In today’s marketplace, a company’s or organization’s consumer marketing to the LGBTQ community is tightly commingled with its employer branding. A recent clear example of this the backlash many companies experienced during the Pride month of June in where they altered their company logo to incorporate the rainbow – a symbol of the LGBTQ community.
It was widely reported that of those companies around 40% did not at the time have any formal LGBTQ inclusive policies and/or benefits for their own LGBTQ employees. This is coined as “pink-washing”. The LGBTQ media spread the news like wildfire. It was viewed as pandering and an ill-informed marketing ploy.
[easy-tweet tweet=”LGBTQ consumers represent an estimated $3.7 trillion US dollars globally according to LGBTQ Capital” user=”OutBuro” hashtags=”#LGBTQ Marketing #LGBTQ Branding #LGBTQ Consumer”url=”https://www.OutBuro.com”]
76% of LGBTQ Consumers said they will give companies that support LGBTQ equality more of their business this year. However, it is the responsibility of the companies to make sure the LGBTQ community is aware of their support.According to the 2018 Community Marketing & Insights (CMI) report who focuses on the LGBTQ market
LGBTQ consumers are also employees
Perhaps for those 40% rainbow touting logo companies, this may have been their first attempts. Companies are made of humans and humans make mistakes. OK. It’s what you learn from it, adapt and grow that matters. For any company /organization attempting to woo the LGBTQ consumers you must also realize they are all employees too, or business owners who still care about the authenticity of the company/organization doing the marketing. Overall the LGBTQ community are a savvy lot with activists and reporters who will leave no stone unturned. Don’t make the mistake of thinking that once a year rolling out a rainbow logo will yield swooning LGBTQ consumers to your products or services. In fact, without a comprehensive LGBTQ workplace corporate equality approach, quite the opposite is a high potential depending on many factors.
Sure, the LGBTQ community is well reported to be a wonderful typically high disposal income target audience. They are also an employee or business owner (that money comes from somewhere) and therefore wants to see not only general company branding messages to make them feel warm and fuzzy over a TV ad with a same-gender couple holding hands, but they also want to know the full reality of that company’s treatment of their LGBTQ employees. After all, why should the LGBTQ community support you if you don’t even support your LGBTQ employees? Pander with pink-washing and you are sure to reap negative attention as witnessed this past Pride season.
[easy-tweet tweet=”(OutBüro) is fascinating and much more aligned with the UN’s Global LGBTI Standards for Business than most indexes! – Fabrice Houbart – Human Rights Officer @UN” user=”OutBuro” hashtags=”#LGBTQ #WorkPlaceEquality #CorporateEquality” url=”https://www.OutBuro.com”]
Want to win LGBTQ Consumers? Start with your LGBTQ employees.
Don’t pay a marketing company one cent to help you reach the LGBTQ community because it will be clear you are blind greedy panderer if you don’t first understand and support your own current and prospective employees. Your own LGBTQ employees know your products and services. They are also part of your target demographic. So doesn’t it make sense to support them with policies, benefits and business practices that demonstrate you value them? Then consider as part your LGBTQ employee resource group ask for LGBTQ customer-facing marketing ideas and feedback from that group of well-informed employees. If you do use an outside marketing consulting firm ensure they have actual experience and staff in the LGBTQ community. Don’t repeat the errors of others assuming a heterosexual male or female knows the LGBTQ community – they don’t no matter how many gay/lesbian friends they have.
Demonstrate that you value your LGBTQ employees and value your current and prospective LGBTQ customer/client by your earnest actions, even if mistakes are made. Learn from them and move forward.
Conduct LGBTQ brand marketing with authenticity
The LGBTQ community would love to see your brand marketing in a percentage appropriate LGBTQ inclusive manner. But prior to launching off into an ill-informed spiral sure to garner negative attention, again focus first on your own house and your own LGBTQ employees first. Do that through a top-level supported LGBTQ diversity and inclusion program that fosters an LGBTQ welcoming environment and reap the financial bottom-line benefits. Achieve it by focusing on your own internal policies, benefits, business practices and build a community involvement strategy from a place of authenticity.
Go ahead. Jump in.
I grew up in Florida with a pool in my back yard. We had lots of trees so the water even in the hot humid heat was always cold. As the youngest of three, I learned the value of the saying “why tip your toe in when you can jump and get it over with”. The slower I entered the cold water the more I pulled back onto the deck, wasted pool-time and physical shivering with purple lips. Then after being pushed in by one of my sisters enough times I realized, yes, jumping in was a shock at first, but I got use to the water temperature faster and so it allowed me more playtime in the pool having fun.
