Start by educating yourself on the LGBTQ+ community before spreading awareness across your team (irrespective of rank or level). This helps in building a culture of inclusiveness and belonging. Encourage LGBTQ+ people in your team to share their personal stories to the larger group, only if they are open to doing so. Support LGBTQ+ initiatives run by your DE&I team, and then volunteer for these programs, which can even end up with you leading some of them. Every person can contribute to being inclusive irrespective of their level of experience.

Embracing inclusive language is like unlocking a door to diversity and respect in the workplace. It's simple yet transformative. By choosing words carefully, you're not just talking the talk; you're walking the walk towards genuine inclusivity. Make it the norm, not the exception.

I embrace gender-neutral terms, avoiding assumptions about individuals' sexual orientations or identities. I advocate for and implement policies explicitly protecting against discrimination based on sexual orientation or gender identity. I foster open communication, encouraging diverse perspectives, and provide educational resources to promote understanding. I celebrate LGBTQ+ milestones and events, demonstrating my commitment to inclusivity. I ensure that healthcare benefits and facilities are LGBTQ+-friendly, affirming the diverse needs of my workforce. By actively promoting inclusivity in both language and policies, I contribute to a workplace where everyone feels valued and respected.

Here is a small checklist to get you started: •Educate yourself on LGBTQ+ terminology, identities, and issues. •Attend training, workshops, seminars, and/or webinars that focus on LGBTQ+ inclusion and diversity. •Connect with local LGBTQ+ organizations or advocacy groups. Attend their events, workshops, or panel discussions to gain a deeper understanding of the issues faced by the community. •Regularly read and share relevant articles, videos, or podcasts with your colleagues •Collaborate with LGBTQ+ employee resource groups (ERGs) within your organization. •Use inclusive language, respect individuals' pronouns, and challenge discriminatory behavior when you witness it. •Encourage open dialogue. Being LGBTQ+ isnt taboo.

Nurture a culture of curiosity and enquiry. Organise lunchtime gatherings where staff can mingle and get to know each other. Do this a few times and let the gathering grow orgnically

I actively engage in D&I programs, advocating for equal opportunities and fair treatment. By openly endorsing LGBTQ+ initiatives, I send a clear message of acceptance and support to all employees. I also ensure that workplace policies explicitly prohibit discrimination based on sexual orientation or gender identity. This helps create a safe and inclusive space for everyone. Additionally, I encourage open communication, providing channels for employees to share their experiences and concerns. Embracing diversity in training programs and educational initiatives further reinforces the importance of LGBTQ+ inclusion. In team-building activities, I promote a culture of respect and celebrate the unique contributions of each individual.

- Assess the “now”, sentiment of lgbtq+ & non-lgbtq+ employee, how they feel, what the organization misses and what to do - Ideate the policy, guideline, practices in all levels from executive teams to operational levels. - Activate the culture of inclusion and communicate the impact NOT ONLY activities - redo from 1-3 again and again to make sure the sentiment is at the level you feel right

- I actively promote diversity through awareness programs, training sessions, and accessible resources. - I ensure that our policies explicitly support LGBTQ+ rights and non-discrimination. - Regularly seeking feedback and valuing diverse perspectives helps create a sense of inclusion. - Celebrating Pride Month and other LGBTQ+ milestones demonstrates our commitment to equality. - Providing support networks, like employee resource groups, fosters connections and camaraderie. - By consistently championing acceptance and understanding, I strive to make our workplace a safe and affirming space for everyone.

- I foster an inclusive workplace by promoting open communication channels, encouraging employees to share their experiences and suggestions. - By listening attentively and responding to concerns, I demonstrate a commitment to understanding diverse perspectives. - Implementing visible support mechanisms, such as LGBTQ+ resource groups or ally programs, reinforces inclusivity. - Regularly reviewing policies and practices ensures they align with diversity and inclusion goals, addressing any potential biases. - Celebrating LGBTQ+ milestones and awareness events helps create a positive atmosphere. Ultimately, my dedication to creating a supportive workplace for everyone drives a culture of continuous improvement and openness.

When welcoming new employees belonging to the LGBTQ+ communities, don't try to make them feel different but normally a part of you. Inclusion is a great tactic to avoid the gaps. If you already have someone on your team from the community, ask them for suggestions to make the environment more friendly and warm for the new employees. Holding activity weekends, apart from regular work days, is a great therapy for all the employees and everyone feels like a family.

These are great ways to create a welcoming environment, but the most impactful from my experience is to show genuine interest in the person. Often times people will show support to marginalized groups through diversity initiatives or special events, but tend to shy away from real connection, however this is where real relationships are formed and there are few things as welcoming as a true friend.

I read a great post today that shared the idea that caring for people doesn't have to do with politics. It does have everything to do with the relationships you have with others and how you either foster them or don't. Making real connections with people, supporting them, and receiving this effort in return is what builds a great culture. The tools, trainings, workshops, etc. a company puts together help drive this behavior within individuals. The action or inaction individuals take to connect with one another are what matter most!

I strongly agree with this example of practice: “Educating others means sharing your knowledge and insights with your project team and your organization, and challenging any misinformation, bias, or discrimination that you encounter. “ Although I haven’t find the important key starting point to get understanding and connection. Any difficult situation that community of any kind can face is universal and should be explained as a universal matter that can apply to anyone at anytime.