The workplace as a safe space: 5 ways to help LGBTQ employees thrive

“If you’re implicitly supportive, you’re not supportive,” says Wilkin. “Employers need to realize that LGBTQ people are watching people pull back, so until there is explicit advocacy or sponsorship or allyship, they’re wondering whether they’re actually accepted or valued, or whether they have a chance for success. Explicitly communicating your support could look like sharing an LGBTQ charity that you’ve donated to, sharing a piece of learning material that talks about the LGBTQ community. It can be as simple as donating to the Trevor Project or an organization that universally supports the LGBTQ community. Share that on your intranet, on your Yammer, on your LinkedIn.”

Leaders at every level can look for ways to interact and promote communication with their LGBTQ workforce. Whether through attending ERG meetings, engaging in small-group chats, or hosting Pride events outside of June, employers can make their commitment known by consistently spending time with their LGBTQ employees.