Good DEI practices can lead to numerous benefits and positive changes, whether in the workspace, an organization, or everyday life. When we effectively support each other and celebrate our differences and similarities, our communities become stronger and more resilient. Our relationships will have a baseline structure of understanding and respect, and we can empower one another.
In the last few years, the LGBTQ+ community has seen increased reported numbers, comprising approximately 7.6% of the U.S. population. This has led to increased efforts to create DEI policies and initiatives focusing on the LGBTQ+ community, though these have not always been effective.
Good DEI practices source from both continued time and effort, not performative allyship. It goes beyond simply saying you support a community or going through a training module. These practices change the way we think, behave, and approach situations and each other. They should be practiced on a structural and individual basis and with all people – not just those we may perceive as coming from a minority group.
The following DEI practices are just a small look into what supports a stronger community and a safer environment for LGBTQ+ individuals – but are positive seeds to plant to build strong roots for a healthier and empowered environment for all.
Practice Accountability
Accountability refers to taking responsibility for our past, present, and future actions. It is an essential element of building trust and an environment of honesty. Although accountability is important in every space, it is increasingly relevant for workspaces and organizations.
Often, structural systems have had a history of either creating an unsafe space for LGBTQ+ individuals or not doing anything to prevent that outcome. This can look like conscious or unconscious bias in hiring practices, not making pathways for LGBTQ+ individuals to address discrimination they face from peers, or perhaps having policies that drive heteronormativity and gender stereotypes.
Although this practice may lead to what feels like an awkward conversation, there is incredible power and meaning in vocally saying ‘I was wrong’ or ‘Here is a weakness we have’. Most importantly though, this accountability needs to be followed with specific and real plans to address and amend the shortcoming or harm done. Without this fulfilled promise to improve and grow, those other words are empty. Thus, accountability must address the past, present, and future.
Recognize Intersectionality
The LGBTQ+ community is not a monolith – meaning not every LGBTQ+ individual can be lumped together and perceived as having the same life experiences and beliefs. Although many similar experiences connect the community, LGBTQ+ people, like any other, have a variety of different identities and histories that affect who they are and how they behave. Just because one LGBTQ+ person is perfectly okay with you using a certain type of language does not mean everyone else will be, nor will every LGBTQ+ person have the same beliefs about certain issues.
Intersectionality is the understanding that different social identities interact in unique ways, leading to differing patterns of how a person experiences systems of discrimination and privilege. These can include, but are not limited to race, ethnicity, gender, disability, religion, class, and sexuality. These intersecting identities lead to diverse experiences and perspectives which are important to recognize and respect.
Therefore, it is important to not make assumptions about a person or a community based solely on the fact that they are LGBTQ+. Instead, we should aim to get to know a person on an individual basis and learn about their unique lived experience.
Normalize and Encourage Proper Pronouns
Using proper pronouns affirms a person’s gender identity and helps promote inclusivity, safety, and respect. By sharing your pronouns in emails or other public displays, or by having a larger group of people to do so, you can create a space that signifies to LGBTQ+ that they are safe to share the pronouns they identify with.
This act of normalizing pronoun use creates a safety net for gender-queer and gender-non-conforming people because it allows them the ability to share their pronouns without the feeling of having to out themselves. If an entire workplace does not share pronouns and everyone assumes each other’s gender identity, one person sharing their pronouns can create unwanted and uncomfortable attention.
Although it is a great step to include pronouns in places like emails and websites, sharing them in group introductions is also beneficial. When having a team meet each other for the first time, sharing pronouns and preferred names first normalizes the practice. It allows people to build their first, and often lasting impressions of one another based on correct pronouns and gender identities.
Sometimes mistakes happen and we slip up pronouns. In these moments, it is important to consider the other person’s feelings before our own. In a small interaction, either individually or in a small group, a simple correction before continuing typically suffices as long as you remember to be more cognizant next time.
However, if the slip-up is in a more important setting such as introducing them before a large crowd, it could be beneficial to follow up with that person privately afterward to express accountability. In these conversations, center the other person and not yourself. Be respectful and understand that your words could have caused harm. Apologize for what happened and express that you will be more conscious in the future. Of course, every person is different and may or may not appreciate other ways to amend a slip-up. Be sure to listen to and respect boundaries.
Gender Neutrality and Inclusivity
Gender Neutrality and Inclusivity are both beneficial to the LGBTQ+ community, but also to countering gender stereotypes that affect all. For example, having gendered dress codes forces cisgender men and women to adhere to certain dress styles that may be uncomfortable for them, and often have worse stereotyped effects for women. But it also creates an awkward and unsafe environment for gender non-conforming people. If a dress code only sets out what is permitted for a man or a woman, what is a non-binary person supposed to do? Dress codes should be gender-neutral, laying out ‘professional’ or ‘business-casual’ instead of something gendered.
There are plenty of other spaces to keep an eye out for in this matter. Consider whether your building has a gender-neutral restroom, how paternity leave is labeled, whether your healthcare plans are gendered, and even if you have gendered company outings. All of these and more are places to improve gender inclusivity and neutrality.
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