The landscape for LGBTQ rights in the United States is undergoing significant turbulence, with an alarming rise in anti-LGBTQ legislation. The ACLU is currently tracking a record 516 anti-LGBTQIA+ bills nationwide, ranging from book bans and pride flag prohibitions to severe restrictions on healthcare access for transgender individuals. This backlash, according to advocates, is spurred by rapid advancements in LGBTQIA+ rights over the past two decades.

Even the language is evolving. For example, more and more the community is using “LGBTQIA+,” which stands for lesbian, gay, bisexual, trans, queer, intersectional, asexual, and others not currently defined.

Aaron Walton, CEO of Walton Isaacson, emphasizes the urgency of this situation, stating, "We are in a state of emergency within the community because these rights are being taken away." This rollback not only affects the LGBTQIA+ community but also their allies. Walton notes, "It's impacting not just the community but it's impacting the allies. It's impacting so many people that are supportive of the community."

The Growing Importance of Inclusion

In the face of these legislative threats, forward-thinking businesses are being intentional about creating and maintaining inclusive environments. The number of American adults identifying as LGBTQIA+ has more than doubled in the last 12 years. BiasSync’s Vice President of Strategic Partnerships, DeVere Kutscher, notes that “over 20% of Gen Z identifies as part of the LGBTQIA+ community. This demographic shift underscores the business benefit for companies who strive to ensure that their policies and cultures are inclusive and supportive.”

Addressing Bias in the Workplace

Bias, both implicit and explicit, remains a significant challenge in the workplace.

BiasSync’s data shows LGBTQIA+ employees often feel the need to cover their identities to fit in, which hampers their ability to contribute fully and authentically.

Walton stresses that leaders must create environments where employees feel safe and valued. "It's incumbent upon leaders to make sure that they recognize this bias and do the things that we need to create an environment where people can thrive," he says.

Practical Steps for Companies

To build truly inclusive workplaces, companies must go beyond performative gestures during Pride Month. Here are some actionable steps to consider:

1. Develop Inclusive Policies: Implement comprehensive non-discrimination policies that explicitly include sexual orientation, gender identity, and expression.
2. Equitable Benefits: Ensure healthcare and other benefits are inclusive of LGBTQIA+ needs, such as gender-affirming care.
3. Training and Education: Conduct regular training to educate employees about LGBTQIA+ issues, biases, and the importance of inclusion.
4. Promote Visibility and Engagement: Encourage LGBTQIA+ representation and engagement at all levels of the organization, including leadership positions.
5. Support Employee Resource Groups: Leverage ERGs to provide support, mentorship, and advocacy within the company.

The Role of Allyship

Allies play a crucial role in supporting LGBTQIA+ rights. Today's consumers and employees have immense power in holding companies accountable for their actions. Walton emphasizes, "Consumers and employees today have the power to identify and call out those companies that are not behaving with integrity." Companies who care about both profitability and reputation should align their actions with their stated values, as failing to do so can lead to significant reputational damage and loss of trust among stakeholders.

Conclusion

Creating an inclusive workplace goes beyond compliance; it requires a deep commitment to genuine change. By developing inclusive policies, providing equitable benefits, promoting visibility, and supporting employee resource groups, companies can foster environments where all employees feel safe, valued, and able to contribute fully.

Kutscher highlights the broader implications of these legislative trends: "Unfortunately, as the civil rights and LGBTQIA+ rights have accelerated at an unprecedented rate over the last 20 years, the backlash is similarly strong and severe." This makes it even more imperative for businesses to take a proactive stance in fostering inclusion and equity.

Remember, people want companies to do the right thing. 

If you are interested in learning more about BiasSync’s science-backed approach to mitigating implicit bias, we invite you to contact the team. For information on the trends impacting the LGBTQIA+ workforce, the full webinar is available on demand.