According to a recent report, nearly half of LGBTQ+ workers have faced some form of discrimination in their career. For many LGBTQ+ identifying people, feeling accepted and comfortable enough to show up authentically in the workplace, doesn’t always come readily. Joining a new workplace can be intimidating, particularly if a person doesn’t feel reassured by the organisation’s commitment to inclusion. As someone who identifies as Bi, I’ve had to ‘come out’ multiple times over the last decade – to new bosses, colleagues and even hiring managers. And in that time, I’ve noticed how employers could have made this process easier for me. From showing LGBTQ+ representation on their careers website, to using inclusive gender-neutral language in policies, to providing support.

The key is to approach campaigns with genuine empathy in communication. Notable LGBTQ+ dates such as National Coming Out Day, Trans Awareness Week and LGBTQ+ history month can serve as a fantastic opportunity to showcase your inclusive culture. Show us, and all potential candidates, what you’re doing to remove barriers for LGBTQ+ talent and how you’re helping employees feel seen, heard, and reassured. We know that candidates want to see real stories from employees sharing their experiences at inclusive workplaces. So, to help you out, here are just a few tips to approaching your target audience in an appropriate and meaningful way:

Top 5 ways to build inclusive LGBTQ+ campaigns in the workplace

1. Provide robust support systems: Before launching an LGBTQ+ campaign, ensure robust support systems are in place, including mental health resources, LGBTQ+ employee resource groups (ERGs), and trained allies. Additionally, ensure your online platforms communicate your company’s commitment to LGBTQ+ inclusion through clear policies and practices. This can include having a visible anti-discrimination policy, information about LGBTQ+ ERGs, and links to relevant support resources.
2. Use inclusive and affirming language: Language shapes how LGBTQ+ campaigns are perceived, so use inclusive, affirming terms that avoid assumptions about gender, orientation, or relationship status. For example, use "partner" instead of "husband" or "wife," unless the individual prefers otherwise. Be mindful of pronouns and offer employees the option to share them if comfortable. Training on inclusive language ensures all employees feel respected and valued, both in campaigns and daily interactions
3. Engage in ethical storytelling: Authentic storytelling helps build trust and demonstrates genuine support. Use your platforms to highlight real stories and experiences of LGBTQ+ employees and community members. This also means highlighting voices across the LGBTQ+ spectrum – like encouraging voices from the bi and trans community who have historically been sidelined. Share their successes, challenges, and perspectives in a way that values and empowers them.
4. Respect privacy and autonomy: Inclusive LGBTQ+ campaigns begin with respecting the privacy and autonomy of every individual. If you wish to include LGBTQ+ employees in your campaign, ensure that participation in any initiative is entirely voluntary and that employees know they can opt-out without fear of judgement or repercussions. Additionally, consider creating anonymous platforms for those who want to share their stories without revealing their identities. This approach respects individual boundaries while still contributing to the broader conversation.
5. Audit for inclusivity: Regularly review your website and social media channels to ensure they reflect inclusive practices and LGBTQ+ representation. Visual and written content should avoid stereotyping. This includes checking that your imagery, language, and content authentically represent diverse LGBTQ+ experiences and identities. Discover ThirtyThree’s comprehensive DE&I audit, designed to help organisations improve their communications and showcase their commitment to DE&I. Learn more here: https://www.thirtythr.ee/products/unlocked

Inclusive approaches are essential to attracting and keeping diverse talent. 
If you need support with your next campaign, contact us at diversity@thirtythree.co.uk.