Diversity, Equity, Inclusion: Building a Foundation for LGBTQIAP-Centric Organizations
I am really proud to have a queer-run business. I’m able to connect to the lesbian, gay, bisexual, trans, queer, intersex, asexual, pansexual (LGBTQIAP+) people and organizations that reach out to me in ways that honor my queerness, their queerness, and the organization they are creating and sustaining. However, it is crucial to recognize that identifying as LGBTQIAP+ does not automatically guarantee embodying the values of diversity, equity, and inclusion, accessibility, and belonging (DEIAB). DEIAB requires dedicated effort and a genuine commitment to cultivating an environment that centers human wellbeing.
In a world where these principles face mounting resistance, we must proactively establish workplaces and organizations that prioritize DEIAB. Fortunately, we can integrate numerous strategies into our daily environments. Consider the following areas as initial focal points for embedding a human-centered approach within organizational systems:
Benefits: Examine the benefits package offered to employees, ensuring the benefits go beyond the bare minimum. Ensure all employees can access inclusive care. One of my favorite examples: the benefits of working at Chani.
Interview Process: Review and refine your interview process and identify where biases could be playing into it. (Note: this could even be in how the job description is written!) Work towards a process that brings employees up to date on how to conduct this process more equitably.
Onboarding: Develop a more inclusive onboarding process that sets the tone for how the values and mission apply to the work of each employee. This is a great opportunity to build into the beginning of one's career at your organization how DEIAB integrates into their work and will influence their experience. Set the expectations and accountability for how DEIAB will be alive and well.
Employee Handbook: Everyone is required to read it, so why not make it a handbook that includes the policies and guidelines on how DEIAB will be explicitly supported at the company? Include the obvious and also what makes this organization’s commitment real.
Professional Development: Include a budget for each person to do their own professional development, in addition to sharing the opportunities for growth, learning, and development that support employees' professional growth in their desired area of expertise. Share how the company shares knowledge and language for addressing DEIAB. This isn't a one-and-done sort of thing. Start thinking about the cycle of the business year and what would benefit employees throughout the year.
Employee Resource Groups: Foster the formation of employee resource groups that provide a platform for historically excluded voices to build community and advocate for needs.
Promotions processes: Establish clear and equitable promotion processes that actively value the DEIAB built into the processes above.
Values, mission, and vision: These are excellent starting points for building a commitment to human well-being.
Begin this transformative journey by conducting an inventory of existing processes and formulating a step-by-step plan to effect meaningful change. While some adjustments may be straightforward, such as updating language and disseminating revised materials, others may require additional time and resources to ensure successful implementation.
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If you're unsure about the initial steps to take, reflect on the following questions:
How does the organization you're creating or working for prioritize human well-being?
What changes would you like to see in your work environment to better meet your needs?
Are there aspects missing from your ideal list that would center the needs of individuals with different experiences from your own?
These questions serve as a starting point to assess your organization's alignment with DEIAB principles. Consider whether your answers come easily or require deeper introspection. Remember, building more liberatory workspaces means not only meeting our own needs but also prioritizing the needs of others. Fostering a sense of belonging, kindness, respect, transparency, and fairness within the workplace enhances retention and job satisfaction.
This post primarily focuses on how LGBTQIAP+-centric founders and organizations can center DEIAB (Diversity, Equity, Inclusion, Accessibility, and Belonging). Please know I am here to assist you in this transformative process (queer-identified or not). Reach out to me, and I would be delighted to support your journey towards creating an inclusive and thriving, and maybe even more liberatory organization.