3 Month challenge
I feel that all too often employers take a super painfully slow process in allowing and creating change, no matter how much the benefits are laid out for them. Don’t be that. If you do you are missing out on so much as a company/organization and your employees are missing out on being treated fairly with dignity for who they are and what they can truly offer your company/organization if you allow them to be 100% their authentic self.
If it takes more than 3 months to lunch full workplace LGBQ corporate equality frankly that in and of its self is an issue. As a company, you have to be able to adapt or go out of business. Adding the policies are a few words added to your current policies. Health benefits are a phone call away. The training program can be a phone call away. Your inclusive recruiting can start with an OutBüro Employer listing. All that if you want can be just one week and here I’m challenging you to 3 months. It may not be 100% perfect and fully implemented/rolled out, but it can have the policies and benefit rolled out. Do not procrastinate waiting on what can be accomplished today for other action items you are working on.
If you believe all your employees and customers/client should be treated with dignity, respect, and equality please continue on.
Wait a minute aren’t gays already protected?
The simple answer is – NO. As of this writing in mid-2019 in the United States alone in over half the states LGBTQ people as a class are not protected from being fired from their job simply based on who they are. Not to mention they are also not protected from housing discrimination and more.
Even if you are based in a state and only operate in states/countries where sexual orientation and gender identity are legally protected, we still recommend having an inclusive nondiscrimination policy, because it clarifies and communicates your commitment to inclusion for all stakeholders, both internal and external. Just like as you’ll read further down, there have been US federal and state laws on sexual harassment for 40+ years and still nearly every company has a clear sexual harassment policy and training. This is no different.
Guides to terminology
A number of LGBTQ organizations offer helpful guides to terms related to sexual orientation and gender identity. Examples include PFLAG’s glossary of terms and “An Ally’s Guide to Terminology” from GLAAD and the Movement Advancement Project.
LGBTQ persons experience workplace stress
LGBTQ employees experience mental stress due to work environments and cultures that are not supportive and welcoming. One recent study places the number at 72%. Due to the hostile and discriminatory history, a recent study found that nearly half LGBTQ workers remain in the closet at work fearing to lose their job, discrimination, harassment and being fired from their job. Couple this with the fact that bisexuals are highly unlikely to reveal their sexual orientation and the number get larger. Further yet another recent study found 29% of Americans under 30 years are considered “heteroflexible” in where for the most part they might lead an otherwise heterosexual life yet open to same-gender encounters “if the mood and opportunity strike”. They do not reveal this part of their life typically in the workplace. There is also the “down-low” culture where particularly men of color (African American and Latino) are pressured to get married and raise children being oppressed and “play on the side” – who they really are. There are work immigrants that come from other geographic regions/countries where being LGBTQ is culturally or religiously governed by laws that oppress them – even with the threat of family abandonment at best and death at worse. They also will marry and have kids and also often if brave enough be on the “down-low”. It is easy for us to say, “Oh that’s morally wrong to marry a woman and have kids if you know you are gay – you are ruining their lives” But that is your lack of empathy into that person’s life assuming they had all the rights and privileges you enjoy. They felt they had no choice. For many lucky ones they flea their countries and leave their family and life friends behind in order to escape having to live a life of lies, self-hatred, environmentally or legally self-denial of being wholely happy.
Taking the numbers and situations into account and the lack of comfort self-identifying as LGBTQ or heteroflexible your actions in creating an LGBTQ friendly work environment and culture has more impact than you may have previously realized.
Transgender people face some of the highest levels of discrimination in the LGBTQ community. In the largest survey of transgender people in the U.S. conducted to date, 27 percent of those in the workforce reported being fired, denied a promotion, or not being hired because of their gender identity and expression.
Understanding deeply engrained prejudices
Your LGBTQ workplace corporate equality initiative has to start with a basic understanding that the company/organization is made up of people – humans. All those humans have a life long history of learned prejudices and beliefs, cultural, religious or agnostic, that affects their conscious and unconscious behavior. Simply observing children from infant to toddler and it is clear that we as humans are not born with these prejudices. They are learned from our environment – parents, relatives (those whom at a young age we must trust), learned religious views and in some areas laws based on religious dogma. All of which are repeatedly reinforced programming their brains deeply creating and reinforcing their own sense of self-identity early in childhood and adolescence. Sure some have a huge change/growth breaking free of most, yet a degree of that deeply-rooted programming can remain and influence consciously or subconsciously the thought, actions, and behaviors.
