Pride Month: enabling a comfortable workplace
I receive an email newsletter called Diversity Corner, which I believe is internal to my workplace. The following is the content of Diversity Corner for the week of 01 June 2006.
June is Gay and Lesbian Pride month. Here are some tips for enabling a workplace where gay, lesbian, bisexual, and transgender (GLBT) people can feel safe and welcome in order to contribute to their fullest potential:
Everyday things that most people take for granted, such as references to spouse and family, and displaying pictures of loved ones, can be problematic for both the GLBT employee who is unsure how much personal information (s)he can safely share and for well-meaning co-workers who aren’t sure what they should say or avoid. If you see an opportunity to reduce barriers or improve communication, most GLBT welcome the opportunity to talk or answer questions if approached offline and with well-meaning intention. Most of all, GLBT people want to feel included and be treated the same as everybody else.
____________________________________________________________________________
"Diversity Corner" content is selected and edited by Dave Hughes.
Reproduced with permission.
June is Gay and Lesbian Pride month. Here are some tips for enabling a workplace where gay, lesbian, bisexual, and transgender (GLBT) people can feel safe and welcome in order to contribute to their fullest potential:
- Use inclusive language such as spouse, partner, or significant other (S.O.)
- Include all employees in social activities such as lunches and happy hours
- Tactfully speak up if you hear someone make an insensitive statement or joke. A GLBT person within earshot uses such moments to gauge how welcoming and safe their work environment is.
- If a GLBT person brings a same-gender guest to a company event, realize that this may be a tremendous act of courage and they may be fearful of being shunned. Take a moment to meet their guest and introduce yours.
- If you are a manager, be aware that GLBT employees may have the same need for benefits such as bereavement leave, FMLA leave, and relocation for their spouse and dependents as their straight counterparts. These benefits are supported by Intel policy.
Everyday things that most people take for granted, such as references to spouse and family, and displaying pictures of loved ones, can be problematic for both the GLBT employee who is unsure how much personal information (s)he can safely share and for well-meaning co-workers who aren’t sure what they should say or avoid. If you see an opportunity to reduce barriers or improve communication, most GLBT welcome the opportunity to talk or answer questions if approached offline and with well-meaning intention. Most of all, GLBT people want to feel included and be treated the same as everybody else.
____________________________________________________________________________
"Diversity Corner" content is selected and edited by Dave Hughes.
Reproduced with permission.