Many companies may hire someone without any real plan for how they will keep this person with them long-term.&nbsp; As a result, if the employee leaves with all of their talents and skills, they will create a hole in the team&rsquo;s workflow and impact productivity. It also costs a significant amount of money to replace an employee, not to mention how time-consuming it is to onboard and train new workers. <a href="https://gympass.com/en-us/blog/talent-acquisition-and-retention/benefits-of-employee-retention/" rel="noopener" target="_blank">Employee retention matters in every workplace</a>. Workers are more loyal when a company cares about keeping them long-term. They become highly-skilled, more productive, and better able to care for customers. Company culture and morale improve too. It&rsquo;s proven difficult for many businesses to retain LGBTQIA+ workers, in particular, because of the barriers they face in the workplace. According to a 2021 UCLA School of Law survey, over 45% of LGBTQ workers experienced unfair treatment at work, including being fired, harassed, or being passed over for employment opportunities due to their sexual orientation or gender identity. These barriers are causing companies to miss out on all that LGBTQIA+ employees bring to the workplace. But yours doesn&rsquo;t have to. Retain and nurture LGBTQIA+ talent in your workplace by creating a welcoming, safe, supportive environment. You can start by establishing inclusive workplace policies. LGBTQIA+ individuals will be more likely to stay in your workplace if they feel like it&rsquo;s accepting of who they are. 
<h2>Establish Inclusive Policies </h2>
Inclusive policies ensure your employees are protected, treated fairly, and can fully be themselves without fear of losing their jobs or being treated differently. 
Your inclusive workplace policies can include:
<ul>
<li>Flexible working policies;</li>
<li>Offering gender-neutral restrooms;</li>
<li>Treating others with respect and dignity;</li>
<li>An open dress code that allows employees to express themselves so long as they maintain a professional look.</li>
</ul>
&nbsp;
Aside from the policies above, a zero-tolerance harassment policy is also essential. 
<h2>No Tolerance for Harassment in the Workplace </h2>
LGBTQIA+ workers can&rsquo;t stay in workplaces that perpetuate this harassment and bullying for too long. And they shouldn&rsquo;t have to. Make it a point to set expectations around bullying and harassment of anyone in the workplace. Create a clear policy that condemns this behavior and lets employees know the consequences if they are to engage in it. 
<h2>Understand the Unique Mental Health Needs of LGBTQIA+ Individuals </h2>
The American Psychiatric Association revealed that <a href="https://www.psychiatry.org/psychiatrists/diversity/education/lgbtq-patients" rel="noopener" target="_blank">LGBTQIA+ people are twice as likely to experience a mental health disorder</a> in their lifetime than heterosexual people. They are also more likely to experience depression, anxiety, and substance misuse. Where these mental health issues stem from varies, but they&rsquo;re likely connected to <a href="https://businessdegrees.uab.edu/blog/conflict-work-life-balance/" rel="noopener" target="_blank">challenges with life outside of work and family obligations</a>. Situational conflicts that are unique to the individual, such as housing discrimination, perpetuate work-life balance challenges.
&nbsp;