Creating policies is you requiring every employee to check their own “learned baggage” at the door. Coupled with other actions to foster an environment where all can thrive. Policies set the intent (and legal protection) of the employer along with the attempts to deeply understand through employee training, with an open and welcoming culture and environment approach is key.
Human Resource staff are also humans with learned prejudices
A recent study by the University of Surrey found that person in the hiring process – Human Resource personnel and departmental hiring authorities highly discriminate merely on the perception of a person being LGBTQ based on a headshot photo with the backgrounds removed and a second study took this further to include a voice sampling. The subjects had resumes/CVs and although the resumes/CV clearly had the qualifications, the perception of being LGBTQ whether true or actually heterosexual, the mere perception on those limit physical attributes would mean the job candidate was rejected at a much higher rate and if offered a position would be offered less money than someone who was perceived as heterosexual.
So, it starts with your Human Resources candidate screening and interviewing process. After all, those HR staffs are humans too with that life long learned prejudices as well. How do you help prevent one person’s, even HR staff, prejudices from undermining your ability to attract and retain great LGBTQ talent? Simple, require a diverse multi-person review committee during the full process from resume review through hiring and on-boarding.
Are laws and policies enough?
The simple and short answer is NO. But why?
I’m going to answer that question with one example – sexual harassment. I have been using that as a prime example for around a year now since launching OutBüro because sexual harassment has been a federal and state crime since the last 1970’s (note that’s 4 decades ago). Since then most companies over 50 employees also have sexual harassment policies coupled with typically annual required training and electronic or hand-signed employe acknowledgment documents to cover the company/organization should any employee step out of line and is a perpetrator of sexual harassment in the workplace. However, turn on the news and almost weekly in just the United States alone you will see high profile cases of alleged sexual harassment from sports figures, movie/TV stars, Supreme Court Justice nominees and even the current US President. Think about all the sexual harassment cases that don’t make national news. A recent NPR study found that in the United State alone 81% of women and 43% of men have been sexually harassed. The report did not include “where” the reported sexual harassment took place but it is still a pertinent analogy since most the perpetrators likely had the mentioned annual training at their place of work and generally, therefore, should know it is illegal and not acceptable anywhere.
[easy-tweet tweet=”81% of women in the United States experienced workplace sexual harassment.” user=”OutBuro” hashtags=”#LGBTQ #WorkPlaceEquality #CorporateEquality” url=”https://www.OutBuro.com”]
Therefore by the laws, training, and policies on sexual harassment, it is clear that laws and policies alone are not enough on their own when it comes to creating an inclusive and welcoming environment for your LGBTQ employees whose co-workers have life long deeply engrained learned prejudices. But they are an obvious need to instill the best intentions of the employer as well as legally protect it from the actions of employees.
[easy-tweet tweet=”43% of men had experienced some form of workplace sexual harassment during their lifetime. ” user=”OutBuro” hashtags=”#LGBTQ #WorkPlaceEquality #CorporateEquality” url=”https://www.OutBuro.com”]
Diversity and Inclusion Director
If you don’t have a dedicated Diversity and Inclusion director on your team and company/organization is over 1000 employees we recommend adding a D&I professional.
LGBTQ workplace/corporate equality
Sexual orientation and gender identity non-discrimination policy
Having a policy prohibiting discrimination based on sexual orientation and gender identity and expression demonstrates your company/organization’s commitment to fairness and equal opportunity. Communicating your values to your shareholders, partners, the LGBTQ community, allies, current, and potential employees that the company/organization’s commitment to be inclusive and welcoming is clear internally and externally. It is crucial in LGBTQ active recruiting and LGBTQ employee retention.
Here’s an example but naturally review and edit to your company/organization requirements:
“The [Company/Organization Name] is committed to diversity and to equal opportunity employment. [Institution Name] does not discriminate on the basis of race, creed, color, ethnicity, national origin, religion, sex, sexual orientation, gender identity and expression, age, height, weight, physical or mental ability (including HIV status), veteran status, military obligations, or marital status. This policy applies to hiring, internal promotions, training, opportunities for advancement, and terminations and applies to all [Institution Name] employees, volunteers, members, clients, and contractors.”
