--- title: 10 Ways to Promote a Culture of Respect and Belonging for LGBTQ+ Employees description: We are helping our partners align their ambitions with clear, actionable plans to hire more inclusively and keep the diverse talent they hire image: https://www.manpowergroupusa.com/hubfs/MicrosoftTeams-image%20(8).png --- [![ManpowerGroup Web Horizontal Logo for Light Background](https://www.manpowergroupusa.com/hs-fs/hubfs/ManpowerGroup%20Web%20Horizontal%20Logo%20for%20Light%20Background.png?width=150&height=27&name=ManpowerGroup%20Web%20Horizontal%20Logo%20for%20Light%20Background.png "ManpowerGroup Web Horizontal Logo for Light Background")](https://manpowergroup.com) [![Manpower Web Horizontal Logo for Light Background-2](https://www.manpowergroupusa.com/hs-fs/hubfs/Manpower%20Web%20Horizontal%20Logo%20for%20Light%20Background-2.png?width=150&height=28&name=Manpower%20Web%20Horizontal%20Logo%20for%20Light%20Background-2.png "Manpower Web Horizontal Logo for Light Background-2")](https://www.manpowergroupusa.com/manpower) [![Experis Logo Horizontal Transparent](https://www.manpowergroupusa.com/hs-fs/hubfs/Experis%20Logo%20Horizontal%20Transparent.png?width=100&height=37&name=Experis%20Logo%20Horizontal%20Transparent.png "Experis Logo Horizontal Transparent")](https://www.experis.com) [![ManpowerGroup Talent Solutions Reduced Size Web Horizontal Logo for Black Background](https://www.manpowergroupusa.com/hs-fs/hubfs/ManpowerGroup%20Talent%20Solutions%20Reduced%20Size%20Web%20Horizontal%20Logo%20for%20Black%20Background.png?width=150&height=31&name=ManpowerGroup%20Talent%20Solutions%20Reduced%20Size%20Web%20Horizontal%20Logo%20for%20Black%20Background.png "ManpowerGroup Talent Solutions Reduced Size Web Horizontal Logo for Black Background")](https://talentsolutions.manpowergroup.com) [![JF_BE_Logo_SS_HOR_MC_RGB_REG-4](https://www.manpowergroupusa.com/hs-fs/hubfs/JF_BE_Logo_SS_HOR_MC_RGB_REG-4.png?width=150&height=30&name=JF_BE_Logo_SS_HOR_MC_RGB_REG-4.png "JF_BE_Logo_SS_HOR_MC_RGB_REG-4")](https://www.manpowergroupusa.com/jefferson-wells) Insights # 10 Ways to Promote a Culture of Respect and Belonging for LGBTQ+ Employees - June 1, 2021 - | - [Emerging Insights](https://www.manpowergroupusa.com/insights/tag/emerging-insights), - [human resources](https://www.manpowergroupusa.com/insights/tag/human-resources), - [HR](https://www.manpowergroupusa.com/insights/tag/hr), - [ManpowerGroup](https://www.manpowergroupusa.com/insights/tag/manpowergroup) - | - 4 min read ![Rebecca Croucher](https://www.manpowergroupusa.com/hubfs/rebecca%20croucher%20headshot.jpg) [ Rebecca Croucher ](https://www.manpowergroupusa.com/insights/author/rebecca-croucher) SHARE | - - - Home 1. [ManpowerGroup Insights](https://www.manpowergroupusa.com/insights) 2. 10 Ways to Promote a Culture of Respect and Belonging for LGBTQ+ Employees Pride Month is widely recognized as a time to celebrate diversity and inclusion and show allyship to members of the lesbian, gay, bi, trans and queer (LGBTQ+) community. For organizations and businesses around the world, it’s also a reminder that we need to hit the accelerator on making workplaces welcoming for all. As we work with our ManpowerGroup clients we help our partners align their ambitions with clear, actionable plans to hire more inclusively and keep the diverse talent they hire. Here are 10 ways to start (Also be sure to download the [LGBTQ+ Inclusive #WordsatWork Guide](https://workforce-resources.manpowergroup.com/infographics/lgbtq-inclusive-words-at-work-guide) to learn about proper pronoun usage and more): 1. Do your research. Start with the United Nations Human Rights Office’s [Standards of Conduct.](https://www.unfe.org/wp-content/uploads/2017/09/UN-Standards-of-Conduct.pdf) Reflecting the input of hundreds of companies across diverse sectors, it offers guidance on how to respect and support the rights of LGBTQ+ people in the workplace, marketplace and community. 2. Develop an effective corporate diversity, equity and inclusion (DEI) policy. Your policy should articulate your commitments and clearly reference sexual orientation, gender identity and expression, and sex characteristics/intersex status. It should also explain your company’s responsibilities and employees’ responsibilities, and outline what will happen if that policy is violated. Our own[ Inclusion and Support toolkit ](https://manpowergroupapps.sharepoint.com/sites/US-MYnet/diversity-and-inclusion)is a great place to start. 3. Ensure buy-in from employees and management, including commitments to take the DEI strategy forward. Expand employees’ soft skills in empathy by exposing them to other points of view and perspectives. Regularly train them on DEI, ensure they’re familiar with your policy, and consider incentivizing leaders by hard coding their commitments into performance frameworks. 