LGBTQ+ inclusive strategies for low acceptance locations 

If you are based in a country or location that is low on LGBTQ+ acceptance, we highly recommend that you review and improve your code of conduct to ensure that it explicitly protects all staff employees from discrimination, harassment, or bullying.

How?

1. Make reports anonymous:

Introducing anonymous reporting is an effective way to safeguard LGBTQ+ employees. By providing the option for individuals to report concerns without fear of repercussions or exposure, organisations can foster a safer and more inclusive work environment. Following the example of companies like Microsoft, who have successfully implemented secure and confidential reporting systems, organisations can proactively address LGBTQ+ discrimination and harassment, while ensuring the protection of individuals’ identities.

2. Add interim measures:

Interim measures can play a key role in safeguarding individuals who report discrimination or harassment, as exemplified by Google. In response to allegations of LGBTQ+ discrimination, they have implemented measures such as temporary reassignments, counseling support, and rigorous monitoring to ensure the safety and well-being of the affected employees during the investigation. By implementing such interim measures, Google sends a powerful message that they genuinely value the concerns of LGBTQ+ individuals and prioritise their protection.

LGBTQ+ inclusive strategies for high acceptance markets 

If you’re operating in a country or location with high LGBTQ+ acceptance, we highly recommend that you set up an LGBTQ+ allyship network within your organisation. 

These networks create spaces for LGBTQ+ employees and allies to connect, share experiences, engage in dialogue, share best practices, and advocate for change.

How?

1. Set up your LGBTQ+ allies program:

A well-established LGBTQ+ allies’ program like IBM’s “People for Respect, Identity, and Support of Employees” (PRIDE) can offer support, resources, and training for allies, promoting awareness, education, and advocacy. Accenture’s LGBTQ+ allies program also provides comprehensive training modules on LGBTQ+ terminology, understanding intersectionality, and supporting transgender employees. By equipping allies with knowledge and skills, you create effective advocates within the organisation.

2. Create an LGBTQ+ Employee Resource Group (ERG):

LGBTQ+ ERGs like Cisco’s Pride@Cisco can play a significant role in fostering a supportive community for both allies and LGBTQ+ employees. They can organise educational events, panel discussions, and mentoring programs, creating an inclusive space where allies actively engage and support LGBTQ+ colleagues. Together, these groups can advocate for better and more inclusive policies and benefits that benefit LGBTQ+ staff.

Conclusion

Promoting LGBTQ+ inclusion in Asia requires organisations to navigate cultural nuances and acceptance levels present in each country. By adopting strategies that are respectful and context-specific, organisations can create safe and inclusive environments for LGBTQ+ employees. 

Embracing diversity and fostering acceptance not only benefits employees but also strengthens the organisation, fostering innovation, engagement, and success. Prioritize LGBTQ+ inclusion to create a workplace where everyone can thrive.