Building, Renewing and Strengthening Relationships with LGBT Co-Workers

Increasingly today, people come into regular contact with LGBT individuals at work and in society. Therefore, it is important to promote greater understanding of sexual and gender minority (SGM) employees in the workplace.

The purpose of this guidance is to provide information that will enhance communication and interaction with SGM co-workers. It is not intended to dissuade personal opinions or religious beliefs regarding SGM individuals; rather, to highlight practical steps to create a safe and secure environment for SGM employees.

Creating a safe space for SGM employees communicate to the world your business’s continued commitment to diversity and inclusion in the workplace and to providing world-class customer service. As millennials and other generations continue to support equality for all the push for workplace equality will only continue.

So, here are a few tips to consider as you build, renew, or strengthen existing relationships with SGM co-workers.

1. Get Familiar – Using the correct terms can go a long way to make SGM co-workers feel like the workplace is a psychologically and emotionally safe place to work and discover. Familiarity with sexual orientation and gender identity terms and concepts demonstrate cultural sensitive, awareness, and knowledge. 
2. Get Educated – Register and attend SGM trainings and workshops that encourage workplace equality. Take initiative and seek out opportunities to increase your inclusion acumen and understanding of differences.
3. Be Visible – Assume that where you go there are SGM individuals present who may be wondering how safe the environment is for them. So show support. Go to events, champion equality causes, use inclusive language.
4. Don’t Assume – Never assume a person’s gender identity or sexual orientation based on secondary sex characteristics or the gossip you hear in passing.
5. Challenge – Challenge stereotypes and confront homophobic, homoantagonist, heterosexist, cisgender privilege— regardless of who is present. Interrupt and do so unapologetically. Report any behavior that violates your business’s anti-harassment, discrimination, and EEO diversity policy.
6. Respect – Respect how people choose to name and identify themselves and their experiences. Know that you only know someone’s orientation or gender identity after they tell you and know that this might change over time or based on situation. More importantly, respect the privacy of SGM people and do not “out” them to others.
7. Integrate – Include SGM co-workers in your work. No one wants to be excluded from the after-work shindig. When speaking up or when engaging in an educative moment on SGM related topics anticipate that your sexual orientation and/or gender identity may be called into question. It’s simple to correct people; but resist the urge to do so. Understanding and feeling the pain—from where you sit— will grow your empathy and helps you become a better ally.
8. Familiarize – Familiarize yourself with policies, procedures, and resources and demand a workplace environment that affirms the dignity of all persons regardless of difference.

Now that you have been provided these tips, you are well on your way to creating an inclusive workplace for SGM co-workers. I hope that these tips serve as a valuable and accessible resource for you to cultivate greater bonding relationships across difference.

Today is a great day to show your support for equality for all. Join the movement to eradicate workplace discrimination and to make the world a safer place to work, love, live, and play.  

[1]The phrase “sexual and gender minority” (SGM) more broadly references lesbian, gay, bisexual, transgender, or intersex (LGBTI) and other populations whose sexual orientation and/or gender identity, and reproductive development is considered outside cultural, societal, or physiological norms.