Tips for Supporting Lgbtq+ Inclusivity

Change the system, not the individuals. This trans day of visibility, I encourage organizations to change their environments for transgender & gender diverse (TGD) inclusion. 🗺 Co-design workplace initiatives, practices and experiences with transgender & gender diverse (TGD) folks. Pay, recognise and reward them for this unique and vital contribution. This is not volunteer work, this is a form of research, this is culture building, this is experience design. This has an emotional tax so pay the bills. 🛑 Drive a zero tolerance approach for all forms of transphobia. Clearly define what’s a teachable moment (i.e. make a mistake, acknowledge it, apologize, aim to not make the same mistake, show growth) and what’s a sackable moment. Embed this into your code of conduct, policies, practices, training and values/behaviors efforts. Hiring? Here are Some Specific Edits at ��Joining” Stage of the Employee Lifecycle. Systems: Review all systems and forms where gender markers and pronouns are asked. What options do you provide? What comes next and is it an ID/verification check? If so, what happens when someone’s government name and documentation doesn’t match their name on file? Can this be avoided and if not, are you teams trained on inclusive customer/employee experience? If a candidate is likely to meet 4-5 people during the hiring process, how will you ensure you limit the risk of them being misgendered or deadnaming occurring? See Envato example in comments. Process: Review your recruitment practices end to end with TGD employees and/or experts. Where you think you are being equal, you may need to consider where it is necessary to be equitable. Sameness isn't fairness. This includes when you collect information and why, unbiased interviews and selection practices and making sure your role descriptions and selection criteria are robust and line up otherwise, it’s left to “gut feel” and bias will come into play. Not all trans colleagues or candidates are out at work, and no two trans people will have an identical journey or transition. So remember to treat everyone uniquely, and without bias. Language: De-gender your targets, adverts and language. Use “they/them” as a default. Ensure you have 40/40/20 targets not 50/50 gender targets as nothing tells a non-binary colleague they aren't welcome in the exec team more than a target that literally denies their existence. Demonstrate: Show candidates not tell them. On your careers page, adverts and key hiring process points remind candidates that they can access someone in your team who is trained and aware of the barriers trans and gender diverse people face through the application process, and in work. See: Coles example in comments. Leverage (and credit) some great trans-led organizations who are specialists in this work. I’ll drop examples in the comments. What would you add?

How well does your organisation support the LGBTQI+ community? Shape Talent Ltd engaged Dr Ciarán McFadden-Young, Senior Lecturer and researcher on EDI at the University of Stirling, to author a white paper that examines the barriers to LGBTQI+ career progression. This is an adaptation of the research that we conducted into women's career progression, looking through a lens of gender identity and sexual orientation. Addressing systemic barriers is at the heart of our work. You can download our white paper to see the specific recommendations that we make on how organisations can cultivate inclusivity and address the barriers to LGBTQI+ people in the workplace. For those who are time poor, here are the 8 headline recommendations: 𝟏. 𝐀𝐝𝐝𝐫𝐞𝐬𝐬 𝐡𝐞𝐭𝐞𝐫𝐨𝐧𝐨𝐫𝐦𝐚𝐭𝐢𝐯𝐢𝐭𝐲. For example, do the childcare and parental leave policies assume a heterosexual employee? Does the workplace have gender-neutral bathrooms? Is a uniform required, and are there only gendered versions? 𝟐. 𝐃𝐨𝐧’𝐭 𝐭𝐫𝐞𝐚𝐭 𝐋𝐆𝐁𝐓𝐐+ 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬 𝐚𝐬 𝐚 𝐡𝐨𝐦𝐨𝐠𝐞𝐧𝐨𝐮𝐬 𝐠𝐫𝐨𝐮𝐩. Although there are social, cultural and historical reasons why lesbian women, gay men, bisexual people, trans people and queer people all form one distinct and recognisable collective group, different sub groups experience distinctly different barriers. 𝟑. 𝐄𝐫𝐚𝐝𝐢𝐜𝐚𝐭𝐞 𝐝𝐢𝐬𝐜𝐫𝐢𝐦𝐢𝐧𝐚𝐭𝐢𝐨𝐧. Organisations should have clear and well communicated anti-discrimination and harassment policies, provide anti-discrimination training, and engage in cultural audits to uncover any potential informal issues 𝟒. 𝐔𝐧𝐝𝐞𝐫𝐬𝐭𝐚𝐧𝐝 𝐭𝐡𝐞 𝐥𝐚𝐰. This is particularly important for multinational organisations operating in very different regions with different legislative norms. 𝟓. 𝐄𝐝𝐮𝐜𝐚𝐭𝐞 𝐚𝐥𝐥 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬. Training and development can be offered to help demystify common concerns, clarify the terminology used in discussions about LGBTQ+ identities, and in many cases offer a starting point for conversations on LGBTQ+ inclusion in the workplace. 𝟔. 𝐀𝐝𝐨𝐩𝐭 𝐚 𝐜𝐨𝐥𝐥𝐚𝐛𝐨𝐫𝐚𝐭𝐢𝐯𝐞 𝐩𝐨𝐥𝐢𝐜𝐲 𝐝𝐞𝐬𝐢𝐠𝐧. A policy should, where possible, have input from those it seeks to protect or promote inclusion for. 𝟕. 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐞 𝐚𝐧𝐝 𝐬𝐡𝐚𝐫𝐞 𝐲𝐨𝐮𝐫 𝐩𝐨𝐥𝐢𝐜𝐢𝐞𝐬. While your organisation may have excellent inclusion and anti-discrimination policies, it’s important that your employees are made aware (and reminded) of them. 𝟖. 𝐀𝐝𝐨𝐩𝐭 𝐲𝐞𝐚𝐫-𝐫𝐨𝐮𝐧𝐝 𝐚𝐧𝐝 𝐰𝐨𝐫𝐥𝐝-𝐰𝐢𝐝𝐞 𝐩𝐫𝐢𝐝𝐞. In June of each year, more and more organisations are accused of ‘pink-washing’ or ‘rainbow-washing. It is a form of performative allyship. Ensure your work extends throughout the year and is meaningful. #WorldPride2024 #Pride2024 #ThreeBarriers https://lnkd.in/erD9a3Sy

