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>
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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>
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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. 
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Discover effective strategies for fostering inclusivity and support in the workplace to attract and retain LGBTQ+ talent.

Retaining LGBTQ+ Talent in the Workplace | Getting Hired

Retaining LGBTQ+ Talent in the Workplace

Professional culture in the US continues to evolve as the world around us grows and expands, and many of the most significant areas of development grow out of our DEI spaces. Conversations have moved from focusing on inclusion and equity to including language around intersectionality. A concept originally coined by US legal scholar Kimberl&eacute; Crenshaw in the late 1980s, is the theory that our various social identities (gender, ability, socioeconomic background, sexual orientation, race, ethnicity, etc.) create unique overlap that can contribute to increased risk of oppression or discrimination. 
According to the World Economic Forum, for example, the gender wage gap in the US is predicted to close for white women in roughly thirty years, this number is estimated at over one hundred years for black women and over two hundred years for Hispanic women. The same article tells us that &ldquo;more than half of lesbian, bisexual, and trans-Black and minority ethnic women (54%) reported unwanted touching (in the workplace) compared to around one-third of white women (31%). 
Imagine a typical in-person interview scenario. The candidate is brought into an office to meet with the interviewer. They may shake hands, make strong eye contact, and smile at one another. Sitting across the desk from one another, they engage the interview material through conversation. Once concluded, more handshaking and smiles before they go their separate ways. Most interviewers will consider many &ldquo;soft skills&rdquo; when evaluating how the interview went &ndash; was the person friendly, did they appear confident, did they seem like a strong team player? These impressions can go a long way in sifting out who will or will not be considered moving forward for the role. If the interviewee has autism, however, they could be uncomfortable with eye contact or physical contact. A person requiring a communication device or with an accent might need additional time to process question-and-answer discussions. A gender-fluid individual may have a physical presentation that doesn&rsquo;t appear to align with more conservative binary dress code expectations. Any of these biases could exclude a strongly qualified candidate based strictly on hiring criteria that don&rsquo;t reflect the position&rsquo;s needs. When you start combining these attributes, the likelihood that the bias will be prohibitive only increases. These same obstacles can be seen not only in recruiting but also in considering who to promote, include in development opportunities, exposure to higher level leaders, and ultimately can impact retention and employee satisfaction. 
Those within the LGBTQ+ community continue to face policies and systems that inherently encourage invisibility in the workplace. More than 40% of lesbian, gay, and bisexual people and almost 90% of transgender people have experienced employment discrimination, harassment, or mistreatment according to Getting Hired. When this identity is layered with gender, race, neurodivergence, ethnicity, or ability it is clear we still have a lot of work to do. However, organizations&rsquo; continued commitment to progressive, systemic DEI initiatives ensures that we are moving in the right direction as we continue to important questions:
<ul>
<li>Can we rethink our physical locations to increase accessibility? Should this include alternate work schedules or remote possibilities?</li>
<li>Are our evaluation matrices influenced by factors that aren&rsquo;t truly performance-based?</li>
<li>Do we carve out opportunities for development and advancement for the underrepresented?</li>
<li>How can we invite the voices of those impacted by our policies to inform the changes we need to make?</li>
</ul>
 In the meantime, whatever our role we can work individually to create space for others to be seen, heard, and met as they are to promote authenticity that impacts our day-to-day excellence in the ever-changing corporate landscape of America.
&nbsp;
Sources &ndash; Learn More:
<ul>
<li><a href="https://www.weforum.org/agenda/2020/07/diversity-inclusion-equality-intersectionality/">How intersectionality affects diversity and inclusion at work | World Economic Forum (weforum.org)</a></li>
<li><a href="https://hbr.org/2022/06/an-intersectional-approach-to-inclusion-at-work">An Intersectional Approach to Inclusion at Work (hbr.org)</a></li>
</ul>
&nbsp; Content Contributor: <a aria-label="Mandy Kampen - opens in new tab" data-uw-rm-brl="exc" data-uw-rm-ext-link="" href="https://www.linkedin.com/in/melissa-kampen/" rel="noopener" target="_blank" title="Mandy Kampen LinkedIn Profile" uw-rm-external-link-id="https://www.linkedin.com/in/melissa-kampen/$mandykampen"> Mandy Kampen</a>&nbsp;is a Program Specialist with AGS's Caterpillar team. She is an avid hobbyist, a self-proclaimed "indoor cat" who loves all things dedicated to nerdiness, spirituality, or wellness. Her current home is in Peoria, IL with her fianc&eacute; Angela and their two furbabies, Baxter and Sir Henry Fancypants the Third.&nbsp; 
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<h4 style="text-align: center;">Searching for a new position or switching careers? To apply and discover opportunities with our inclusive partners that are HIRING NOW, create an account at <a href="https://www.careercircle.com/candidates/signup" rel="follow">careercircle.com</a>! </h4>

Gain valuable insights on fostering inclusive work environments that goes beyond stereotypes & embraces the power of diversity.

