LGBTQIA+ persons face discrimination. For example, according to some studies, only slightly more than half of transgender people (who have disclosed their identity at work) feel supported by their bosses and co-workers (source: KPH, The social situation of LGBTA persons in Poland. Report for 2019-2020). For several years, Poland has ranked last in Europe in terms of the level of equality for LGBT+ persons (according to the ILGA-Europe ranking). 

Does the systemic lack of support for LGBTQIA+ persons cause negative consequences for employers? 

Yes. LGBTQIA+ persons often make the decision to move to a more inclusive workplace, resulting in an exodus of talent from the organization. Likewise, the employer's attitude and social media reviews about the employer can negatively affect the willingness of valuable candidates to apply. This applies not only to people belonging to sexual minorities, but also to those who identify ideologically with their concerns. 

What's more, there is also a perceived decline in the efficiency of employees who, as a result of their employers' lack of concern for a safe working environment for them, have to face:

• difficulty in fully concentrating on work tasks 
• fatigue caused by constantly hiding their sexual orientation and gender identity from their co-workers
• avoiding specific people and events that integrate the team 
• dissatisfaction and depression 
  (Source: Safe Havens 2022 Report, based on: Degrees of Equality: A National Study Examining Workplace Climate for LGBT Employees. Human Rights Campaign Foundation, 2009)

Pride month is, of course, a good opportunity to show solidarity with groups that face exclusion. However, creating inclusive organizations is more than that. 
It should be a planned and consistently implemented process that can involve all those who want to influence the internal workings of the organization as well as its perception from the outside world.  

Can support for LGBTQIA+ persons bring real financial benefits to organizations? 

Yes. Companies that support LGBTQIA+ persons gain image-wise, are able to retain valuable employees, and attract the best candidates from the market (especially since supporting this group is very important for the younger generation). They also have a positive impact on the well-being of LGBTQIA+ employees, which translates into their commitment, creativity and loyalty to their employer. 
The financial and marketing results of companies that implement anti-discrimination policies and care about the well-being of employees from the LGBT+ community are better than those that ignore the issue.
What activities can promote inclusivity: 

• "ERGs" for employee resource groups (networks), or employee networks. These are grassroots initiatives by employees and supported (e.g. financially and organizationally) by employers. Such groups hold regular meetings, workshops, various events, discuss and support each other.
• "L" for inclusive language. Employers are increasingly organizing inclusive language workshops or introducing an appropriate dictionary (manual). Through this, employees learn how to speak and write about LGBTQIA+ persons, among others, so as not to exclude them. Such activities raise awareness and help eliminate prejudices.
• "I" for DEI initiatives. Activities for LGBTQIA+ persons are very diverse. One company (an employee network operating within it) has organized "Fitness with Drag Queen" at its office (with dozens of employees signing up). Another large organization has erected a rainbow Dialogue Bench in its courtyard. Also meetings play a key role, e.g. a meeting with a transgender woman, a parent of a transgender child 
• "A" for allyship. These are activities aimed at educating and promoting the idea of "allyship" among employees, i.e. supporting people belonging to groups at risk of exclusion (e.g. workshops on how to support others; taking photos wearing rainbow T-shirts, participating in the Equality Parade).

To move from declarations to actions, it is already worth reviewing your internal regulations at least from the organizational side whether LGBTQIA+ persons are guaranteed safe exercise of the rights that apply to persons in a joint household (to whom such information goes, whether these persons are adequately prepared for this, how to proceed in case the data of such a person is required, etc.). 
 

Find more in the PRO HR June 2024