How does your workplace enable trans and gender diverse folks to be themselves? Every trans person is different, they have their own priorities, comforts, trans experiences and pronouns. Some trans people want to be out, loud and proud - some don't. Some trans people have chosen names, some don't. Some are neurodivergent, some aren't. Then how can an organisation possibly create inclusion for such a diversity of experiences, wants and needs? Well there are some things we know help: 1. Provide opportunities for people to say their pronouns, chosen names and gender identities (where it's relevant) but never force them. 2. Provide inclusive signaling through name badges, flags, posters, pins - anything that suggests LGBTIQA+ people (and specifically trans folk) are welcome here. 3. Ensure policies and programs specifically call in gender diverse folks. 4. Use inclusive language. 5. Respect confidentiality and don't ask intrusive questions. 6. Provide training on trans and gender diverse inclusion for leaders and employees. What have I missed? There's no special formula that will ensure trans people will feel safe to bring their whole selves to your workplace and some people may just never want to. But we can enable inclusion by setting the ground work and then educating our people to do the rest. Oh and if you are trans or gender diverse, it is up to you who you tell and when. Don't let anyone tell you otherwise. It's your journey, it's your information. #LGBTIQA+ #linkedintopvoices #workplaceinclusion

Standing with trans* employees: more than words, it’s action. Recent rhetoric and policies have undermined the rights of transgender and non-binary individuals, but let me be clear: trans rights are human rights. As workplaces, and as individuals, we have a responsibility to stand in solidarity with our trans colleagues. The workplace should be a space where everyone feels valued and safe to thrive—not an environment where identity becomes a barrier. Here’s how we can take action, together: 💼 In the Workplace Update Policies: Ensure anti-discrimination policies explicitly protect gender identity and expression. Inclusive Facilities: Provide gender-neutral restrooms and inclusive healthcare benefits. Education: Train staff on trans awareness and allyship to foster a culture of respect. Celebrate Voices: Amplify and centre trans and non-binary employees in decision-making and leadership. 🤝 As Individuals Use Correct Pronouns: Take the time to ask and use them consistently. Speak Up: Call out transphobic behaviour or rhetoric, even when it’s uncomfortable. Listen and Learn: Seek out stories, resources, and perspectives to better understand trans experiences. Normalise Support: Share and support trans inclusion initiatives in your networks. 📢 Now Available: A Good Practice Guide to Trans Inclusion I’m proud to share this guide, co-developed with over 20 trans and non-binary engineers with InterEngineering, National Grid and Stonewall back in 2017. It’s packed with actionable steps to create workplaces where everyone can thrive. 💡 Download the guide, share it widely, and start a meaningful conversation in your organisation. Together, we can create workplaces that embrace inclusion, not just as a policy, but as a practice. When we act as allies and advocates, we make inclusion possible—not just as a buzzword, but as a standard. Let’s build a future where everyone belongs. 🌈 #TransRightsAreHumanRights #WorkplaceInclusion #TransInclusionGuide

