In recent years, companies have taken steps to create more inclusive workplaces LGBTQIA+ employees. But let's be real – many still face discrimination, aggression and a lack of real support from leadership.

A major roadblock? Low-awareness leaders who have not done the inner work to heal their traumas, judgments, and projections of pain. When leaders fail awareness AND personal developmentit can manifest in subtle or overt ways that further marginalize LGBTQIA+ employees.

We have seen this recently with the underestimation of support for the LGBTQIA+ community during Pride Month. Instead of standing up for the community and demonstrating inclusion as a value, many brand leaders chose to operate from a place of fear. They feared conservative backlash that could result in reduced profits, which signals to their LGBTQIA+ employees that money is more important than their humanity. When we choose short-term gain over people, everyone loses in the long run.

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Unhealed leaders are those who behave in ways that reveal their inner suffering. These so-called leaders can appear unconscious biasesrefuse to use someone's proper name or pronouns, make insensitive jokes, or address a group of employees as if they are all cisgender and straight.

A leader who harbors internalized judgments against trans employees, in particular, may misunderstand them or dismiss their concerns, making them feel like they don't belong and never will. They may let homophobic or transphobic comments slide or fail to enforce non-discrimination policies. This breeds fear, anxiety, and isolation for LGBTQIA+ individuals who may feel compelled to hide who they are or remain on constant guard.

Perpetuating harmful stereotypes, such as assuming that LGBTQIA+ people cannot be professionals or that their identity is a “lifestyle choice,” reinforces false and harmful narratives. Failure to provide adequate support and resources can leave employees feeling invisible, unheard and unable to truly thrive at work. Ultimately, it affects the bottom line.

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The road to healing is also the road to inclusion

For leaders, embracing self-awareness and personal growth is key to creating an inclusive workplace and successful organization. This can mean research cerebral resources, attending workshops, working with a trauma-informed therapist to explore the shadow aspects of their behavior. Recognizing and challenging internalized homophobia or transphobia is critical to the healing process.

Leaders must examine their own strong beliefs and unlearn harmful narratives that may have been internalized in childhood.

Developing sensitivity and understanding through education and exposure is also essential. Learning about LGBTQIA+ experiences, engaging in open dialogue, and actively listening to diverse perspectives can help leaders better support and advocate for these employees.

Creating a supportive environment for open discourse and learning is vital. This may include advocating for employee resource groups (ERGs), facilitating curious discussions, or engaging in ongoing inclusion workshops throughout the organization. By fostering open communication and continuous learning, leaders can create a culture where LGBTQIA+ people feel safer to share their perspectives.

Implementation of comprehensive health care benefits, gender neutral and transparent facilities anti-discrimination policies it's a tangible way for leaders to walk the talk on inclusion. Not only do these measures provide practical support, but they also send a powerful message that LGBTQIA+ employees are truly valued and respected from the top down.

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The role of allies and advocates

For allies and advocates, recognizing the impact of low-awareness leadership and recognizing the damage caused by aggression and lack of support is the first step. Speaking up and holding leaders accountable for instances of prejudice or discrimination while advocating for inclusive policies is essential to driving positive change.

But it's not just about calling out bad behavior – allies and advocates must actively listen to and raise up LGBTQIA+ voices to ensure their perspectives are heard and their needs are addressed.

Fostering a culture of alliance and solidarity is essential to sustaining progress. Allies can educate themselves, call out discrimination, and be vocal and visible in their workplaces and communities. By embodying inclusion and solidarity, they can inspire others and create a ripple effect that will turn the tide toward inclusion as the norm, not the exception.

Inclusive workplaces are more productive

If you believe that healthy company culture is important to productivity—and that innovation thrives on collaboration—there's nothing more effective you can do for your organization's bottom line than to heal and challenge the rigidity of your beliefs.

If you want to run a more fiscally sustainable organization, start by facing and integrating your trauma. Only then can you cultivate the awareness and empathy necessary to create an environment where all employees can truly thrive. To foster a culture of reciprocity, it is up to all of us to hold each other accountable.

The business case for inclusive workplaces extends beyond simply checking a box or avoiding legal trouble. When employees feel valued and empowered, it opens up a wellspring of creativity, innovation and engagement that directly impacts the bottom line. Study after study has shown that diverse, inclusive teams outperform homogenous ones, as they draw on a wider range of perspectives, experiences and approaches to problem solving.

An environment where people feel psychologically supported to share their ideas without fear of discrimination fosters more risk-taking, innovative thinking and, ultimately, better products and services that meet the needs of an increasingly diverse customer base. . If that weren't enough, inclusive cultures result in increased employee loyalty, lower turnover costs and a stronger employer brand – critical factors in attracting and retaining top talent.

So prioritizing inclusion for LGBTQIA+ employees isn't just ethically right; is a powerful business imperative for any organization seeking to gain a competitive advantage through its rich ideas and dedication. all workforce.