Equality and inclusion in the workforce are instrumental to your organization’s success. By employing individuals of all backgrounds, you are sending a message to the community at large, to prospective employees, and to current employees that your organization is fully accepting of all talented individuals.
Attracting a wide array of individuals for your organization also establishes a reputation that your organization’s culture supports minorities, women, and queer individuals. In addition, diversity creates an environment of different ideas and concepts that could further your business.
Incorporating strategies into your Human Resources efforts to recruit and retain LGBTQIA+ employees is necessary, and the following suggestions provide a jumping off point:
Offer health care benefits for all marriages and partnerships, including trans-friendly care like hormone replacement therapy (HRT)
Offer domestic partner benefits and FMLA leave for queer relationships, including adoption and the birth of a child.
Sponsor an employee resource group for LGBTQIA+ workers. Provide the group with a budget and access to meeting rooms to congregate. These individuals can assist in policy-making procedures and recruitment efforts while also being provided a comfortable place to meet.
Advertise and promote your business in LGBTQIA+ inclusive at community events, organizations, and publications with this demographic in mind. Donate or help sponsor queer charities and organizations.
Update your HR policies to include protections of sexual orientation and gender identity, including prohibiting homophobic and transphobic behaviors and comments.
Provide training on LGBTQIA+ issues such as discrimination, lack of adequate health care, and mental health issues to educate all employees.
Make your tolerance policy and diversity programs are widely known to employees. Make it clear that certain offensive behaviors will not be tolerated.
Form partnerships with other organizations that have diverse work forces and have nondiscrimination policies covering race, religion, nationality, social/ethnic origin, sexual orientation, gender, gender identity/expression, marital status, pregnancy, and political affiliation.
Attracting and retaining a diverse work force makes good business sense and is also beneficial to the community at large. For more information on forming relationships with other employers who support LGBT workers, visit the National Gay and Lesbian Chamber of Commerce at www.nglcc.org.
Other LGBT and queer centered resources include:
For more details about the Trailer Makers Toolkit resource, contact Andrew Dearing, CIC, MWCA, Trailer Industry Risk Management Advisor/Insurance Broker, at Truck and Trailer Makers at ADearing@trailermakersins.com or call (478) 449-5928.