About Diversity Programs
An organizaton that truly inludes the gay, lesbian, bisexual and transgender community goes beyond just policies and benefits, and into practices. That includes ensuring that the internal climate and work environment enable all employees to feel safe and comfortable, regardless of sexual orientation or gender identity. But it also means that the organization includes GLBT people holistically, including marketing, philanthropy, recruitment and procurement efforts.
Internal initiatives
While employers might prefer that all employees kept their personal lives out of the office, many of the casual conversations that occur daily make it impossible to do so. Employees socialize by asking how their weekends were or asking about friends and family, and employers often have events to which families or significant others are invited. Whether or not a GLBT employee has a partner or children, these situations prove difficult and sometimes painful to avoid.
Employers may undertake a variety of initiatives to affect the internal workplace environment, including:
By ensuring a safe and productive internal climate, businesses will be more prepared to engage the broader GLBT community.
External initiatives
The buying power of gays and lesbians is expected to exceed $835 billion by 2011 according to a January 2007 report from market research firm Packaged Facts.
A February 2007 report by Harris Interactive and Witeck-Combs Communications examined the purchasing habits of heterosexual and GLBT adults. Among its findings, most respondents were likely "to consider a brand that is known to provide equal workplace benefits for all of their employees, including gay and lesbian employees," including 88 percent of GLBT adults and 70 percent of heterosexual adults. The report also found that 62 percent of heterosexual adults were no more or less likely "to purchase everyday household products and services from companies that market directly to gays and lesbians," while 58 percent of GLBT adults were more likely to.