Beyond Labels: Celebrating Intersectionality and LGBTQ+ Inclusion in the Workplace | Getting Hired

Beyond Labels: Celebrating Intersectionality and LGBTQ+ Inclusion in the Workplace

Although many companies have dedicated resources to supporting company diversity, equity, and inclusion efforts, oftentimes these programs are only surface-level. As former VP for Zillow turned CEO of OwnTrail, <a href="https://www.forbes.com/sites/rebekahbastian/2019/02/11/how-to-foster-workplace-belonging-through-successful-employee-resource-groups/?sh=190c042edc73">Rebekah Bastian explains</a> for Forbes, &ldquo;Efforts sometimes end up looking more like diversity hiring programs, without enough emphasis on equity and belonging once employees are in the door.&rdquo;&nbsp;
&nbsp;
Employee Resource Groups (ERGs) are a company-endorsed opportunity for employees from marginalized groups to connect, bond, and find common ground at work. Companies with vibrant ERGs are more likely to retain employees and provide opportunities to incubate leadership development. ERGs are also a great sign that a company has an inclusive culture and cares about their employees.
&nbsp;
At Getting Hired, we&rsquo;re proud to partner with companies with robust and active ERGs, especially those who support the LGBTQ+ community. This Pride Month, we celebrate these four companies&rsquo; LGBTQ+ Employee Resource Groups:&nbsp; 
<ul>
<li>Merck. This biopharmaceutical company delivers innovative health solutions and emphasizes its responsibility to care for its people. Executive Director of Clinical Research Thomas Johansson mentions, &ldquo;you don&rsquo;t need to cover up to be successful at Merck.&rdquo; Through collaboration between the company&rsquo;s HR department and the LGBTQ+ Employee Resource Group Rainbow Alliance, Merck also became <a href="https://www.merck.com/stories/4-lgbtq-employees-share-stories-of-finding-freedom-to-be-themselves-at-work/">one of the first companies in Japan</a> to provide full benefits to same-sex partners.</li>
</ul>

<ul>
<li>Comcast. Telecommunications giant Comcast boasts 35,000 employees participating in 195+ Employee Resource Group chapters, including OUT@Comcast. OUT provides leadership, networking, development, and volunteer opportunities to its LGBTQ and straight-ally members. OUT contributes to an LGBTQ-awareness and inclusive culture and supports Comcast's goal of attracting, developing, retaining, and engaging diverse talent.</li>
</ul>

<ul>
<li>CVSHealth. CVS, commonly understood as one of the largest employers in the United States, <a href="https://www.cvshealth.com/news-and-insights/articles/making-connections-through-colleague-resource-groups">acknowledges the importance of offering programs that help employees professionally grow</a>, while also providing the opportunity to connect through a particular affinity, culture, or perspective. Pride+ builds and facilitates a culture of inclusion for Lesbian, Gay, Bisexual and Transgender colleagues, and their allies.</li>
</ul>

<ul>
<li>Allegis Global Solutions. Allegis <a href="https://www.allegisglobalsolutions.com/en/about-us/working-at-ags" rel="follow">proudly endorses Employee Resource Groups and their core values and is</a> and are committed to equal opportunities for their employees. Spectrum, An LGBTQ+ Alliance, takes a virtual road trip to pivotal locations in LGBTQ+ history across North America and shares the experience on the company&rsquo;s social media.&nbsp;</li>
</ul>
&nbsp;
Explore CareerCircle's <a href="https://www.careercircle.com/jobs" rel="follow">full database of job opportunities with inclusive employers</a>, including Merck, Comcast, CVSHealth, and Allegis Global Solutions.&nbsp;
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Discover insightful articles on building inclusive work environments and fostering diverse talent communities.

4 Companies Dedicated to LGBTQ+ Employee Retention

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Keep up to date with CareerCircle's latest blog posts on keeping an inclusive workforce.

Retaining LGBTQ+ Talent in the Workplace

Beyond Labels: Celebrating Intersectionality and LGBTQ+ Inclusion in the Workplace

4 Companies Dedicated to LGBTQ+ Employee Retention

Retaining LGBTQ+ Talent in the Workplace

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