4. Leverage technology to establish best practices. DEI technology now exists to support your company with policies and practices, provide timely analytics, identify and reduce bias, introduce greater transparency and visibility, and support employee training. Download the World Economic Forum’s [Diversity, Equity and Inclusion 4.0 toolkit](https://www.weforum.org/reports/diversity-equity-and-inclusion-4-0-a-toolkit-for-leaders-to-accelerate-social-progress-in-the-future-of-work) to explore all the opportunities and accountabilities now afforded by tech. 5. Create a culture of [conscious inclusion.](https://workforce-resources.manpowergroup.com/white-papers/7-steps-to-conscious-inclusion-2) A welcoming workplace is one where people with different demographic and psychological backgrounds feel seen, heard and valued—not by blending in, but by providing a different perspective to reduce the homogeneity of attitudes, values and beliefs. This also keeps groupthink and decision-making biases in check. If your organization is serious about allyship and equal opportunity for LGBTQ+ employees, you must go beyond programs. To truly change culture, take proactive steps to promote a diverse pool of candidates for senior leadership and board positions, and train and incentivize managers and employees on what it means to be inclusive. 6. Appoint leaders with these three characteristics. A change in culture starts from the top. If your organization is serious about its DEI policy, start by building a diverse leadership team within your organization. Make sure people with higher levels of curiosity, humility and courage are not overlooked. Ideally, you want leaders who demonstrate a passion for learning, humility to admit when they make mistakes and speak out against injustices. 7. Build an LGBTQ+ support network. For pro-LGBTQ+ policies to be effective in attracting and retaining LGBTQ+ employees, your company’s efforts should have high visibility. For example, support efforts by LGBTQ+ employees to create their own staff groups and extend the same opportunities to them for extracurricular activities as you would to any other group. 8. Take it to the community. Partnerships with local LGBTQ+ groups, such as youth centers, community centers, advocacy groups and charities, exhibit long-term commitment to LGBTQ+ employees. This can also help your company better understand the challenges those employees face, informing your corporate policymaking and providing a way for your company to support positive social change. 9. Listen, apologize and learn from your mistakes. Odds are that you will make mistakes along the way. If you’ve been called out for a microagression or an act of exclusion toward an LGBTQ+ colleague or employee, it’s important to respond with compassion, concern and humility. Make the other person feel heard, sincerely apologize, and don’t make it about you. 10. Set targets and track your progress. Your company’s key decision-makers should receive regular progress reports on DEI efforts, including updates on employee experience and engagement levels. Assign a senior-level officer to oversee and direct DEI initiatives, education and training. What gets measured gets done. At ManpowerGroup, we believe businesses have the responsibility to be a positive contributor to societal change. That means intentionally building diverse and inclusive workplaces and hiring the best employees based on talent without discrimination. Not only is this the right thing to do, but studies repeatedly show that inclusive practices have a positive impact on your bottom line. - [Emerging Insights](https://www.manpowergroupusa.com/insights/tag/emerging-insights), - [human resources](https://www.manpowergroupusa.com/insights/tag/human-resources), - [HR](https://www.manpowergroupusa.com/insights/tag/hr), - [ManpowerGroup](https://www.manpowergroupusa.com/insights/tag/manpowergroup) Pride Month is widely recognized as a time to celebrate diversity and inclusion and show allyship to members of the lesbian, gay, bi, trans and queer (LGBTQ+) community. For organizations and businesses around the world, it’s also a reminder that we need to hit the accelerator on making workplaces welcoming for all. As we work with our ManpowerGroup clients we help our partners align their ambitions with clear, actionable plans to hire more inclusively and keep the diverse talent they hire. Here are 10 ways to start (Also be sure to download the LGBTQ+ Inclusive #WordsatWork Guide to learn about proper pronoun usage and more): 1. Do your research. Start with the United Nations Human Rights Office’s Standards of Conduct. Reflecting the input of hundreds of companies across diverse sectors, it offers guidance on how to respect and support the rights of LGBTQ+ people in the workplace, marketplace and community. 