As an Intercultural Executive Coach, I believe that fostering inclusion in the workplace is key to driving innovation and success, in a way that respects and celebrates their unique identities. Considering it is Pride Month, today I share some thoughts on how as Global Leaders we can support our LGBTQ+ team players, colleagues, clients, and friends.
Pride Month is a special time to acknowledge and honor the contributions of the LGBTQ+ community. It’s a reminder of the importance of creating an environment where everyone feels valued and included. Nevertheless supporting any group of people is a year-round commitment.
Remember that, as Expats in a foreign country, as women in certain industries, or as migrants, we may also represent a minority. In this article, I remind you of a few ways we can show our support as leaders.
Showing support to the LGBTQ+ community
- Educate Ourselves and Others: Understanding the challenges and experiences of LGBTQ+ individuals helps us become more empathetic and effective allies. Don’t leave it up to your LGBTQ+ employees to educate you and others. Take the time to learn about the history of Pride Month and the ongoing struggles for equality. You can listen to a podcast discussing gender identities, watch movies, and read books or TV shows written from the LGBTQ+ perspective. This will help you develop an understanding of what it means to be a better ally for the LGBTQ+ community.
- Promote Inclusive Policies: Review your organization’s policies to ensure they support LGBTQ+ employees. This includes anti-discrimination policies, inclusive benefits, and support for diversity and inclusion initiatives.
- Celebrate Diversity: Encourage and participate in Pride Month events and activities, such as local celebrations, or virtual panel discussions. Moreover, simply wearing a rainbow pin. These actions show solidarity and support.
- Foster Open Dialogue: Create a safe space for conversations about LGBTQ+ issues. Encourage open dialogue and be a supportive listener. This not only helps build trust but also promotes a more inclusive culture.
Supporting your LGBTQ+ team members
1.- Eliminate beliefs and assumptions: These will only sabotage and impact your capacity as a leader. Do not make assumptions. Understand that both you, as a leader or coach, and your direct report or client have limiting beliefs. You need to first be aware of them. Be respectful, of other’s relationships, of other’s lifestyles. Ensure your curiosity is always nonjudgmental and always be open. Your curiosity should serve your people, not yourself.
2.- Explore the ongoing impact of living as a minority. Your goal as a leader is to help your team members be successful and happy. Be open to the unique problems and risks that may exist as a minority. Practice active listening. Remember that by listening and being supportive, you show your interest for their well-being. Psychological safety, the belief that one can express themselves without fear of judgment, is key to inclusivity. It allows employees to speak up and take risks, fostering trust, communication, productivity and collaboration. When feeling valued, they thrive and are more engaged and productive.
3.- Look for opportunities to strengthen resilience. Resilient LGBTQ+ team members are confident in their identity and express themselves authentically without fear. Assure a purpose-driven approach to work, instill a sense of meaning in them, and make sure their mission is clear. When challenges arise, empower them to unleash their potential and perform at their best in the pursuit of organizational success. A resilient team member communicates assertively, and remains engaged and productive at work, enabling them to thrive despite challenges.
4.- Help establish a safe and inclusive environment, offer resources like support groups and mentorship, encourage open communication about their experiences, build a network of LGBTQ+ and allied employees, and recognize and affirm their contributions to the team. Strong support networks help manage emotions effectively and prioritize self-care.
Global views on LGBTQ+
Those in the American continent, and Western Europe are generally more accepting of homosexuality than are those in Eastern Europe, Russia, Ukraine, the Middle East, and sub-Saharan Africa. The Asia-Pacific region generally is split on this matter. This is a function not only of economic development of nations, but also religious and political attitudes.
“Despite major changes in laws and norms surrounding the issue of same-sex marriage and the rights of LGBT people around the world, public opinion on the acceptance of homosexuality in society remains sharply divided by country, region, and economic development.”
Jacob Poushter & Nicholas Kent
Take a look at this Pew Research Center article by Jacob Poushter and Nicholas Kent, The Global Divide on Homosexuality Persists – But increasing acceptance in many countries over past two decades.
An interesting fact from this research is that among these shifts presented in the last 17 years, two countries show a fairly large shift in acceptance of homosexuality: Mexico and Japan. In both countries, acceptance has gone from 50% to almost 70%.
Conclusion
By taking the steps and actions described previously, we can all contribute to a more inclusive and supportive environment for our LGBTQ colleagues and clients. Let’s use this Pride Month as an opportunity and reminder to reaffirm our commitment to diversity and inclusion, and to celebrate the unique perspectives and contributions that make our workplaces richer and more dynamic.
As an Intercutural Executive Coach, I intend to remind Global Leaders of their leadership role in these political and social times and give their people the space to reflect on their actions, and outcomes, take new steps, and adjust plans based on what works toward their goals. Make the most of these unique situations.
