Supporting an Inclusive Culture (Criteria 3a and b)

Supporting an Inclusive Culture (Criteria 3a and b)

Share this page on:
Twitter
Facebook

Overview

Why inclusive internal training and best practices?

Despite progress in workplace LGBTQ inclusion, 46 percent of LGBTQ employees are closeted at their job. Equitable policies and benefits are critical to LGBTQ inclusion in the workforce but alone are not sufficient to support a truly inclusive culture within a workplace. Employers recognize that beyond the letter of a policy, additional programming and educational efforts are necessary. Ultimately, businesses invest in organizational competency programs because policy does not equal practice.

Why establish employee resource groups (ERGs) or a diversity council?

Many large employers have formally recognized employee resource groups (also known as an employee network, business resource or affinity groups) for diverse populations of their workforce, including women, people of color, veterans, parents, people of varied abilities and LGBTQ & Allied people. These groups’ purpose is two-fold:

  • To foster a sense of community and visibility of these diverse populations within a business; and
  • To leverage each unique populations’ networks and skills to help accomplish business goals such as market innovation, recruitment and retention of talent

To receive credit in Criteria 3a and b (20 points):

  • Businesses must demonstrate a firm-wide, sustained and accountable commitment to diversity and cultural competency, including at least three of the following elements (10):
    • New hire training clearly states that the nondiscrimination policy includes gender identity and sexual orientation and provides definitions or scenarios illustrating the policy for each
    • Supervisors undergo training that includes gender identity and sexual orientation as discrete topics (may be part of a broader training), and provides definitions or scenarios illustrating the policy for each
    • Integration of gender identity and sexual orientation in professional development, skills-based or other leadership training that includes elements of diversity and/or cultural competency
    • Gender transition guidelines with supportive restroom, dress code and documentation guidance
    • Anonymous employee engagement or climate surveys conducted on an annual or biennial basis allow employees the option to identify as LGBTQ.
    • Data collection forms that include employee race, ethnicity, gender, military and disability status — typically recorded as part of employee records — include optional questions on sexual orientation and gender identity.
    • Senior management/executive performance measures include LGBTQ diversity metrics
  • Participants must have either an LGBTQ employee resource group or diversity council inclusive of LGBTQ issues (10).

CEI Scored Questions