Hopefully this isn't brand new information to you, but trans people are under attack. If you're celebrating Pride, you need to be doing something to actually care for and protect your trans employees. Many trans employees and employees with trans family members are navigating fear, legal uncertainty, and real safety concerns, on top of doing their jobs. You don’t need a perfect and thorough plan to help. But you do need to act. 〰 Check in, and mean it. Train managers on how to check in with care. Don’t assume. Don’t stay silent. Acknowledge what’s happening and let people know what support is available. 〰 Provide real resources. Give LGBTQIA+ ERGs access to legal and safety planning tools. Share guides from orgs like Trans Lifeline and Transgender Law Center. Consider offering legal consults or stipends. 〰 Support mental health. Highlight providers with LGBTQIA+ expertise. I love Therify for connecting employees with mental health providers who reflect their identities. Make sure people know how to access EAPs, reimbursement, or stipends, and normalize using them. 〰 Offer flexible time off. People may need time for legal processes, safety planning, relocation, or medical care. Make sure policies are flexible and clearly communicated. 〰 Audit your policies. Update or create a gender transition and affirmation policy. Make sure systems respect people’s names and pronouns. Let employees opt out of travel to states with anti-trans laws. List explicit protections on the basis of gender identity, gender expression, and sexual orientation in your nondiscrimination policies. 〰 Review your healthcare coverage. Be sure you are actually covering gender-affirming care. Offer stipends or travel reimbursement for those in states where care is restricted. Cover queer family structures fully for fertility benefits, parental leave, and other family benefits. 〰 Don’t wait for someone to ask. Take initiative. The burden shouldn’t fall on trans employees to explain what they need just to feel safe at work. You don’t have to do everything. But you have to do something.

The first Pride was an absolute riot. No like ... literally. In June 1969, patrons of the Stonewall Inn rioted against harassment and police brutality. Black and brown, trans, queer, sex workers, and allies used their collective voice to protest the voice to protest the nightly raids, discriminatory arrests, and systemic violence that targeted their very existence. That spontaneous uprising ignited a movement. And here we are, 56 years later, with much of the same work ahead of us. As a CMO, talking about our brand's “values” without action is hollow. We are stewards of the brand. And what is brand but your values in action? CMOs are responsible for making sure our insides match our outsides; our internal policies must be in alignment with our external messaging. Without those two in harmony, you're building a brand that's pandering and performative. If you're a CMO or an executive looking for a roadmap to support your LGBTQIA+ employees, here are a few places to start: 1. Review Benefits & Policies: Make sure your health plan covers gender-affirming care—hormone therapy, surgeries, and mental‐health support. Offer parental leave and family-building benefits that recognize adoption, surrogacy, and chosen family structures. 2. Advocate Externally: Publicly back legislation that protects LGBTQIA+ rights—anti‐discrimination laws, marriage equality, and transgender healthcare access. Partner with established LGBTQIA+ organizations to amplify their advocacy and fundraising efforts. 3. Elevate LGBTQIA+ Voices Internally: Fund and empower your LGBTQIA+ Employee Resource Group—give them budget, executive sponsorship, and a seat at planning tables. Host educational sessions on pronoun usage, unconscious bias, and the history of Stonewall so every employee understands what Pride stands for. 4. Audit Your Hiring & Advancement Practices: Scan job descriptions for biased language; explicitly encourage LGBTQIA+ candidates to apply. Develop mentorship or sponsorship programs aimed at retaining and promoting LGBTQIA+ talent. Explore the diversity of your executive team. Does your team represent the demographics of the employee and customer populations you serve? 5. Sustain Support Beyond June Celebrate other important dates—Transgender Day of Visibility (March 31), BIPOC Pride (July), Bi+ Awareness Week (September), World AIDS Day (December 1)—to show ongoing commitment. Regularly survey your LGBTQIA+ employees about belonging, psychological safety, and workplace improvements. Pride began as a riot because people refused to be erased. And here we are, holding positions of power and privledge, out here still refusing to be erased. How is your company putting Pride into practice—beyond June? I’d love to hear real actions (and hold each other accountable) to build truly inclusive, courageous organizations.

