Start by setting the tone through an anti-discrimination policy. If this is something you already have in place, use leader-led messaging to emphasise your commitment to it. Lay out what your business stands for and what you expect from your employees.

If you’re starting a policy from scratch, you probably want to think beyond LGBTQ+. Outline your stance against all forms of discrimination, for example race and gender. 

It’s a good idea for your policy to be clearly worded so there aren’t any grey areas for people to potentially exploit.

How can your employees report discriminatory behaviour?

A lot of companies mention it during inductions and include a page in the staff handbook, but don’t communicate it again. Remind employees that there’s a clear course of action they can take if they’re the victims of, or witnesses to, discriminating behaviour.

Guaranteeing anonymity also helps to reassure people that it’s safe to come forward.

When it comes to creating an LGBTQ+ friendly workplace, education is key. And it’s an ongoing journey.

By learning about LGBTQ+ history and culture, and encouraging your team to do the same, you’ll get a deeper understanding of the challenges the community faces and take meaningful steps to true inclusivity. 

There’s plenty of resources out there. For starters, you can check out: 

• OutRight Action International
• Stonewall
• LGBT Foundation

You could also invite guest speakers into the workplace, particularly around key awareness dates.