Expand your definition of inclusivity and retain your biggest asset—your employees

This Pride month, I call on all People and Organization leaders to take a stand against harmful and hateful actions that negatively impact LGBTQ+ and other marginalized communities. Although Pride month is only 1 month of each year, my hope is organizations show their full commitment 365 days each year. 

Recent anti-LGBTQ+ policies and actions in states like Alabama, Florida, Idaho, Texas, and others directly impact employees who identify as LGBTQ+, families, and their allies. But, these policies have impact beyond state lines—indirectly impacting employees nationwide as other states could follow suit or employees potentially move into these states, not to mention the psychological impact these policies have no matter where individuals of the LGBTQ+ community live. 

The war for talent

It is more important than ever for HR and benefits leaders to lean into inclusivity, especially as the battle of the Great Resignation—or what many called the Great Realization—continues. 

By supporting employees who identify as part of the LGBTQ+ community, organizations can create a higher affinity across their full workforce—a critical component to retaining (and gaining) top talent. Studies have shown that:

• 8 out of 10 employees believe their employer should respond to social issues.¹ 
• 60% of respondents stated they were more likely to stay with their employer because of offering Included Health’s services²
• 83% said they have a higher respect for their employer for offering Included Health as a benefit²

And employees know when they and their colleagues are being well taken care of by their employer, shown by statements like this,

“I have not, to date, needed any of the specific services that Included Health offers, but I have a higher opinion of my employer than I otherwise would due to their presence. I would much rather have them and not need them than the other way around.” 

Building a cohesive and productive workplace helps your organization become not just somewhere employees want to stay, but where others want to join.

Inclusive culture is desired by all employees, not just by those historically excluded

By definition, inclusivity increases the equity of resources and opportunities offered to those in marginalized groups. Organizational leaders can start by identifying the different groups represented in their workforce and gaining a deep understanding of their various needs and the challenges their employees face. Then, it’s important to take action (not just sit on the knowledge) by actively building a workplace culture reinforced by an array of benefits and workplace initiatives to support diversity and inclusion. 

Are you wondering if your benefit offerings are robust enough to meet the needs of your diverse workforce? Use this self assessment to gauge how LGBTQ+-friendly your benefits are.

And it’s not just employees of the LGBTQ+ community who are attuned to an organization’s culture. An overwhelming majority of Gen-Z and Millennial employees—35% of the US workforce are Millennials, making them the largest generation in the U.S. labor force—care deeply about inclusion and are more likely to advocate for it than previous generations.3 In fact, Deloitte recently noted that 80% of respondents say inclusivity is a factor when choosing an employer, while 39% reported they would leave their current organization for a more inclusive one.4 With Millennials and Gen-Z already making up a majority of the workforce—and growing—these results will only become more influential.

Company perks vs company culture

Organizations must be welcoming and inclusive in order to provide the highest quality of life for employees while maximizing their productivity. Setting an example of inclusivity can begin with how leaders choose to support their employees at work, all of them. Ensuring that their workspace is safe and affirming for everyone will help retain those employees and take advantage of the power in diversity. Allowing your employees to be confident and comfortable translates not only to higher retention, but higher productivity as well. A McKinsey report concluded that companies in the top quartile of inclusivity outperformed those in the fourth by 36% in terms of profitability.5

There are several changes that can be made to begin having a positive impact on your employees. Employers can start by ensuring they are providing—and continually improving—gender affirming healthcare coverage and resources that are supportive of LGBTQ+ family building. To drive better outcomes, it’s essential to provide access to doctors and clinicians that are LGBTQ+ affirming AND clinically competent, including primary care providers and behavioral health specialists. Show your commitment to your LGBTQ+ employees and families year-round by ensuring benefits are synced across employee resource groups and diversity, equity, inclusion and belonging teams. I am grateful to the many employers who have already taken these steps and I encourage all the others to join us in this journey. Now is the time for employers to lead from the front and build equitable benefits for the health and well-being of their employees (and future employees)—all of them. 

1. Deloitte | 2: Included Health Research | 3: Edelmen | 4: Pew Research | 5: Forbes