According to a Center for American Progress survey, <a href="https://www.americanprogress.org/article/discrimination-and-barriers-to-well-being-the-state-of-the-lgbtqi-community-in-2022/" rel="noopener" target="_blank">13% of LGBTQIA+ U.S. adults experience high levels of discrimination in housing</a> &mdash; and they may have to move because of it. Also, many LGBTQIA+ individuals deal with others having a negative attitude about who they are. 28% of LGBTQIA+ respondents in the survey reported experiences of discrimination in public spaces. The same survey also revealed that LGBTQIA+ people were three times more likely to say they postponed or avoided medical care because of disrespect or discrimination from a healthcare provider they experienced in the prior year. 
&nbsp;
Keep in mind that many LGBTQIA+ individuals have families. <a href="https://www.statista.com/statistics/325083/same-sex-couples-in-the-us-by-children-in-the-household/" rel="noopener" target="_blank">14.3% of same-sex couples</a> had children in their households in 2022. Many are single parents as well, making the obligation to provide financially and emotionally solely theirs. Not being able to meet family needs, get adequate medical care, and navigate the often negative public perception of the LGBTQIA+ community can wreak havoc on these workers' mental health, causing employees to leave your company because they can&rsquo;t cope and leading to higher turnover rates.&nbsp; 
&nbsp;
Understanding the unique family and life-based conflicts LGBTQIA+ employees face and how these things affect their mental health will help you provide better support and resources for these challenges. Offering this level of support for LGBTQIA+ employees&rsquo; mental health can help them feel supported both in and out of the workplace. 
<h2>Provide Inclusive Healthcare Benefits and Wellness Perks</h2>
Your efforts to create an inclusive, supportive workplace environment for LGBTQIA+ employees would be incomplete without a focus on providing inclusive healthcare benefits and wellness perks. 
&nbsp;
Unfortunately, <a href="https://www.acponline.org/advocacy/state-health-policy/attacks-on-gender-affirming-and-transgender-health-care" rel="noopener" target="_blank">the attack on LGBTQIA+ rights</a> when it comes to health insurance and accessing quality care is well-documented. Whether it&rsquo;s because they can&rsquo;t get coverage, can&rsquo;t afford services, or because they&rsquo;re being discriminated against in healthcare facilities, many LGBTQIA+ people don&rsquo;t get the care they need. You can show your support for your LGBTQIA+ employees by providing inclusive healthcare benefits and wellness perks. 
&nbsp;
Make sure that the insurance you offer covers gender-affirming care and accepts domestic partnerships. Do your research on the healthcare facilities in the area and compile a list of the ones known to give great care to all individuals. Create parental leave policies that extend to all types of parents.&nbsp; Also, offer wellness perks, like memberships to accessible gyms and access to employee resource groups tailored to LGBTQIA+ workers that provide <a href="https://www.hrc.org/resources/lgbt-employee-retention-professional-development-programs" rel="noopener" target="_blank">inclusive professional development opportunities</a>. 
&nbsp;
If you want your LGBTQIA+ employees to feel welcome and empowered in your workplace, take good care of them. Understand and accommodate their needs and protect them in the workplace for the best chance at them <a href="https://www.gettinghired.com/blog/4501/employee-retention-tips-for-2023-or-getting-hired" rel="noopener" style="color: #34495e;" target="_blank">staying long-term</a>. 
&nbsp; 
<h4 style="text-align: center;">Interested in partnering with us? &nbsp;To learn more about CareerCircle, contact us at gettinghired@careercircle.com. </h4>
 