What to avoid
Seek advice from your legal counsel, however, we recommend that your policy does not make reference to federal or state law. Many well-intentioned nondiscrimination policies are undermined by including language such as “in accordance with state and federal law,” “to the extent prohibited by law,” or “we prohibit unlawful discrimination.” This type of reliance on laws makes your policy weaker since discrimination against LGBTQ people still is not explicitly illegal in many states, regions, and countries.
Domestic partner benefits
The term “domestic partner benefits” refers to employee benefit plans that offer to non-married couples the same or similar benefits as those provided to married couples. Some argue here in the United States that since it’s legal to marry only legally married couples should be covered. Well, my response is we as a community have had a lifetime of discrimination and oppression and use to living our lives as we choose. Legal marriage is a right, not a requirement and just because some fought hard for that equality right and choose to legally marry does not mean that now 100% of same-gender couples are going to change who society has forced them to learn to be. I personally find the “if you aren’t married then no domestic partner benefits” excuse to further discriminate. Most may have never considered the heterosexual construct of married and are fine living without the legal and tax privilege that legal marriage offers – they are comfortable being who they’ve been in the committed relationship they have and their relationship should be honored with domestic partner benefits as equally applied to all employees.
Transgender inclusive benefits
In order to truly be an equal opportunity employer, you should have at least one transgender-inclusive health insurance plan in your employee benefits package. The Affordable Care Act (ACA), otherwise known as Obamacare, protects transgender individuals from discrimination by insurance companies — assuming the insurance company receives federal aid which most do. The cost according to studies is minimum in compared to the cost of your full employee base covered under insurance. Google it, lots of info to educate yourself on this topic.
LGBTQ employee resource group
This isn’t just about touting your LGBTQ employees in Pride parades, it can be a meaningful way for LGBTQ employees and allies to connect and foster an inclusive and welcoming work culture. ERGs help employees come together, support each other, collectively raise issues and opportunities to management, and create a community within your company/organization with a feeling of belonging.
When you have employees self identify as LGBTQ during the hiring onboarding process be sure to make them aware of the ERG and let the ERG leadership aware of the new employee that both parties may reach out to one another.
Have clear requirements for ERGs such as a budget, mission, and goals. The goals should outline the ERG’s planned activities, initiatives, and campaigns along with a proposed budget. Ideally, the ERG will have an executive sponsor whether they are themselves LGBTQ or a community ally to can help navigate the company/organization politics and keep upper management informed of the actions and progress. Plan on advertising the new or reinvigoration of the ERG through all internal company/organization’s employee-wide communication channels. Place posters in common area and invite individuals. In your goals, plan to have regular meetings, in-person where you can and be sure to include remote workers through videocasts. Depending on the size, geographic spread, and budget you may also consider an annual ERG meeting bringing all participants together for networking and career development activities. Local chapters may also plan and budget for participating in local Pride parades – it is a create camaraderie building and employer branding activity. The company may even consider sponsoring a booth for consumer and employer marketing. If the company has paid volunteer time, the ERG may also consider volunteering at local charities wearing company branded clothing.
All these employee-driven marketing and community activities will expand the personal skills of those employees. According to a study, 80% of millennials value companies that promote personal growth
Publicly demonstrate support for LGBTQ equality
I can tell you in managing LinkedIn’s largest LGBTQ group for 11 years now and in my initial researching the potential of OutBüro I personally found it very difficult to find most company’s LGBTQ content – even those that have been rated 100% on the HRC Corporate Equality Index for several years.
If you take the advice here and from others and create an LGBTQ ERG (events, participate in Pride and more), do LGBTQ active recruiting (LGBTQ career fairs, including LGBTQ employee video testimonials, etc.), and have LGBTQ inclusive customer-facing marketing it should be easy to find. But it’s not. Some of those same companies don’t even have much if anything on their own company website for customers and prospective employees to access. Thus one of the primaries focuses fo OutBüro is employer branding as a platform for you to consolidate and show off all that you do in an easy to find, manage and promote in one location coupled with your LGBTQ employee ratings/review with timely and continuous feedback to help you get better and better because you want to be an awesome employer.
Support the same policies, benefits in all regions you operate
If your company/organization operates locally or regionally this is pretty easy. If you operate in a state/province or country that does not have legal protection for their citizens your supporting LGBTQ equality everywhere you operated is further creating an employer brand that LGBTQ candidate will view as a great potential company/organization to work for. Even as of today, in over half the United States LGBTQ citizens are not legally fully protected from discrimination. Again recall the sexual harassment analogy here, and even other EEO requirements that you still have in your official policies. So even if operating in areas where LGBTQ employees are legally protected it is still a good business practice to have them and state them in your policies.
