July 24, 2017 | Written by: Gena Cox
Categorized: General HR
Share this post:
We know that employees want their voices to be heard. In fact, 83 percent of surveyed employees say they are willing to participate in “active employee listening” programs. But, are we listening to all employees?
The Lesbian, Gay, Bisexual and Transgender (LGBT+) constituency may be one employee group that is not as effectively heard or understood at work. Many organizations are using employee surveys to bring these employees into the conversation but they often struggle to understand how to amplify the voice of LGBT+ employees in ways that are not patronizing or disruptive.
A new white paper that I have co-authored provides the much-needed practical guidance to ensure this employee group is heard.
Download the white paper: Getting LGBT+ inclusion right in employee surveys
The timing for action in this area has never been better. Just recently, more than 150 CEOs of the world’s leading companies and business organizations, including IBM, created CEO Action for Diversity & Inclusion™. These champions of workplace diversity and inclusion believe that inclusiveness at work is a social issue, not just a business issue. They point out that inclusion is good for business performance and employee engagement. Moreover, they want inclusion that begins in their workplaces to have a positive impact in the communities in which their employees live, potentially reducing inequities and lessening tensions.
Our new white paper guides organizations in designing and using survey content to help global organizations understand the LGBT+ voice. We highlight the important practical, social, cultural and legal considerations that can enhance success with these efforts. With more than 10 million Americans identifying as LGBT+, these are voices that need to be heard.