LGBTIQA+ Inclusive Code of Conduct
Creating an LGBTIQA+ inclusive Code of Conduct for your business.
Why have a Code of Conduct?
A code of conduct is important because it clarifies an organisation’s mission and values and links them with standards of professional conduct and expected behaviour. In particular, a Code of Conduct that is inclusive of LGBTIQA+ people complements the values of the business and serves as an official commitment to employees, and potential employees, for creating an LGBTIQA+ inclusive and culturally safe organisation.
Research shows that LGBTIQA-supportive policies are linked to greater job commitment, increased job satisfaction, and better health outcomes among LGBTIQA+ employees.
Benefits include:
Higher engagement and productivity at work when people feel welcome and supported;
Increased profit from having a diverse, collaborative workplace;
Becoming an employer of choice and keeping good staff.
The templates below should be regarded as starting points. You should mix and match them where appropriate as well add your organisation’s specific values.
VALUE STATEMENT
A clear statement about the values of the business. This is a belief statement that should include a commitment to inclusion, diversity and creating a culturally safe space for LGBTIQA+ people.
Example 1: (simple, generic)
[Name of business] is committed to ensuring that every employee is treated with dignity and respect regardless of their ability, cultural background, religion, ethnicity, gender identity, intersex status or sexual orientation.
Example 2: (medium-size business)
[Name of business] is dedicated to providing a harassment-free environment for all employees, regardless of gender, gender identity and expression, sexual orientation, intersex status, disability, ethnicity, or religion. We do not tolerate bullying and harassment in any form.
We are committed to building a diverse and inclusive workplace. We pledge to cultivate a workplace culture that is safe, accessible, fosters inclusiveness, promotes diversity and celebrates the unique skills and qualities of all our employees.
Example 3: (events business)
For any event, program or activity created or facilitated by [name of business], we are committed to providing a welcoming and positive experience for all, regardless of cultural background, ethnicity, sexual orientation, intersex status, gender identity, or accessibility needs.
Example 4: (small business or startup)
[Name of business] is dedicated to creating an inclusive environment for everyone, regardless of cultural background, ethnicity, religion, disability, sexual orientation, intersex status, gender identity, as well as gender expression, parental status, marital status, neurodiversity, or physical appearance.
We’re united by [business name's] values, and we celebrate our unique differences. We believe that articulating our values and accountabilities to one another reinforces that respect and provides us with clear pathways to correct our culture should it ever stray. We commit to enforcing and developing this code as our team grows.
LGBTIQA+ POLICY
It’s important to establish strong anti-discriminatory policies in every aspect of your organisation and ensure that they are known across the workplace. Employees need to recognise that there is zero tolerance for any instances of homophobic, biphobic or transphobic related bullying or discrimination.
Example:
We commit to making our workplace a safe and welcoming place for lesbian, gay, bisexual, transgender and gender diverse, intersex, asexual and queer (LGBTIQA+) people to work and to live as their authentic selves, without judgement, without discrimination and free from harassment.
We understand that employment and workplace safety and visibility are important and we believe in supporting them as co-workers, employees and people.
EXPECTED BEHAVIOUR
A clear statement on how the business expects employees to behave.
Role of Employees:
Treat each other with dignity and respect, in doing so, you contribute to a workplace environment that is positive and safe where everyone feels welcome to work.
Commit to working with each other as equals on the basis of courtesy, mutual respect and goodwill.
Value diversity and endeavour to acknowledge, include and support diversity amongst colleagues and customers.
Use respectful and inclusive language by using correct pronouns for employees affirming their gender identity.
Deal with conflicts in a constructive manner and follow the agreed grievance procedures where necessary.
Follow the [business name] name policies and procedures.
Role of Managers:
Lead by example in providing a work environment that embraces inclusion, diversity and equality.
Cultivate an environment where LGBTIQA+ employees and customers are embraced and celebrated in the workplace.
Provide all employees with equal opportunity to apply for available jobs, flexible work arrangements and equal access to relevant training and development opportunities regardless of sexual orientation or gender identity.
Provide all employees with equal access to fair, prompt and confidential processes to deal with complaints and grievances.
Be a good role model by complying with [business name] policies and procedures.
NON-COMPLIANCE:
Where a breach of this Code of Conduct is reported and proven, remedial action will be taken by the [business name]. This may involve, for example, mediation, counselling, training, and/or reprimand in the case of unintentional and less serious breaches of the Code of Conduct. It may involve disciplinary action through to termination or dismissal in the case of repeated, intentional and/or serious breaches.
Your Code of Conduct is a living document. It should be reviewed every year or two so you can decide if it still reflects your business’ values or if you need to update it.
CULTIVATE a culture of respect:
In addition to having a well written inclusive Code of Conduct, it is equally valuable to work on cultivating a culture of respect in the workplace. This means that your organisation must create an environment where employees support each other and challenge stigma and discrimination.
This is particularly important if you don’t have any out LGBTIQA+ employees. Having a culture of respect and support for LGBTIQA+ employees will let them know it is a safe workplace to come out in and be an environment where they can bring their whole selves to work.
Cultivating a culture of respect can include:
Undergoing LGBTIQA+ awareness training for employees including front-facing staff, if applicable.
Updating your organisation’s policies and procedures, service provision and strategic planning to be inclusive of LGBTIQA+ employees, clients, customers and their needs.
Having posters, brochures, and other media (like rainbow flags, pins and lanyards) in the workplace that is openly affirming of LGBTIQA+ people. However, if you do encourage employees to wear rainbow lanyards or display rainbow flags at their desk, it’s important that they understand what this means and that they have the ability to champion the organisation’s LGBTIQA+ policies and put them into practice.
Working with and donating to LGBTIQA+ charities and causes, including allowing staff to volunteer time and do pro bono work.
Participating in IDAHOBIT and Wear IT Purple Day and ensuring the organisation and employees understand and embrace what these events signify.
Interested in LGBTIQA+ diversity and inclusion training for your organisation?
Check out our LGBTIQA+ 101 Training program called “Working with Rainbow Communities”.
