Discrimination is systematic and starts from our closest social circles, but it also permeates our workplace, which is why it is extremely important that companies take action and position themselves against any discriminatory attitude or practice against this group. Today it is not enough to paint yourself rainbow in June, the strategy for this community must be developed and implemented throughout the year.
Activities to promote the inclusion, equity, equality and sense of belonging of the LGBT+ community within any organization must start from the recruitment process, which must be based on talent without distinction based on sexual orientation, gender identity or expression, race , age, marital status, religion and ethnic origin; also, the education and awareness They are an important point, because to continue promoting an inclusive labor ecosystem without discrimination.
There must be a specific training structure – for all levels – on issues and problems focused on the LGBTQ+ community, not only available in June, but throughout the year; Said activities must contain topics such as: interviews for inclusive recruitment, unconscious biases, inclusive leadership, inclusive and non-sexist language, microaggressions, stigmas and stereotypes in the LGBTQ+ community, meaning of the LGBTQ+ acronym, among others.
It is also very important that the LGBTQ+ community have visibility and representation within the company, this can be done by forming a employee resource group (ERG, for its acronym in English) whose objective is to promote a safe space where all people belonging or not to the LGBTQ+ community can share ideas, experiences and knowledge, regardless of their hierarchical level, which will result in a work ecosystem much more open and collaborative.
However, the most important part is the creation of real policies that include and name people belonging to the LGBTQ+ community, such as adoption policies, marriage policies, special permits, etc., and not only that, there must be exclusive policies for the members of this group; for example, the maternity policy for non-pregnant mothers, for pregnant fathers, for trans people, which includes social name recognition, psychological support and legal advice.