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Employers
Non-discrimination policies, benefits and other practices that include LGBTQ+ workers are essential for businesses as they compete for talent and customers.
Talking About Pronouns in the Workplace
A short primer on the importance of honoring pronouns and other forms of address in the workplace.
Supplier Standards: Discrimination Policies
A business typically relies on other businesses for goods or services. These businesses are referred to as suppliers or vendors, and the activity between businesses is referred to as Business-to-Business,…
Self-Identification of LGBTQ+ Employees
Unlike other diversity categories, such as race and gender, employers are not required to collect statistics on the number of LGBTQ+ people they employ.
Sample Equal Employment Opportunity Policies
HRC seeks a clear declaration of non-discrimination toward LGBTQ+ employees by including both "sexual orientation" and "gender identity or expression" in an employer’s primary non-discrimination or EEO statement.
Restroom Access for Transgender Employees
Permit an employee to use sex-segregated facilities that correspond to their gender idenity.
Most people take reasonable access to restroom facilities for granted. However, transgender people often face the burden…
LGBTQ+ Workers of Color Need Paid Leave: Findings from the 2018 U.S. LGBTQ+ Paid Leave Survey
For the estimated 1.8 million LGBTQ+ people of color in the American workforce, existing forms of discrimination can further limit access to paid parental, family care and medical leave.
LGBTQ+ Supplier Diversity Programs
Supplier diversity programs ensure that the procurement process includes specific opportunities for minority-owned businesses, including women-owned, veteran-owned and, more recently, LGBTQ+-owned businesses.
