Beyond Compliance: Implementing LGBTQIA+ Policies That Go the Extra Mile
Family Friendly New Mexico believes in the power of inclusive workplace policies that uplift the LGBTQIA+ community. To center equity in our organization, we look to support New Mexico employers who are committed to implementing policies that address systemic inequalities and promote diversity and inclusion.
We are committed to creating a safe and inclusive work environment for all employees. The family friendly award program works with New Mexico employers who are committed to family friendly workplaces. Policies we recognize in our award program and support with resources include measures such as pay equity, flexible working arrangements, bias training, and diverse hiring practices. We understand that embracing diversity and fostering an inclusive workplace benefits everyone and leads to better innovation and collaboration.
When employers regularly assess and adjust policies, and prioritize the well-being and success of the LGBTQIA+ community, they promote a fair and equitable workplace and create an environment where everyone feels valued, respected, and able to bring their authentic selves to work.
These NM Employers are committed to family friendly workplaces and have highlighted the benefits they provide to ensure belonging for their LGBTQIA+ employees. We celebrate and recognize them this month (and every month) for their commitment to equality;
- Betty’s Bath & Day Spa
- Central New Mexico Community College
- Kairos Power, LLC
- Los Alamos National Laboratory
- Native American Professional Parent Resources (NAPPR), Inc.
- New Mexico State University
- San Juan College
- Thornburg Investment Management
Now is not the time to pull back on your support and resources for the LGBTQIA+. Now is the time to double down! Here are some suggested best practices to support your work force;
Do these things first:
- Familiarize yourself with the EEOC protections for LGBTQIA+ workers, immediately and effectively address anti-LGBTQIA+ remarks, actions, and conduct in the workplace
- Allocate budget toward LGBTQIA+ inclusion initiatives (leadership should make this a priority)
- Offer an employee resource group
- Use inclusive language in policies and activities involving employee relationships and family (specify each when appropriate; sexual orientation, gender expression, gender identity)
- Clarify that all employees are legally required to have access to restrooms and locker rooms corresponding to their gender identity
- Create space for your team members to share pronouns
Then tackle the rest….
- Host a pride event
- Create an employee interest group
- Reach out to resource centers in your community and ask them to do a training
- Attend events hosted by LGBTQIA+ organizations
- Implement a gender transition policy
- When asking for the following be CLEAR: Sex = sex assigned at birth, Gender = identity, expression (not all employees and coworkers identify with the sex they were assigned at birth)
- Donate to your local LGBTQIA+ organizations
- Celebrate and recognize pride month – but don’t stop there! You can implement no cost and low cost policies all year long.
- Find LGBTQIA+ spaces, get proximate to these groups!
- Employees notice symbols of acceptance and belonging (or lack of). These are KEY to creating a culture of equity and retaining diverse talent.
- CREATE SAFE SPACES, VISIBILITY & REPRESENTATION! (There is so much power in this!)
Below you will find a list of additional resources to support your equality and inclusion work:
- Moving Towards Equality in the Workplace for LGBTQI+ Employees
- Contact your regional EEOC Outreach Program Coordinator
- LGBTQIA+ inclusion in the workplace
- 5 ways you can support LGBTQIA+ employees at work
- LGBTQIA+ Equal Pay Awareness Day was June 15, 2023 – Learn more here
- Harnessing The Power Of Diversity For Profitability
- 6 ways to build a more LGBTQ-friendly workplace