It’s Pride Month! Let’s talk about how you can support your LGBTQ+ colleagues in construction and make the sector a more inclusive and diverse space.
1. Educate your employees/fellow colleagues
The first step towards fostering LGBTQ+ inclusion is to provide education and
training to all employees. Conduct workshops, seminars, or diversity training
programs that focus on LGBTQ+ issues, terminology, and sensitisation. By
increasing awareness and understanding, you can help eliminate biases,
stereotypes, and misconceptions. Additionally, educate colleagues on the
importance of using inclusive language and respectful behaviour towards LGBTQ+
Individuals.
2. Implement non-discrimination policies
To create an inclusive workplace, it is essential to have clear non-discrimination policies in place that explicitly include sexual orientation, gender identity, and gender expression. These policies should be communicated to all employees, contractors, and subcontractors. Emphasise that discrimination or harassment based on LGBTQ+ status will not be tolerated and provide channels for reporting and addressing any incidents. Ensure that these policies are consistently enforced and that all complaints are taken seriously.
3. Establish LGBTQ+ Affinity Groups
Encourage the formation of LGBTQ+ affinity groups or employee resource groups (ERGs) within your construction company. These groups provide a platform for LGBTQ+ employees to connect, share experiences, and offer support to each other. By taking initiative, you demonstrate your commitment to LGBTQ+ inclusion and create a sense of belonging for LGBTQ+ employees.
4. Collaborate with LGBTQ+ organisations:
Work with LGBTQ+ organisations and non-profits that promote equality and inclusion in the workplace. Engage in community outreach initiatives and participate in LGBTQ+ events, such as Pride parades or conferences. By collaborating with these organisations, you can access valuable resources, gain insights, and contribute to creating a more inclusive industry. This collaboration also sends a positive message to both potential and current LGBTQ+ employees.
5. Promote LGBTQ+ visibility and leadership:
Visibility and representation matter. Actively promote and celebrate LGBTQ+ individuals in your construction company by featuring their stories, achievements, and contributions. Highlight LGBTQ+ employees in company newsletters, website profiles, and social media platforms. It’s also a good idea to create opportunities for LGBTQ+ employees to take on leadership roles and participate in decision-making processes. This not only empowers LGBTQ+ individuals but also encourages others to follow suit, creating a culture of
inclusivity and acceptance.
Here at Pillar Partnership, we believe that having a talented and diverse workforce is imperative to a company’s growth. That’s why inclusivity is at the heart of our recruitment process, and we strive to make our exciting range of roles in the built environment sector accessible to all who are interested.
Get in touch with our friendly team on 0203 856 4048 today to find out more about our current opportunities!
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