<hr>
&nbsp;
Content Contributor:
Ainsley Lawrence is a freelance writer from the Pacific Northwest. She is interested in better living through technology and education. She loves traveling to beautiful places and is frequently lost in a good book. 
&nbsp;

Retain LGBTQIA+ employees by creating an inclusive, supportive workplace with fair policies and mental health support.

Retaining LGBTQ+ Talent in the Workplace | Getting Hired

Retaining LGBTQ+ Talent in the Workplace

Over the past several years, more and more employers have grown increasingly interested in encouraging employees with disabilities to self-identify. This is largely due to federal regulatory updates and positive disability inclusion trends in the workplace. However, many employers still have questions about how to encourage self-identification among their employees.
Why Don&rsquo;t People with Disabilities Self-Identify?
Some of the top reasons include the following:
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Fear of discrimination and stigma - People with disabilities do not want to be viewed differently or for their disability instead of as a person first. There also may be fear that identifying could negatively impact their chances for promotion or other opportunities if their abilities are now doubted or viewed differently.&nbsp;
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;No impact on their daily job functions &ndash; Some feel that if they do not need an accommodation, or if their disability does not affect their ability to perform their regular job functions then the employ doesn&rsquo;t need to know.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Not sure of the benefit &ndash; In most cases, people with disabilities are unsure of the personal benefit, and benefit to the employer, of self-identifying.&nbsp;
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Don&rsquo;t know they have one &ndash; Many people are unaware of the definition and examples of disabilities and therefore do not realize that they have something that they could identify with.
What are Self-ID Campaigns?
A self-identification, or &ldquo;self-ID,&rdquo; campaign has the goal and intention of encouraging current employees to identify as having a disability by checking the box on the&nbsp;<a href="https://www.dol.gov/ofccp/regs/compliance/sec503/self_id_forms/selfidforms.htm" rel="noopener" target="_blank">voluntary self-ID form</a>&nbsp;provided by the employer.
These campaigns are an opportunity for leadership to share why disability inclusion is important to the organization and the benefit for the individual to identify.
How Frequently Should Self-ID Campaigns Occur?
Employers who are federal contractors are required to have individuals with disabilities represent 7 percent of their workforce according to Section 503&nbsp; of the&nbsp;<a href="https://askjan.org/topics/Rehabilitation-Act.cfm" rel="noopener" target="_blank">Rehabilitation Act</a>, and typically conduct self-ID campaigns on a quarterly basis.
Most employers who are not federal contractors also strive for 7 percent representation to stay competitive and aligned with other organizations&rsquo; goals. Best practice is to conduct a self-ID campaign at least two times per year.&nbsp;
How Can My Organization Create an Effective Self-ID Campaign?
Here are five tips for creating an effective, well planned Self-ID campaign:
1.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Gain Executive Leadership&rsquo;s Participation&nbsp;&ndash; Encourage leadership to openly discuss disability with the workplace. This includes sharing their experiences either as a person with a disability or family member of a person with a disability and explaining the benefits they saw in identifying and sharing their story. Perhaps it encouraged others to share their stories and feel more comfortable to request an accommodation they needed.&nbsp; Stories like this should be shared prior to sending out the form and be done in alignment with disability awareness months like &nbsp;<a href="https://www.dol.gov/odep/topics/ndeam/" rel="noopener" target="_blank">National Disability Employment Awareness Month (NDEAM)</a>, or during annual meetings or as a &ldquo;Lunch &amp; Learn.&rdquo;
2.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Implement a Strong Communication Plan Prior to Implementation&nbsp;&ndash; Organizations should ensure that every appropriate leader and department is included in your self-ID campaign plans. This includes the marketing and communications team, human resources, leadership and specific groups like disability and/or caregiver&nbsp;<a href="https://www.askearn.org/topics/retention-advancement/employee-resource-groups-ergs/" rel="noopener" target="_blank">Employee Resource Groups (ERG)</a>&nbsp;to help with ideas and execute plans.
3.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Explain the Purpose and Benefits of Self-Identification&nbsp;&ndash; Before developing your campaign, determine what you want to share regarding the importance of self-identification. Outline the reasons why you are asking and the benefits to employees. These include explaining that self-identification leads to a stronger culture of inclusion or that the organization is required to report this information as a federal contractor. Also let employees know if the information will be kept confidential and what will be done with it.&nbsp;
4.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Determine How You Will Collect Information&nbsp;&ndash; Organizations planning to host a Self-ID campaign should provide multiple methods for collecting information from employees with disabilities. This can include allowing employees to self-identify anonymously, perhaps by sending out a general employee survey that includes the question, &ldquo;Do you have a disability?&rdquo; Some may use the U.S. Department of Labor&rsquo;s Office of Federal Contract Compliance Programs&rsquo; formal&nbsp;<a href="https://www.dol.gov/ofccp/regs/compliance/sec503/self_id_forms/selfidforms.htm" rel="noopener" target="_blank">Voluntary Self-Identification of Disability Form</a>, while others may have more public opportunities for employees to share personal stories about their disability-related experiences.
5.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Create a Unique, Educational Campaign&nbsp;&ndash; Hosting an effective Self-ID campaign requires just as much creativity as it does knowledge. This means developing a memorable slogan and a variety of resources for reaching employees. These may include videos, e-newsletters, posters, and more. Use these spaces not only to share stories, but also to explain the ADA definition of disability and provide overall disability awareness facts. It&rsquo;s also important to explain the confidentiality of self-identification and that it will not affect employees&rsquo; employment with the organization.
While it&rsquo;s important to know the number of employees with disabilities an organization has, self-identification campaigns also help foster more inclusive workplaces and create better experiences for all employees.
For more ideas on how to host an effective Self-ID campaign,&nbsp;contact the CareerCircle team at gettinghired@careercircle.com.
Contributions to this blog were made by Andra&eacute;a LaVant of Solutions Marketing Group.

Encourage employees with disabilities to self-identify with effective self-ID campaigns. Learn how to foster inclusion.