2. Develop an effective corporate diversity, equity and inclusion (DEI) policy. Your policy should articulate your commitments and clearly reference sexual orientation, gender identity and expression, and sex characteristics/intersex status. It should also explain your company’s responsibilities and employees’ responsibilities, and outline what will happen if that policy is violated. Our own Inclusion and Support toolkit is a great place to start. 3. Ensure buy-in from employees and management, including commitments to take the DEI strategy forward. Expand employees’ soft skills in empathy by exposing them to other points of view and perspectives. Regularly train them on DEI, ensure they’re familiar with your policy, and consider incentivizing leaders by hard coding their commitments into performance frameworks. 4. Leverage technology to establish best practices. DEI technology now exists to support your company with policies and practices, provide timely analytics, identify and reduce bias, introduce greater transparency and visibility, and support employee training. Download the World Economic Forum’s Diversity, Equity and Inclusion 4.0 toolkit to explore all the opportunities and accountabilities now afforded by tech. 5. Create a culture of conscious inclusion. A welcoming workplace is one where people with different demographic and psychological backgrounds feel seen, heard and valued—not by blending in, but by providing a different perspective to reduce the homogeneity of attitudes, values and beliefs. This also keeps groupthink and decision-making biases in check. If your organization is serious about allyship and equal opportunity for LGBTQ+ employees, you must go beyond programs. To truly change culture, take proactive steps to promote a diverse pool of candidates for senior leadership and board positions, and train and incentivize managers and employees on what it means to be inclusive. 6. Appoint leaders with these three characteristics. A change in culture starts from the top. If your organization is serious about its DEI policy, start by building a diverse leadership team within your organization. Make sure people with higher levels of curiosity, humility and courage are not overlooked. Ideally, you want leaders who demonstrate a passion for learning, humility to admit when they make mistakes and speak out against injustices. 7. Build an LGBTQ+ support network. For pro-LGBTQ+ policies to be effective in attracting and retaining LGBTQ+ employees, your company’s efforts should have high visibility. For example, support efforts by LGBTQ+ employees to create their own staff groups and extend the same opportunities to them for extracurricular activities as you would to any other group. 8. Take it to the community. Partnerships with local LGBTQ+ groups, such as youth centers, community centers, advocacy groups and charities, exhibit long-term commitment to LGBTQ+ employees. This can also help your company better understand the challenges those employees face, informing your corporate policymaking and providing a way for your company to support positive social change. 9. Listen, apologize and learn from your mistakes. Odds are that you will make mistakes along the way. If you’ve been called out for a microagression or an act of exclusion toward an LGBTQ+ colleague or employee, it’s important to respond with compassion, concern and humility. Make the other person feel heard, sincerely apologize, and don’t make it about you. 10. Set targets and track your progress. Your company’s key decision-makers should receive regular progress reports on DEI efforts, including updates on employee experience and engagement levels. Assign a senior-level officer to oversee and direct DEI initiatives, education and training. What gets measured gets done. At ManpowerGroup, we believe businesses have the responsibility to be a positive contributor to societal change. That means intentionally building diverse and inclusive workplaces and hiring the best employees based on talent without discrimination. Not only is this the right thing to do, but studies repeatedly show that inclusive practices have a positive impact on your bottom line. ** ** --- ###### PREVIOUS STORY [** 7 Characteristics of a Great Staffing Partner ](https://www.manpowergroupusa.com/insights/7-characteristics-of-a-great-staffing-partner) [**](https://www.manpowergroupusa.com/insights) ###### NEXT STORY [Why Calculating Your Total Workforce Cost Should Be the First Step to Lowering It ** ](https://www.manpowergroupusa.com/insights/calculating-your-total-workforce-cost) ## You May Also Like These Stories on Manpower [![The Employment Outlook Survey for Q1 2024 