Allianz's LGBTQ+ ERG Employee Spotlight Series on Authentic Identity and Inclusive Benefits

Programming example

𝐈𝐬 𝐢𝐭 𝐞𝐧𝐨𝐮𝐠𝐡 𝐭𝐨 𝐡𝐢𝐫𝐞 𝐋𝐆𝐁𝐓𝐐 𝐩𝐞𝐨𝐩𝐥𝐞 𝐨𝐫 𝐝𝐨 𝐭𝐡𝐞 𝐜𝐨𝐦𝐩𝐚𝐧𝐢𝐞𝐬 𝐧𝐞𝐞𝐝 𝐭𝐨 𝐝𝐨 𝐦𝐨𝐫𝐞?

Both outright and subtle discrimination is hurting LGBTQ+ workers, and even driving them out of their jobs.

20 years old Kate Hawkins went to work wearing an uncomfortable dress. Like many workplaces, her job had a dress code. But as a cisgender, queer woman who describes herself as “masculine” – she feels more comfortable in male clothing – having to wear women’s blouses and pantsuits for eight hours a day was not just ok. It felt wrong, she says, like she was erasing her own identity to masquerade as someone else. Eventually, she left that job, seeking out employment somewhere she could more readily be herself.

Hiring LGBTQ+ individuals is certainly an important step towards creating a hashtag#diverse and hashtag#inclusive workplace. However, it is not enough. Companies should strive to create an environment that is genuinely friendly, hashtag#supportive , and inclusive for LGBTQ+ employees. Here are some actions that can be taken to achieve this:

1.Develop inclusive policies:

Companies should establish non-discrimination policies. These policies should be clearly communicated to all employees, and there should be zero tolerance for harassment or discrimination.

2.Provide diversity and inclusion training:

Conduct hashtag#workshops or hashtag#training sessions to educate employees about LGBTQ+ issues, including appropriate language, cultural sensitivity, and unconscious bias.

3.Establish employee resource groups:

Encourage the formation of LGBTQ+ employee resource groups (ERGs) within the company. ERGs provide a supportive community and can offer valuable insights and recommendations to hashtag#management on LGBTQ+-related matters.

4.Review and revise benefits packages:

Ensure that employee benefits, such as health insurance, include coverage for LGBTQ+-specific needs, such as gender-affirming healthcare, mental health support

5.Celebrate LGBTQ+ events and milestones:

Recognize and celebrate Pride month, LGBTQ+ history month, and other significant events.

6.Foster inclusive language and communication:

Encourage the use of inclusive hashtag#language in all company hashtag#communications including official documents, emails, and meetings. This means respecting preferred pronouns and using gender-neutral terminology.

7.Create safe reporting mechanisms:

Establish clear channels for reporting any instances of harassment, discrimination, or bias. Employees need to feel safe and supported.

It's important to note that creating an inclusive workplace is an ongoing process. Companies should regularly assess their efforts, gather feedback, and make necessary adjustments to ensure a continuously improving and welcoming environment for all individuals, including LGBTQ+ employees

What else could be done to support the hashtag#lgbtqcommunity hashtag#connections?

hashtag#pridemonth2023 hashtag#diversityandinclusion hashtag#mentalhealth hashtag#people hashtag#empathyatwork hashtag#workplaceculture

Communities

• LGBTQIA+

Observances

• Pride Month

Formats

• Workshops

Goals

• Connect