How to be an LGBT ally at work
Sometimes the hardest thing with equalities issues is knowing how to take action. Campaigning may have raised your awareness and you know that there is injustice in society, or specifically the workplace – now what? With some issues, you may feel anxious about where your ‘place’ is, especially if you know you make up the majority, not the minority.
With this month being LGBT History month, let’s think about how you can be an ally to the cause.
First, what does being an ‘ally’ mean?
Stonewall’s glossary, which is amazing btw – check it out for all sexual orientation and gender identity issues, defines an ally as, ‘A (typically) straight and/or cis person who supports members of the LGBT community.’. I like to think of it as someone who is switched on and is committed to taking proactive steps to resolve injustice. They stand alongside those who do not have privilege and ensure that those who are disadvantaged get a ‘punt’ up to climb over the fence, if you will.
What can you do?
1. Educate yourself. It’s okay to be honest with yourself and say ‘hey, I really could do with understanding this issue more’. I really respect that. Have a read up about LGBT History month, read an autobiography of an LGBT figure, or listen to a podcast. Whatever way you feel most comfortable, get curious.
2. Ask. If you have an LGBT network at work or colleagues who define as LGBT, then reach out and say that you would like to support in some way. Some networks involve allies (note that some events are purely LGBT spaces) and find out if there is an event or campaign that you can support. Find out what would mean a lot to your peers and get on board.
3. Listen non-judgementally. Remember, empathy is different to sympathy. Offer a space without judgement to hear about the experiences and challenges that LGBT peers may face.
4. Language is power. Spend some time learning about inclusive language and be open to choosing different language. This topic can be overwhelming, but it is worthwhile. Some key first steps are not using stereotypical language and not assuming the gender of someone’s partner. Sign up to inclusive language training – and if it’s not on offer, ask for it!
5. Don’t be a bystander. The proof is in the pudding, as they say (my favourite pudding is chocolate cake or rhubarb crumble). If you hear language or see behaviour that contributes to stereotypes or could count as discrimination, then find your voice to safely challenge this. Even ‘banter’ can contribute to exclusionary cultures which means colleagues may not feel safe to bring their full self to work.
Great power lies with allies. It empowers people to take action to support what is ‘right’ and also gives space to be humble to be educated by those most affected. It shows courage and integrity as you are prepared to refuse to say, ‘that’s not my job’.
Inclusion starts and ends with all of us. Offer a helping hand this LGBT History month and beyond.
