All responsible games businesses must monitor and evaluate their diversity and inclusion efforts regularly to identify areas of improvement and make necessary changes. Here are some ways in which you can monitor and evaluate diversity and inclusion efforts with regards to LGBTQ+ employees…
Collect data on employee demographics: Employers should collect data on the sexual orientation and gender identity of their employees. This data can be used to identify any disparities or underrepresentation of LGBTQ+ employees in the workforce.
Conduct surveys and focus groups: Surveys and focus groups can help employers gather feedback from LGBTQ+ employees on their experiences in the workplace. This feedback can be used to identify areas of improvement and make necessary changes.
Review policies and procedures: Employers should review their policies and procedures to ensure that they are inclusive of LGBTQ+ employees. This includes policies on non-discrimination, harassment, and dress codes.
Analyse promotion and retention rates: Employers should analyse the promotion and retention rates of LGBTQ+ employees to identify any disparities or underrepresentation. This information can be used to develop strategies to improve career development and advancement opportunities for LGBTQ+ employees.
Seek input from LGBTQ+ advocacy groups: Employers can partner with LGBTQ+ advocacy groups or organisations to gain insight and feedback on their diversity and inclusion efforts. These groups can provide valuable resources and expertise on creating a more inclusive workplace culture.
Once employers have collected and analysed this data, they can make necessary changes to improve the workplace culture and support systems for LGBTQ+ employees. Some ways to make these changes include:
Implement training and education programmes: Employers can implement training and education programs to raise awareness and understanding of LGBTQ+ issues among all employees. These programs can help create a more inclusive workplace culture and prevent discrimination and harassment.
Offer benefits and support systems: Employers can offer benefits and support systems that are inclusive of LGBTQ+ employees. This includes offering healthcare benefits that cover gender transition-related care and providing access to LGBTQ+ support groups or employee resource groups.
Develop recruitment and retention strategies: Employers can develop recruitment and retention strategies that prioritise diversity and inclusion. This includes actively recruiting LGBTQ+ candidates and creating development and advancement opportunities for LGBTQ+ employees.
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