What is the role of companies in LGBTQIA+ inclusion in the job market?

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Each company must assume its role and work on inclusion in the workplace. It is not enough to simply take action on the subject once a year and ignore the issue the rest of the time. What organizations lack most is a firm and coherent stance on the subject. Check out some actions that combine speech and practice that can be carried out in your company in favor of inclusion and diversity: Organizational culture focused on diversity When we are talking about inclusion and diversity in the workplace, these must be values ​​rooted in the company's culture. It is important that everyone who relates to the organization in some way recognizes that it is a place that raises this flag. Sporadic and one-off actions do not bring consistent results, so one of the first steps should be to review the organizational culture. How are people in the company conditioned to act, speak, think and conduct their day-to-day work? If diversity and inclusion are not rooted here, then no action will be efficient. Blind selection process When we are talking about the need to give equal chances to all candidates for a vacancy, unfortunately, unconscious biases often get in the way when recruiting.

To ensure impartiality at the time of selection, many companies have adopted the blind selection process , in which information such as age, gender, race are hidden at the time so that the recruiter does not allow themselves to be led by prejudices and stereotypes. Therefore, only attributes and skills that are truly relevant to the position and function in question are evaluated. Information and dialogue with all employees Another important point is access to information and dialogue about the LGBTQIA+ public. It is necessary that the subject is not treated as taboo but discussed openly among all DM Databases employees. It is up to the company to promote conversations on the topic to break down prejudices and stereotypes that still hinder these people's daily work. For this action, it may be interesting: create a Diversity Committee; invite different professionals to address the subject in informative lectures, such as psychologists and also an LGBTQIA+ person with an aspirational story. Actions that encourage diversity But it is clear that just talking is not the way to truly promote inclusion in companies, we also need to act.



To do this, it is necessary to think about strategic actions, for example, something related to LGBTQIA+ pride month. It is valid for the organization to take a position and create some actions to promote the issue during this period. In addition to internal actions with employees, the company can also carry out campaigns on social media and other channels to position itself with the external public. Psychological support As previously mentioned, the mental health of LGBTQIA+ people suffers severe impacts from prejudice. When there is a case of discrimination in the workplace, the company needs to take a stand and take action regarding what happened. Offering psychological support is one of the initiatives that can contribute to a healthier day-to-day work for the LGBTQIA+ public, but it is also important for other employees to work on issues related to prejudice and taboos on the subject. Therefore, it is a smart strategy for companies to offer psychotherapy as a corporate benefit to employees. With partners like Vittude Corporate , it is possible to provide psychological assistance to employees in a simple and accessible way.