Explained](https://www.manpowergroupusa.com/hs-fs/hubfs/Q1-2024-WebBanner-1920x550-1%20(1).jpg?length=800&name=Q1-2024-WebBanner-1920x550-1%20(1).jpg) ](https://www.manpowergroupusa.com/insights/q1-2024-employment-outlook-explained) [ManpowerGroup](https://www.manpowergroupusa.com/insights/tag/manpowergroup), [MEOS](https://www.manpowergroupusa.com/insights/tag/meos), [Data](https://www.manpowergroupusa.com/insights/tag/data) ### [ The Employment Outlook Survey for Q1 2024 Explained ](https://www.manpowergroupusa.com/insights/q1-2024-employment-outlook-explained) December 12, 2023 As the year draws to a close and we look forward to 2024, we’re pleased to report that the employment outlook for Q1 is... [![The Employment Outlook Survey for Q4 2023 Explained](https://www.manpowergroupusa.com/hs-fs/hubfs/MEOS_Q4_US-HubspotBanner-2_858x241.png?length=800&name=MEOS_Q4_US-HubspotBanner-2_858x241.png) ](https://www.manpowergroupusa.com/insights/q4-2023-employment-outlook-explained) [ManpowerGroup](https://www.manpowergroupusa.com/insights/tag/manpowergroup), [MEOS](https://www.manpowergroupusa.com/insights/tag/meos), [Data](https://www.manpowergroupusa.com/insights/tag/data) ### [ The Employment Outlook Survey for Q4 2023 Explained ](https://www.manpowergroupusa.com/insights/q4-2023-employment-outlook-explained) September 19, 2023 Our quarterly employment outlook survey is out and despite the talent shortage, inflation and a low U.S. unemployment... [![The Employment Outlook Survey for Q2 2024 Explained](https://www.manpowergroupusa.com/hs-fs/hubfs/MPG_MEOS_LandingPg-bkg1920x550_2Q24%20(1).png?length=800&name=MPG_MEOS_LandingPg-bkg1920x550_2Q24%20(1).png) ](https://www.manpowergroupusa.com/insights/q2-2024-employment-outlook-explained) [ManpowerGroup](https://www.manpowergroupusa.com/insights/tag/manpowergroup), [MEOS](https://www.manpowergroupusa.com/insights/tag/meos), [Data](https://www.manpowergroupusa.com/insights/tag/data) ### [ The Employment Outlook Survey for Q2 2024 Explained ](https://www.manpowergroupusa.com/insights/q2-2024-employment-outlook-explained) March 12, 2024 Spring is in the air, and we’re pleased to report that growth is in the forecast. Based on our quarterly ManpowerGroup... ManpowerGroup Insights ### Subscribe by Email ## Comments [![ManpowerGroup](https://www.manpowergroupusa.com/hubfs/DMP_CA/footer-manpowergroup-logo.svg "ManpowerGroup")](https://manpowergroup.com/) [![Manpower](https://www.manpowergroupusa.com/hubfs/DMP_CA/footer-manpower-logo.svg "Manpower")](https://www.manpowergroupusa.com/manpower) [![Experis](https://www.manpowergroupusa.com/hubfs/DMP_CA/footer-experis-logo.svg "Experis")](https://www.experis.com) [![TS](https://www.manpowergroupusa.com/hs-fs/hubfs/TS_Logo_RGB_STK_dark_bkgrnd-1.png?width=1028&height=1335&name=TS_Logo_RGB_STK_dark_bkgrnd-1.png "TS")](https://talentsolutions.manpowergroup.com/) ManpowerGroup® (NYSE: MAN), the leading global workforce solutions company, helps organizations transform in a fast-changing world of work by sourcing, assessing, developing and managing the talent that enables them to win. We develop innovative solutions for hundreds of thousands of organizations every year, providing them with skilled talent while finding meaningful, sustainable employment for millions of people across a wide range of industries and skills. Our expert family of brands – Manpower, Experis and Talent Solutions – creates substantial value for candidates and clients across more than 75 countries and territories and has done so for over 70 years. We are recognized consistently for our diversity – as a best place to work for Women, Inclusion, Equality and Disability and in 2026 ManpowerGroup was named one of the World's Most Ethical Companies for the 15th year – all confirming our position as the brand of choice for in-demand talent. By using this website, you consent to the real-time collection, storage, use and sharing of information on your device or provided by you (such as mouse movements and clicks) by ManpowerGroup Inc. and/or its third-party providers. © 2026 ManpowerGroup - all rights reserved. | [Terms of Use ](https://www.manpowergroupusa.com/terms-of-use)   |    [Accessibility Policy ](https://www.manpowergroupusa.com/accessibility-policy)   |    [Cookie Policy](https://www.manpowergroupusa.com/cookie-policy)   |    [Privacy Policy ](https://www.manpowergroupusa.com/privacy-policy?hsLang=en) |  [North America Privacy Policy](https://www.manpowergroupusa.com/policies/north-america) [![TRUSTe](https://privacy-policy.truste.com/privacy-seal/seal?rid=e835f694-01d1-4f5a-8afc-92a721acff1d)](https://privacy.truste.com/privacy-seal/validation?rid=e835f694-01d1-4f5a-8afc-92a721acff1d) [Follow us on Facebook ](https://www.facebook.com/256121737834) [Follow us on Linkedin ](https://www.linkedin.com/company/2312083) [Follow us on Instagram ](https://instagram.com/manpowerus)