X

Transparency in LGBT Communications

POSTED ON 
February 23, 2017

Last year, our CEO published a response (see below) to North Carolina's "bathroom bill." At the time, it was widely viewed as the most anti-LGBT law in the country (and in 2021, it hasn’t gotten much better).

Of course, the LGBT community faces a number of new challenges today. And while this order focused primarily on repealing protection for transgender students, this is a critical time to communicate with – and show your support to – your employees.

Engage Your ERGs/BRGs

Get your LGBT employee resource/employee advocacy groups involved in any communications you’re planning. They can advise on what sorts of concerns they’re hearing from their members. ERGs can also help shape messaging in the most sensitive way.

Policy Check

Be sure you understand the laws and regulations in your state, as well as your company’s anti-discrimination policies. And then, check yourself: do your company’s policies align with your values?

Of specific concern are rules about which bathroom transgender employees can use – it’s a question that all employers must consider and decide how to address. Again, this is where an employee resource group can be particularly helpful. ERGs can help advise on how all employees are feeling and how best to address questions and concerns.

Communicate

No matter what your company’s position or policies, you must communicate with your people. At a time when issues of inclusion and discrimination are top of mind for employees, companies must be transparent. This is your opportunity to reinforce your commitment to a diverse and inclusive work environment:

  • Ensure that your Diversity & Inclusion program and policies are ready for today's challenges
  • Invite open discussion and feedback
  • Ensure managers understand how to respond to and address issues in a sensitive and values-driven manner

Align Words and Actions

And most importantly, ensure that the company’s words match its actions. Once your company puts its stake in the ground in terms of its views and philosophies on diversity, make sure that all policies and business decisions align with those beliefs.  

For more bite-sized brilliance, subscribe to our monthly newsletter, the Inkwell, and follow us on LinkedIn and Twitter!

Jackie Berg
HEAD OF RESEARCH & BUSINESS DEVELOPMENT

You might also like

5 Easy Ways to Enhance the Virtual Onboarding Experience

Like many other companies, Brilliant Ink had to figure out how to recreate the connection and belonging of a typical onboarding experience in a completely remote world. Looking for inspiration? Here are 5 tips on how to make onboarding in a virtual world a success!

Read more
Ask the DEI Expert: Speaking Honestly & Leading with Heart

Communication at its root, and the actual Latin root of the word, is “finding common ground.” So, how can communicators create shared understanding in such chaotic times? We sat down with Andrew Blotky, founder of Azure Leadership, to explore how companies can speak honestly, walk the talk and lead from the heart.

Read more
7 Small Ways to Make a Big Impact on the Hiring Process

A great employee experience begins the moment a future employee looks at a job posting. We recently revamped our hiring process, seeking more equitable practices that aligned with our values and mission. Here are six insights and learnings to help take your process from great to brilliant!

Read more