How Can Organizations Host Effective Self-ID Campaigns

Anyone who owns or manages a business knows that their employees are their greatest asset. Understanding how to manage them will help you get the most from them, and help them grow. Your management should focus on their needs at every stage of the employee life cycle, to help get the most from them. What is the employee life cycle, and what does it mean to you? Here's what you need to know.
&nbsp;
<h2>What Is The Employee Life Cycle?</h2>
&nbsp;
Firstly, what do we mean by 'the employee life cycle? When you hear employers referring to their employees 'like family', that's not the case. An employee will usually go through a whole life cycle when they work for you, and often at some point they will leave.
&ldquo;As such, you'll want to know where your employees are at in the life cycle, so you can tailor your management technique towards them. That way, you'll get the most out of them in terms of performance, and you'll see that they feel more valued and respected in the workplace,&rdquo; explains Diane Worson, an HR manager at <a href="https://paperfellows.com/reviews">Paperfellows</a> and <a href="https://uktopwriters.com/best-essay-writing-services/">Essay Services</a>. As such, understanding the life cycle is crucial.
&nbsp;
<h2>Importance Of The Employee Life Cycle</h2>
&nbsp;
As a manager, you will want to understand the importance of that employee life cycle. While you cannot guarantee that you'll keep every employee as soon as you employ them, you'll want them to stay with you for as long as possible. To do that, you need to meet them at whatever stage they're at in the life cycle, and ensure that you're getting employee loyalty.
This is even more important when you consider the cost of bringing on new employees. On average, it can cost between $4,000 and $6,000 to onboard a new employee. Keeping this to a minimum will be in your company's best interests.
&nbsp;
<h2>The Employee Life Cycle</h2>
&nbsp;
It's important to note that the employee life cycle will look a little different from company to company. However, in basic terms your typical lifespan will look like this:
&nbsp;
<ol>
<li>Attraction: Where your employee first learns about your company and decides to interview for an open role.</li>
<li>Recruiting: The process in which the employee meets with you for the first time, and gets more familiar with your culture and what you do.</li>
<li>Interviewing: This is where both the employee and the employer will meet and ask questions of each other, to see if the role is a good fit.</li>
<li>Onboarding: The beginning of the employee's time at your company, including training and meeting the rest of the team.</li>
<li>Engagement: Once the excitement of starting a new role wears off, a strong company culture will be needed to keep the employee engaged in their role.</li>
<li>Development: Some employees will be happy in the same role, while others will want to move up the ladder. At this point, you as a manager will need to recognize this and give them the opportunity to advance.</li>
<li>Retention: Not all of your employees are going to stay with your business, and that's normal. However, managers do need to do their best to retain employees.</li>
<li>Recognition: As a manager, you'll need to be aware of what makes an employee come to work every day. Many are happy to come in in return for that paycheck, but others will want recognition for their work.</li>
<li>Offboarding: At some point, that employee may decide to leave your company. At this point, you'll need to ensure that transitioning the role over to someone new goes smoothly.</li>
<li>Separation: At this point, you'll want the employee to leave your company with good feelings towards you. You'll want to perform an exit interview to get their feedback, which will help you improve the employee life cycle for others.</li>
<li>Alumni: Once an employee leaves, they're not gone forever. They should still be in your network and could be a source of future referrals.</li>
</ol>
&nbsp;
<h2>Improving The Employee Experience</h2>
&nbsp;
Now you have an understanding of the employee life cycle, you can use it to meet your employee's needs and keep them with your company for longer. Having that understanding will benefit you both in the long run.
&ldquo;The way you approach this will be different at different stages of the cycle. At the recruitment stage, for example, you'll be making that employee familiar with what you do, so they can make an informed choice about whether you're the right fit for them,&rdquo; says Timothy Kirson, a business writer at <a href="https://us.boomessays.com/reviews" rel="noopener" target="_blank">Boom Essays</a> and <a href="https://oxessays.com/essay-writer" rel="noopener" target="_blank">Essay Writer</a>. At the development stage, you'll be looking to see if the employee wants to advance, and how you can help them with these goals.
Meeting your employee at their stage of the life cycle makes their experience with you much more positive, and will assist a lot with employee retention. As such, you'll want to keep track of where your employees are in the cycle and use this to help improve the overall employee experience. To learn more about CareerCircle and how to become an employer partner contact us at gettinghired@careercircle.com.
&nbsp; Content Contributor: 
Jenny Han is a writer for <a href="https://academized.com/writing-services/write-my-dissertation" rel="noopener" target="_blank">Write My Dissertation</a> and <a href="https://ukwritings.com/buy-dissertation" rel="noopener" target="_blank">Buy Dissertation</a>. She covers business management and advancement, helping business owners find success. She is also a blogger at <a href="https://stateofwriting.com/uk/do-my-assignment" rel="noopener" target="_blank">Do My Assignment</a>.

Maximize employee potential by understanding the employee life cycle. Learn key stages and management tips.

How To Understand And Optimize The Employee Life Cycle | Getting Hired

How To Understand And Optimize The Employee Life Cycle

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Retaining LGBTQ+ Talent in the Workplace

How Can Organizations Host Effective Self-ID Campaigns

How To Understand And Optimize The Employee Life Cycle

Retaining LGBTQ+ Talent in the Workplace

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