If you operated in countries where it is still illegal to be LGBTQ, work with your legal team and contact the resources listed at the end of the article for guidance on how best to move forward with the highest intent of protecting your LGBTQ employees in those countries.
LGBTQ inclusion – sensitivity training
As you roll out your LGBTQ workplace corporate equality initiative, LGBTQ sensitivity training will be crucial. There are resources you may leverage. One of which is Diversity Resource’s LGBTQ Sensitivity Training. You may already have a relationship with a training source provider. Check them out to see if they already have such training to add to your training portfolio.
Require the same from vendors/contractors
In the operation of your company/organization, you have a lot of interactions with other companies/organizations. Once you have your workplace LGBTQ corporate equality duckies in a row, you then are in a position to be a leader and influence those other employers to follow your lead. At some point, you may even consider it as a requirement for doing business with you.
Indicate your LGBTQ inclusive policies, benefits, and practices
As part of your LGBTQ employer branding, show off your hard work and how you are striving to create and maintain an LGBTQ corporate equality standard through OutBüro employer branding portal along with social proof to make clear and easy to know/find. Link to your own and/or third-party sites. You may also upload PDFs, for example, a document showing at least one of your company health plans provides transgender-inclusive health coverage and more.
LGBTQ active recruiting marketing
LGBTQ active recruiting is best done once you have the above-mentioned policies and benefits in place. In involving participating in and maybe sponsoring LGBTQ focused career fairs, placing your sexual orientation and gender identity inclusive non-discrimination policy in your job postings and more. One of the issues, as mentioned that I have found, is that even though companies/employers may have these and may today do everything outlined here, it is darn difficult as a job seeker to find all the wonderful LGBTQ inclusive content.
OutBüro answers this problem as an employer branding platform geared specifically to highlight your workplace LGBTQ corporate equality efforts and activities allowing potential job seekers to easily see what a proactive, inclusive and welcoming LGBTQ employer you are. It has the most areas not only LGBTQ candidates are looking for but an attempt at demonstrating your company/organization’s full spectrum. We’ll further adapt as we get feedback.
OutBüro allows you to add the LinkedIn profiles of the HR recruiters who focus part-time or full-time on recruiting LGBTQ candidates. Also, you may link to any website, your own or others, that demonstrate your LGBTQ job seekers attraction activities such as career fairs and more. You may also link videos such as LGBTQ employee testimonials and other videos that support your LGBTQ active recruitment efforts as well as images, say photos of your table at career fairs, activities of your LGBTQ employee resource group and more.
LGBTQ employees in management
When employees who are part of the diversity sphere including LGBTQ are in positions of management it fosters a sense of belonging for other employees. In addition to adding the total number of employees to your OutBüro LGBTQ corporate equality employer listing, we recommend adding the total number of employees in management across all diversity categories. Then further as a subset, the number of out known LGBTQ employees who are in positions of management. Additionally, you may indicate the title of the highest-ranking LGBTQ employee and please provide a link to the individual’s LinkedIn profile as social proof.
LGBTQ community involvement
As part of your full picture, we have added the ability to link and show the LGBTQ owned businesses and non-profits/NGOs your company/organization supports/sponsors. Additionally, you may consider linking to videos, maybe LGBTQ conferences you sponsor and/or have a speaker at, webinars you are a part of and more.
If your company/organization sponsors any LGBTQ owned businesses and/or non-profits, you may indicate that is awesome. You should let the world know by adding them to your OutBüro LGBTQ employer branding listing.
They, in turn, may indicate you as a sponsor too.
Need funding or got funding?
As a source of funding you may indicate the types of funding you have available, the amount, a description of the types of companies/organizations that are an ideal fit, link to more information and upload files such as an application or brochure.
As an LGBTQ owned business or LGBTQ non-profits, you may indicate if you are seeking funding of any type, provide a description of what it would be for, who it will impact and the amount sought.
LGBTQ consumer inclusive marketing
OutBüro provides you the option to indicate if you are currently marketing your products or services in an LGBTQ inclusive manner percentage appropriate. In addition, the months that your marketing is active. Social proving is important, you may link to sites that demonstrate your LGBTQ inclusive marketing, link to videos, upload images, and PDF documents.