Yesterday was National Coming Out Day. When I came out as queer to my parents, I was told I was unloving, unkind, and selfish. So when companies expect queer employees (especially those raised in cultures where queerness is illegal or grounds for disownment) to “just be themselves” at work because you said it’s safe, I have to ask: What actions are you taking to prove that the harm many of us faced at home won’t be repeated in your workplace? Here are tangible steps to bridge the gap between intention and impact: 1. Normalize pronouns in email signatures. If non-queer employees or those who “don’t believe in pronouns” resist, ask them to consider the difference between discomfort and danger. Discomfort is not the same as harm, and the more privilege someone holds, the more they may confuse the two. Who is actually at risk here? 2. Audit your leadership. Are there openly queer people in decision-making roles? If most LGBTQIA+ employees are individual contributors, it’s time to be intentional about hiring and promotion practices. 3. Invest in real support. Put your money where your mouth is: make sure your health insurance plans covers gender-affirming care, offer therapy stipends, train managers in inclusion, let employees choose unisex or preferred-fit swag, compile a list of local LGBTQ+ resources, establish a queer ERG, and make your stance on inclusion public. 4. Align your branding with your values. Look at your website, social media, and office artwork. Whose faces and identities are visible? Do queer people see themselves represented or erased? 5. Hold leadership accountable. Representation at the top matters. But silence and apathy from those with power may be even more damaging. How is your white, straight, cis male CEO learning about systems that harm queer employees? How is your board of mostly men with stay-at-home partners creating space for a lesbian couple working two jobs while trying to adopt? How us your executive team that has no visibly queer representation remembering to put their pronouns in their signatures when no one is there to challenge them otherwise? You can’t ask queer people to “self-care” their way out of systems that were never designed to include them. ---------- Need help creating real accessibility and inclusion at work? That’s what I help companies do - through Universal Design, Disability Justice, and Intersectional strategy. Let’s make your workplace one where everyone can thrive.

If you think sexuality has no place at work, this post is for you. It’s Pride Month, and I’ll be speaking with teams about LGBTQ inclusion. At almost every session, someone will ask some version of: “Why do we have to talk about this at work?” The simple answer is we already do. But let’s start with a few things that might’ve happened at work just yesterday: You’re waiting for a meeting to start. Someone asks, “How was your weekend?” You spent it with your partner’s family but not everyone on this call knows you’re gay, so you stay quiet. Your team is reviewing new benefits. The language only refers to heterosexual families, so you’re left unsure if fertility, bereavement, or parental leave policies even apply to you. Your team is heading to a conference. You’re the only one delayed at security because your legal ID doesn’t match your name or gender. These aren’t rare or extreme situations. They’re everyday experiences for LGBTQ people. And they’re exhausting. The constant calculation of what's safe to say, what's too much, what will be thought of as "unprofessional" takes up valuable energy. It limits our ability to connect and trust our teams. It impacts our well-being and our ability to perform. So, why do we have to talk about sexuality at work? Because we already are. Every time we talk about families, benefits, weekends, travel, we’re talking about it. During Pride Month, we’re not introducing something new. We’re just making visible the experiences of LGBTQ team members and the extra burdens we may carry. We’re highlighting the assumptions we make and who we leave out when we make them. This isn't about special treatment. This isn't about "politics." This is about how we care for our people. This is about building strong, innovative, high-performing teams where everyone, including LGBTQ people, can thrive. Caring about your people is caring about your business. We want to bring our best to work but we can't do that if we're asked to leave the best parts of ourselves behind. Use this pride month to have these conversations. Review your policies. Host the trainings. Reinforce that everyone on your team will be treated with dignity and respect. Make it explicit. This doesn't have to be complicated but it is intentional. Your teams will thank you. And if you need support, DM me. I've got just a few open slots for pride this month.

