Discussion Summary: April 23, 2024
A Call to Action on Workplace Belonging
Nearly 40% of LGBTQ+ employees reported being harassed in the workplace according to a 2021 report by the Williams Institute. Yet everyday we seem to see more momentum behind shutting down programs that encourage diversity, equity, and inclusion. This panel discussion used questions and real-life stories to explore the importance of fostering inclusive workplace cultures. It included a discussion of strategies to dismantle barriers, champion diversity, and cultivate environments where every individual feels seen, heard, and valued in the workplace.
Panel presented on April 23, 2024.
About the Panelists
Beck Bailey, Global Chief Diversity Officer, Accenture
Beck Bailey leads a team responsible for shaping Accenture’s I&D strategy and fostering a sense of inclusion among over 710,000 employees worldwide. As a lifelong LGBTQ+ advocate and an openly transgender man, Beck passionately champions inclusion, equity, and equal opportunity, leveraging their personal experiences to advocate for the transformative impact of inclusive workplaces in unlocking innovation, human potential, and providing dignity and economic opportunities for marginalized individuals. [LinkedIn]
Daquise Montgomery, Assistant Vice-President, M&T Bank
With a highly organized and analytical approach, Daquise Montgomery brings a wealth of experience in human resources management, total rewards, and a strong background in Diversity, Equity, and Inclusion (DEI). Their proven expertise encompasses strategic initiatives, talent acquisition, and retention, as well as proficiency in training and development, reflecting a commitment to fostering diverse and inclusive environments while upholding organizational and regulatory standards. [LinkedIn]
Zachary Wilcha, Chief Executive Officer, Independence Business Alliance
Zachary Wilcha, the inaugural Chief Executive Officer of the Independence Business Alliance, the LGBTQ+ Chamber of Commerce for Greater Philadelphia, has distinguished himself as a multifaceted leader, attorney, and activist. Under his dynamic leadership, the IBA has seen remarkable growth in membership, increased diversity within the Board and membership, and the implementation of award-winning initiatives like Intersections and the TransWork program. [LinkedIn]
Discussion Highlights
- Workplace Impact on Health: Health is influenced by a wide network of forces, including employment. A job can determine the kind of benefits one has, what procedures are covered, and how much of that procedure is covered. Workplaces are also a fundamental part of an employee’s social network, thus an important source of social connection.
- LGBTQ+ Workplace Experience: Almost half of LGBTQ+ people report facing some sort of unfair treatment in the workplace, this includes negative comments, slurs, or jokes about their identity at work. These experiences can lead to almost 30% of LGBTQ+ people leaving their job due to unfair treatment, resulting in a significant loss for employers.
Themes for Employers
- Experience Audits: Beyond data and policies, the focus should also be on the experiences of individuals, particularly those with marginalized identities. This involves understanding how various processes feel from their perspective and making these experiences more inclusive.
- Proactive Assessment: Rather than waiting for issues to arise, organizations should proactively assess their environment. This involves regular check-ins and intimate conversations with staff about their experiences.
- Transparency and Commitment: There is a need for transparency in DEI practices. Organizations should be open about their policies and show a consistent commitment to improving experiences.
- Surveys and Training: Surveys are a useful tool for understanding the employee base at all levels. Training initiatives, such as DEI badging, can help employees interact with different communities and become allies.
- Volunteer Time: Offering volunteer time to employees, especially those leading resource groups, can facilitate their involvement in DEI initiatives.
- Job Seeking: When looking for a new job, individuals should research potential employers’ DEI practices, community involvement, and consistency in their position on inclusion. Networking and asking questions about experiences can also provide valuable insights.
- Company Culture: The panelists emphasized the importance of understanding a company’s culture before joining. They suggested that a potential LGBTQ+ employee should look for companies that acknowledge their mistakes and work towards improving the employee experience. They also highlighted that a negative experience with a team or boss doesn’t necessarily reflect the entire company.
- Inclusivity and Legal Rights: The panelists discussed the importance of inclusivity in the workplace, especially for the LGBTQ+ community. They advised an LGBTQ+ employee to understand their legal rights before going into interviews, particularly in states without comprehensive protections for LGBTQ+ individuals. They also suggested looking at a company’s policies, benefits, and use of gender-inclusive language as indicators of an inclusive environment.
- Networking: The panelists stressed the importance of networking, both for career advancement and personal growth. They suggested asking people about their interests rather than their jobs to start conversations and build rapport. They also encouraged attendees to be bold, make direct requests, and offer help to others in return.
Takeaways:
- Equity Audits: Equity audits can range from simple to complex. They involve examining data to assess equity in practices such as pay, promotion, and representation. However, the challenge lies in self-identification and participation levels, which are crucial for meaningful analysis.
- Data and Policies: If sufficient data is not available, organizations should start by auditing policies, practices, and benefits for inclusivity. Regular reviews of these elements are necessary to ensure they continue to serve the needs of all employees.
- Community Engagement: The panelists highlighted the importance of companies engaging with their communities. They suggested looking at a company’s involvement with local Chambers of Commerce and nonprofits as an indicator of their commitment to inclusivity and community service.