits package?
“Other positive signals you can send include supporting an LGBT+ charity, signposting relevant networks and events to staff and doing something to mark Pride month. They may be relatively small gestures but they mean a lot, showing real thought and care throughout the year.
“Not only may this improve the experience for current staff, but it will stand you in good stead in the somewhat challenging recruitment market we are experiencing - attracting more talent to apply for your vacancies. ”