Creating Inclusive Culture at Work
I started my working life at age 13, at the nearby coffeeshop. By the time I was a senior in high school I was working three different part time jobs. This trend of working hard continues to this day.
As I entered the traditional adult workforce, issues like inclusivity and diversity were just starting to make themselves known. And they didn’t go away. By the time I was in my 30s, we had the full LGBT acronym, the Q wasn’t quite realized yet. As a conservative straight person, I wondered “What is the big deal? So people have a sexual partner preference, why does this need to be an issue at work? Why do we have to be so aware?”
Fast forward to now. Now I’m a lesbian. Yeah, it surprised me too. Now, I get it. I get why this crazy sexuality expression can really affect work life, company morale, and retention of key talent. My sexuality is not just about who I sleep next to at night. It’s also about which companies I want to dedicate my time and energy too. It’s also about how honest and authentic I show up for my coworkers, staff, and managers. It’s about the micro-aggressions I experience on a daily basis.
For example, my coworker and I can chat Monday morning about taking our partners out to dinner over the weekend. My coworker has a typical, heteronormative experience, complete with yummy food, flowers, and a happy ending. I took my girlfriend out to celebrate an anniversary, we held hands through dinner, I gave her a gift, there was sexy energy through the whole experience. Right until the waiter gave us two separate checks (classic micro-aggression). Now regardless of my co-worker’s sexuality, their understanding and how it's communicated can make the difference between starting the week feeling “other”, and one where I feel valued and heard for who I am. Which scenario will produce the most productivity that week, do you think?
Inclusivity and diversity training does NOT need to come from the basis of “You guys aren’t doing this right. You’re rude and offensive and we’re going to teach you how to be more politically correct.” I firmly believe that pretty much everyone is doing the best they can at any given moment, even when it’s hurtful to me. I honestly believe that when people are taught the most effective ways to care for others, they strive to do better. With a few key knowledge points, companies can experience a more cohesive, connected, and invested workforce.
I’m lucky in that I can speak to both the straight and the LGBTQ experience. Given that, one of my most popular workshops is Creating Inclusive Culture: What your LGBTQ co-workers wish you understood. In it we discuss the basic concepts (what do all those letters actually mean?!), and the advanced (Best and Worst ways to react when someone comes out to you).
These skills and knowledge are not only greatly applicable at work, but also in our personal lives. Parents, grandparents, and aunts and uncles are able to use these skills when a beloved child in their life finally feels brave enough to come out to them. This is a high stakes conversation, if it goes well their relationship will see sustained deepening and trust. If it doesn’t go well, it will be a conversation the child will need to heal from. Companies who are able to give effective training on inclusivity will be affecting widespread change.