Proactively disclose policial contributions
OutBüro provides the location where your political contributions can be disclosed in a proactive manner both pro-LGBTQ and anti-LGBTQ. We added the anti-politician donations sections not to beat you up because we understand you don’t control who are in political positions that have influence over local, state/province and national laws that can benefit your company/organization. The idea is to disclose it here and make a statement and/or video about why those contributions needed to be done. This is ideal before the LGBTQ media and activist learn through other sources and frame the message. This allows you to get in front of the conversation in a positive manner alongside all the other pro-LGBTQ inclusive stuff you do setting it into context.
LGBTQ employer ratings/reviews monitoring
OutBüro for the employee is an LGBTQ employer ratings/reviews platform. We have lots of content on that to learn more. Our goal is to help you shine. The system allows your current and recent past employers to rate/review you on many LGBTQ specific factors and also feedback in several areas in while remaining anonymous.
Resources to assist your company/organization
GLAAD – Regarding Media
GLAAD rewrites the script for LGBTQ acceptance. As a dynamic media force, GLAAD tackles tough issues to shape the narrative and provoke dialogue that leads to cultural change. GLAAD protects all that has been accomplished and creates a world where everyone can live the life they love.
United Nations: Free & Equal
In July 2013, the Office of the United Nations High Commissioner for Human Rights (OHCHR) launched UN Free & Equal – an unprecedented global UN public information campaign aimed at promoting equal rights and fair treatment of LGBTI people. In 2017, UN Free & Equal reached 2.4 billion social media feeds around the world and generated a stream of widely shared materials – including powerful videos, impactful graphics, and plain-language fact sheets. Several campaign videos – including a popular Bollywood-themed clip “The Welcome” – rank among the most-watched videos ever produced by the United Nations. National UN Free & Equal campaigns and events have been organized in almost 30 countries, with visible support from UN, political, community and religious leaders and from celebrities in all regions of the world.
Out & Equal Workplace Advocates is the world’s premier nonprofit organization dedicated to achieving lesbian, gay, bisexual, transgender, and queer workplace equality.
We partner with Fortune 1000 companies and government agencies to provide executive leadership development, comprehensive training and consultation, and professional networking opportunities that build inclusive and welcoming work environments.
Pride At Work is a nonprofit organization that represents LGBTQ union members and their allies. We are an officially recognized constituency group of the AFL-CIO (American Federation of Labor & Congress of Industrial Organizations) that organizes mutual support between the organized Labor Movement and the LGBTQ Community to further social and economic justice. From our national office in Washington, DC, we coordinate and support more than 20 Chapters across the country.
We seek full equality for LGBTQ Workers in our workplaces and unions. We work towards creating a Labor Movement that cherishes diversity, encourages openness, and ensures safety & dignity. We aim to educate the LGBTQ community about the benefits of a union contract for LGBTQ working people and to build support and solidarity for the union movement in the LGBTQ community.
Through dialogue, education and thought leadership, Pride at Work Canada empower employers to build workplaces that celebrate all employees regardless of gender expression, gender identity, and sexual orientation. We help create safer, more inclusive workspaces that realize the full potential of all employees and bring down barriers to employment. Our learning, networking and community events happening across the country, celebrating and connecting the most inclusive Canadian employers.
We work with institutions to create inclusive and accepting cultures, to ensure institutions understand and value the huge benefits brought to them by LGBT people, and to empower institutions as advocates and agents of positive change. We will work with all organizations (including employers, schools, healthcare providers, sports organizations and religious institutions) to ensure they offer inclusive, equal and inspiring environments for LGBT people, and to empower them as advocates and agents of change in wider society. We will help institutions recognize the value of different perspectives, and the benefits these bring to employees, service users and members of the community. We will collaborate with local LGBT campaigners to help UK-based multinational employers extend their LGBT inclusion work to every country they have an influence in.
The Rainbow Tick is a national accreditation program for organizations that are committed to safe and inclusive practice, and service delivery for Lesbian, Gay, Bisexual, Transgender, and Intersex (LGBTI) people. Organizations wishing to receive a Rainbow Tick are required to undergo accreditation against the Rainbow Tick Standards, owned and developed by Rainbow Health Victoria (formerly GLHV).
If you need referrals of Diversity and Inclusion consultant with a specialty focus on the LGBTQ community please contact us.
Additionally, if you are aware of other resources no matter where in the world that helps employers promote on LGBTQ corporate equality we’d love to add them to this list and/or create a separate resource guide including them with these great organizations. Contact us with their website URL if they have one and if not whatever contact information you can provide.