Why mandatory pronoun sharing isn’t inclusive, in recognition of Transgender Awareness Week🏳️⚧️: It’s incredibly important to refer to others with the correct pronouns and foster environments that prioritise respectful, accurate communication, as well as the affirmation of people’s identities. However, making pronoun sharing mandatory, such as at work, can put people in a challenging position. For cis people, pronoun sharing is typically low-risk, but for trans, non-binary, and gender-nonconforming people, compulsory disclosure can be especially uncomfortable or even unsafe in spaces where trust and acceptance aren’t assured. For those who aren’t out in a certain space or who may still be questioning their gender, being required to share can be a choice between revealing personal information before they’re ready to, or misrepresenting themselves to avoid attention or judgement. A more inclusive approach is to make pronoun sharing optional, with gentle encouragement. For example by introducing yourself with your pronouns without expecting others to follow suit. In workplaces, providing the option to add pronouns in email signatures is supportive, but it shouldn’t be compulsory or viewed as a reflection of someone’s values. In workshops where I may need to refer to participants in the third person, I often say, “So I may address each of you correctly, please share the name and pronouns I should use for you in this space.” This makes the purpose clear without pressing anyone to share personal details about their identity. Another option is, “Please share your name and any other information you’d like us to know so we can engage with you sensitively today.” This open-ended prompt allows people to share relevant information, pronouns included, without pressure. It’s important to note that this is typically a space-dependent consideration. For example in LGBTQIA+ spaces where there’s an assumption of safety, pronoun sharing may be the norm, and in one-on-one settings like a date, it’s often comfortable to ask directly. But in work or social settings where people may feel less safe, making pronoun sharing optional respects everyone’s comfort and wellbeing. #pronouns #lgbtq #lgbtqia #transgenderawarenessweek #transinclusion #inclusion #inclusionmatters #workplaceinclusion

🙄 She is 𝙩𝙧𝙖𝙣𝙨, so 𝙄 𝙖𝙢 𝙣𝙤𝙩 𝙞𝙣𝙩𝙚𝙧𝙚𝙨𝙩𝙚𝙙 -> 𝙄'𝙫𝙚 𝙗𝙚𝙚𝙣 𝙧𝙚𝙟𝙚𝙘𝙩𝙚𝙙 𝙩𝙝𝙤𝙪𝙨𝙖𝙣𝙙𝙨 𝙩𝙞𝙢𝙚𝙨 🙄 In my journey, I've encountered people who, without even a greeting, asked, "𝘼𝙧𝙚 𝙮𝙤𝙪 𝙩𝙧𝙖𝙣𝙨?" This happened on dating apps, in clubs, and in many social settings. These moments were tough and, frankly, not everyone could endure such experiences. But through these trials, I’ve come to understand something profound: those people were not meant for me. Their curiosity was not rooted in love or respect. To those who truly wish to understand and support people like me, here are three essential tips for becoming a better trans ally: 1. Create 𝙏𝙧𝙪𝙡𝙮 𝙎𝙖𝙛𝙚 𝙎𝙥𝙖𝙘𝙚𝙨 (where everyone can express themselves without being judged): 𝙎𝙖𝙛𝙚𝙩𝙮 and 𝙚𝙢𝙥𝙖𝙩𝙝𝙮 are paramount. Before asking personal questions, ensure that the environment is one where the other person feels secure and respected. This means listening, offering support, and not prying into personal details prematurely. 2. 𝙀𝙙𝙪𝙘𝙖𝙩𝙚 𝙔𝙤𝙪𝙧𝙨𝙚𝙡𝙛 (𝙮𝙚𝙨, 𝙞𝙩'𝙨 𝙮𝙤𝙪𝙧 𝙧𝙚𝙨𝙥𝙤𝙣𝙨𝙞𝙗𝙞𝙡𝙞𝙩𝙮): Take the initiative to learn about trans experiences and issues. This shows respect and a genuine desire to understand. There are numerous resources available – books, articles, and training programs – that can provide valuable insights. 3. 𝙍𝙚𝙨𝙥𝙚𝙘𝙩 𝙄𝙣𝙙𝙞𝙫𝙞𝙙𝙪𝙖𝙡 𝙄𝙙𝙚𝙣𝙩𝙞𝙩𝙮 (𝙗𝙚𝙛𝙤𝙧𝙚 𝙥𝙪𝙩𝙩𝙞𝙣𝙜 𝙖 𝙥𝙚𝙧𝙨𝙤𝙣 𝙩𝙤 𝙩𝙝𝙚 𝙗𝙤𝙭😓): Avoid defining someone solely by their trans experience. I am not just a "trans person"; I am Magda (she/her), a 𝙬𝙤𝙢𝙖𝙣 𝙬𝙞𝙩𝙝 𝙩𝙧𝙖𝙣𝙨 𝙡𝙞𝙛𝙚 𝙚𝙭𝙥𝙚𝙧𝙞𝙚𝙣𝙘𝙚. Recognize and honor each person’s individuality and the unique journey they’ve undertaken. With gratitude, hope the world will be inclusive one day enough for everyone ✨💜 Magda (she/her) 🌈