Lever Talent Blog | Growing an Inclusive Company Culture

Hi, I’m gay. 

For most people reading this, that isn’t important. It has no bearing on our professional relationship; it’s merely another piece of information about me that can be neatly filed away in the overflowing file cabinets of your memory. 

But allow me to challenge that assumption for a moment. When we show up places - whether that is at work, or school, or a bar, or church - we show up as our whole selves. We are who we are, and there’s no changing that. Each one of us is a collection of adventures and milestones, of indiosyncracies and drives that, when combined, create an indelible and one-of-a-kind experience for others. We’re all pretty neat, right?

June is Pride month for the queer community. Pride month is when we celebrate a community of people who have been historically persecuted and discriminated against for, at its simplest level, being “different.” Pride celebrates our ability to not only survive, but to thrive in the face of groups that would prefer us removed from the conversation rather than acknowledge our existence. Pride commemorates the Stonewall Riots of 1969, when a group of queer individuals stood against oppressive and discriminatory practices from law enforcement and fought for equal treatment. 

Pride is an annual reminder that our fight is not over; it has only just begun. 

What so many view as demanding special treatment, the queer community sees as just securing a seat at the table. The queer community does not expect anything anyone else does not have, and requests respect as a starting point. But for many, even tolerance is a step too far. Author Adam Rutherford said it best: “When all you’ve ever known is privilege, equality feels like oppression.”

What you do as a leader within your life, whether in your community or at work, matters. The actions you take to make others feel supported and welcome nurture community and belonging. When people feel like they can bring their full selves to work, they are more productive, more creative, and happier. They are also much less likely to leave your company. 

Gender identity, sexual orientation, and Pride don’t suddenly disappear when we go to work. Do you feel like your company is doing enough to create an open, welcoming environment for all people? According to a recent Gallup and Workhuman poll, 97% of HR leaders report their organization has made changes to improve DEI, but just over a third of employees (37%) agreed. The same study revealed that authentic recognition of employees has a direct impact on their feelings of belonging, as well as their ability to see a path for growth and belief that the organization cares about their wellbeing. For some groups, this impact was between 5x and 8x higher than those who did not feel they were being authentically recognized for who they are. When people don’t feel supported, they are much more likely to burnout faster, and much more likely to be searching for a new job. Said differently, belonging has a direct correlation to turnover.

Specifically for the queer community, most businesses show their support through minimal effort activities known as rainbow-washing, like updating their LinkedIn profile logo to showcase the Pride flag’s rainbow colors, while simultaneously maintaining discriminatory policies or lacking benefits to support queer employees. On the other side, in recent weeks, Target was under fire from bomb-threatening domestic terrorists who took umbrage with the company’s new inclusive clothing line, leading to a quick walk-back of the brand; and Bud Light gained the ire of the same group via boycott when they partnered with transgender influencer Dylan Mulvaney to advertise their beer, resulting in a similar walk-back on the partnership.

You may be thinking, “So what are we supposed to do? There’s no winning here.” But I argue that there is. True allyship means not backing down. It means promoting love and acceptance for all people through words and actions, and when those who disagree with that creed rear their very ugly heads, you get louder. That is what the queer community wants: acceptance, love, and allyship. Not fairweather friends who turn tail the moment their bottom line is at risk.  

Arthur Chan, the Vice President of Diversity, Equity, and Inclusion at Planned Parenthood Mar Monte once said, “Diversity is a fact. Equity is a choice. Inclusion is an action. Belonging is an outcome.” When so many organizations solely focus their efforts on bolstering diversity within their staffs, they should instead look beyond to achieving belonging for their employees. The choices you make to create equity across your organization and be inclusive are the ingredients necessary to build belonging. 

You may not be in a position to sway your company’s marketing campaigns or specific product offerings, but here are a few ideas of how you might influence your company’s culture of belonging and allyship:

1. Actually prioritize diversity, equity, and inclusion. Ensure that your hiring and promotion processes are fair and unbiased. Where are you posting your jobs? Are your advertisements built with exclusive language? What does your promotion data say when it comes to different identities? Are your pay bands equitable across all people and based on tenure and performance?
2. Lead by genuine example. Leaders play a crucial role in fostering a sense of belonging. Lead by example and demonstrate inclusive behaviors, such as active listening, empathy, and respect. Show genuine interest in employees' well-being and create an atmosphere where everyone feels safe to be their authentic selves. Hearing stories that are different from your own can have a tremendous impact on your worldview, and can even offer new perspectives and ways of thinking. 
3. Foster open communication. Encourage open and transparent communication throughout the organization. Create channels for employees to express their ideas, concerns, and feedback without fear of judgment or retribution. Regularly seek input from employees and genuinely listen to their thoughts and suggestions.
4. Celebrate! Recognize and celebrate different cultures, holidays, and events. Create opportunities for employees to share their traditions and experiences, fostering understanding and appreciation for diverse backgrounds.
5. Encourage employee resource groups. Support and encourage the formation of employee resource groups (ERGs) or affinity groups. These groups allow individuals with shared characteristics or backgrounds to connect and support each other within the organization. ERGs can create a sense of belonging for underrepresented groups and contribute to a more inclusive workplace.

More than anything in the world, humans want to belong. We are a social species, with an innate, biologically-driven ability to develop and form interpersonal connections. Creating a culture of mutual respect, allyship, and belonging is paramount for success. 

So ask yourself, what have you done today to make you feel PROUD?