The Leader’s Toolkit: 5 Simple Actions that Promote Inclusion
As an organization’s leader, you have immense power to create a culture of inclusion in your space. Here are five simple actions you can take to promote inclusion for 2SLGBTQ+ identified staff and stakeholders.
Modelling Language
As a leader, it's essential to model inclusive language in your communication. This means using gender-neutral terms, avoiding stereotypes, and being mindful of the impact your words may have on others. An example of modelling language can be by introducing yourself with your name and pronouns at the start of a meeting, which then extends to others permission to do the same.
Challenging Assumptions
Oftentimes, members of the 2SLGBTQ+ community are assumed to be straight and/or cisgender until they come out. We encourage you to challenge the assumption that there are few or no members of the 2SLGBTQ+ community present in your space even if there are few who are “out.” Many folks hold multiple identities, so it is important not to assume who may or may not be a member of the community.
Infrastructure & Signage
Sometimes leaders feel limited by physical infrastructure in their space. For example, bathrooms might be created as gendered and there is little ability to construct an all-gender washroom. In these cases, signage can go a long way. A sign on a bathroom door that states all are welcome can make members of the 2SLGBTQ+ community feel much safer.
If putting up any office signage that declares your space is a “safe space” with a rainbow flag, we encourage you to ensure that all those who share the space are on board with the signage and welcoming to members of the 2SLGBTQ+ community. Sometimes, this signage can invite people to “out” themselves thinking that it is safe to do so, only to learn that certain folks sharing the space are not accepting.
Seek Out Feedback
Feedback is essential for growth and improvement, both at the individual and organizational levels. Make it a priority to seek out feedback from your team members, especially those from the 2SLGBTQ+ community. Actively listen to their experiences and concerns, and take meaningful action to address them. By incorporating diverse perspectives into your decision-making processes, you create a more inclusive and equitable workplace.
Provide Professional Development Opportunities
Recognize that conversations about 2SLGBTQ+ inclusion are not a one-time-thing, nor should they be relegated to June. Providing your team with ongoing opportunities to learn about the 2SLGBTQ+ community shows your staff how invested you are in inclusion.
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