In the spirit of Pride Month and as talk about the evolving landscape of diversity in the workplace continue, I find it important to take this moment as an opportunity to explore how workplaces can better support LGBTQ+ individuals. As a member of the LGBTQ+ community myself, I have experienced first-hand the challenges we face in a work environment. I can't help but reflect on the countless comments I've heard over the course of my career—some well-intentioned, some just plain insensitive—that lead me to think it would be easier, and perhaps better for my career, if i would keep this. part of my private identity. However, joining Xero completely changed my perception of this.

As I reflect on my coming out experience, it is safe to say that it was truly special and a monumental moment in my personal and professional journey. To set the scene, imagine a 26-year-old man presenting on stage at a company-wide event, organically inserting a Beyonce quote into my discussion. Well, this very scenario is what made me spontaneously decide to open up to the full room about my sexuality. This light-hearted inclusion went something along the lines of, “And if you didn't already know, I'm gay.”

Since that day, the support from my colleagues has been nothing short of incredible. This experience also taught me a valuable lesson about the impact that organizations and their leaders can have in stimulating environments that not only encourage authenticity and differences, but actually celebrate them. At Xero, I find myself in a unique position that allows me to embrace my sexuality and bring my full, authentic self to work. I was able to achieve this level of comfort because of lifting workplace environment and supportive individuals in our organization – a standard that all companies should strive to achieve.

Having gone through this experience first hand, I have spent a lot of time thinking about what it takes to cultivate one inclusive workplace environmentwhere employees keep no part of their identity private and feel comfortable bringing their true selves to work.

Celebrate and embrace diversity all year round

Throughout the year, various occasions lead to greater recognition different groups — February is Black History Month, March is Women's History Month and June is Pride Month, among others. Being part of an organization that values ​​these moments as opportunities to celebrate progress, honor history and recognize the diverse individuals within an organization is extremely heartwarming.

Every year during Pride Month, I am reminded of the importance of being part of an organization that proudly supports my community and me. Many organizations focus only on symbolic changes such as updating social media logos, which are important, but efforts should not stop there. Importance to me is about recognizing the progress we've made, reflecting on areas of growth and opportunity, and using token efforts, like updating our social media logos, to celebrate our achievements.

This sense of joy and acceptance during Pride Month got me thinking: What more can organizations do to extend these important discussions and celebrations beyond just one month a year? REALLY inclusive workplaces recognize the value of creating work environments that regularly attend and celebrate diversity goals and achievements. While designated months offer great opportunities for engagement and additional recognition, leaders should strive to create a workplace culture that regularly values, accepts and celebrates differences.

As a leader, one of the main ways I try to model this behavior is by expanding conversations beyond work-related topics whenever possible (and appropriate). If we want to encourage individuals to bring their authentic selves to work, we must create space for personal conversation. This includes being vulnerable and open to hearing about your colleague's personal joys, such as wedding anniversary plans or dreams for the future, in addition to providing opportunities in team meetings or informal gatherings to share and celebrate these cases. I vividly remember a moment when I shared details about my husband and my wedding anniversary at work and thought to myself that it feels so normal and exciting to share such an important milestone with my colleagues. This further reaffirmed my point about the importance of celebrating these personal aspects of our lives to strengthen relationships at the workplace.

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Addressing microaggressions in the workplace

As we have seen over the past few years, diversity and inclusion have been hot workplace priorities, with many companies increasing attention to these initiatives. While this increased focus is a big step toward fostering more inclusive workplaces, the journey cannot stop there.

Despite the progress made, the workplace microaggressions are still a big problem, with almost a third of LGBTQ+ employees reporting such experiences. Recognizing the impact of microaggressions, especially in marginalized communities, is essential from both a personal and professional point of view; in fact, a recent study showed that 50% of affected individuals would consider quitting their jobs. As a leader, it's critical to refrain from treating diversity and inclusion initiatives as boxes or targets with end goals—but rather understand that this landscape will require constant education and growth to achieve true inclusion.

Effectively addressing microaggressions requires proactive leadership and accountability. Organizations should provide education and awareness initiatives, such as training and seminars, to show employees how to understand and prevent microaggressions. Hooks is an example of an organization that stands out for its commitment to its employees, demonstrated in part through rigorous diversity and inclusion training programs. The company recently released a framework outlining its goals and focus areas for diversity and inclusion, which included diversity training for all employees and tailored programs based on organizational roles. This initiative drove significant change and helped promote inclusiveness across its workforce.

Organizational leaders must lead by example by actively listening and, when appropriate, intervening during uncomfortable situations to educate others. Additionally, it's important to look for opportunities for personal education and take the time to learn from colleagues how certain situations or statements make them feel. By doing so, leaders will have greater knowledge of how to be more empathetic and can better model appropriate and inclusive behavior.

While it may not always be possible (or comfortable) to directly address co-workers who use microaggressions, consider advocating for policies or reporting mechanisms that enable employees to address and report such incidents. Employee Resource Groups (ERGs)which are employee-driven programs within organizations that aim to promote belonging and acceptance within the workforce, are also a great tool to educate and inform others; 91% of organizations with ERGs in place say they have helped grow company culture. Consider advocating or offering to lead such groups if they do not already exist, as they serve as platforms for mutual support and learning.

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Incorporate inclusion into employment practices

When evaluating candidates for new positions, it's easy to get bogged down in familiarity employment patterns that focus primarily on educational qualifications, professional experience and tangible skill sets. But, this should not and cannot be the only consideration.

Inclusive employment it extends beyond hiring people from different backgrounds to meet THE the goals. The process involves reducing biases that do not have a direct impact on job performance to ensure that candidates are all evaluated fairly. To do this effectively, organizations should consider taking steps such as removing names and backgrounds from the application process to focus on screening skills or diversifying those who participate in the interview process. avoid homogeneous panels. These steps not only allow for a fairer interview process, but can also help companies achieve and maintain DEI goals.

Embracing diversity can help drive innovation and creativity, while also attracting and retaining top talent. Having one diverse workforce it helps build rapport and loyalty, both internally and externally. When you're on a date and take the time to look around, it's comforting to be around individuals from similar backgrounds or who have gone through similar experiences or challenges as you. Whether it's someone who grew up in your country of birth or from the same non-traditional background as you, having a wide range of diverse individuals make up the workforce can help employees feel a stronger sense of belonging.

While organizations have certainly made significant strides in strengthening their diversity, equity and inclusion efforts and initiatives in recent years, the journey is far from over. There is certainly still room for growth and improvement in creating workplaces that are not just welcoming, but truly empowering for LGBTQ+ individuals – and that starts with leadership.