LGBT+ Allyship in work

Picture by Ole Kloth.

The Open Doors Initiative helps marginalised groups access work through training, education, employment, and entrepreneurship. It supports refugees, asylum seekers, migrants, people with disabilities, disadvantaged youth, members of the Traveller and Roma communities, LGBTQ+ people, and those with criminal convictions. Many in these groups still face higher barriers to employment in Ireland, even during times of near full employment.

By Jeanne McDonagh

Societal change is moving at speed. As a society we are changing fundamentally, and employees and employers must be part of that change. 

If organisations are microcosms of society, they need to reflect that society in all that they do and the people they hire. If people are all mirrors of each other, there is a sameness of thought, and change and innovation will not happen or be handled well. 

There needs to be diversity of thought, and this has to be informed by diversity itself.

There has been a lot of progress – from decriminalisation, great improvements in healthcare, particularly for those living with HIV, which is now classed as a chronic illness, marriage equality, adoption rights and other work – all aided by allies.

However, all is not well. Anti-bullying initiatives are needed. LGBT+ people can have very tough and sometimes violent experiences. 73% of the community is bullied at school, which impacts on chances of later success. There is a lack of safe spaces.

There is also a lack of out role models in society, especially in leadership.

What makes an active ally?

We all have huge diversity within our lives. Inclusive workplaces ensure all employees are safe, respected and able to fully contribute.

A report from Out Now found that the US economy could save $9 billion annually if organisations were effective at implementing diversity and inclusion policies for LGBT staff.

Identities are complex and intersectional – people are often on a non-linear trajectory. Recognise that employees who identify as LGBT+ may also belong to other communities as well, such as migrant or disabled. Create a safe space for them to share any issues they’re having, if they wish to. 

An important part of being LGBT+ inclusive is sharing your story openly. But don’t expect anyone to ‘out’ themselves – Being ‘out’ at work is a choice. Many people might not feel safe or comfortable, so design your ERG programmes to include people, whether they are ‘out’ or not.

Don’t ask minoritised colleagues to educate the others – don’t place the burden of education on your staff, especially LGBT/intersectional ones. If people wish to share their knowledge, make it easy for them to do so. If not, offer training to allies in work to create a safe space to talk, share information and support.

Allies help to establish an organisation-wide culture and show that inclusion is something everybody can support and participate in. It’s especially important if your company operates in places that are less safe and inclusive, including the 70+ countries that criminalise being LGBT+.

Make allyship visible, such as the rainbow lanyard. Recruit inclusion champions and allies from all levels of your organisation, use pronouns and make sure you have visible support from leaders. Assist with friendship and mentorship among colleagues and peers across the organisation. 

Employee policies should be updated, revised or created to reflect the new focus within the organisation. The message that you are an inclusive company and will not tolerate negativity or harassment at work needs to be reinforced.

Standardise Parental Leave Policies – Parenting is hard, no matter how it happens. Offer equivalent parental leave for all employees who are parenting. 

Mind your language – Language matters. It can help people feel included, empowered and protected. When language is misused, it can leave people feeling alienated, lost and stigmatised.

Be comfortable and curious about different lived experiences. Understanding is based on information – get informed. There are plenty of resources to help you. Open the conversation – normalise talking about all issues/relationships

Walk in someone else’s shoes and see them as a family member or friend, and think how you would like them to be treated.

Have respect for people’s feelings and lived experiences – different is not ‘wrong’ or a threat, and it does not impact on or take from you to respect difference and accommodate it. Park your judgment, biases and assumptions.

Trans people are the most at-risk group in the community right now, and they face very difficult situations all the time. Some of them risk being beaten up, some even killed. Acknowledge the serious risks that some employees face and provide support wherever you can.

Cultivate compassion – we are all at different stages in our journey. You have people who’ve never heard of the difference between biological sex and gender. They find it confusing. Help with non-judgmental information

Calling in assumes that we’re all human, we make mistakes, and we want to learn how to do better. It encourages changes in behaviour rather than demonising errors. Inclusion cannot be intolerant. We cannot be pious in our approach but bring people in.

Don’t show the flag if you aren’t doing the work. Too many companies put up the rainbow logo on their website during Pride month, without contributing in a meaningful way to furthering the cause of LGBTQ+ rights and equality. At best, this is tokenism, but at worst, it could make marginalised people feel that they will be welcome when bringing them into harmful environments.

Real allyship is not meant to be comfortable because the people you are allies with are not comfortable. Do your best.

Societal change starts with small steps, brave leaders and allies. You want to be able to look back on your career and say that “I was part of that change; I made a positive difference”, however that manifests itself.

For more information, please visit www.opendoorsinitiative.ie.

Diversity in Tech Awards

Organised by Dublin Tech Summit, the Diversity in Tech Awards aim to highlight the achievements of companies and individuals that promote different backgrounds and genders across Ireland’s booming technology industry. The 2025 Diversity in Tech Awards (DITA) will take place on 17th September at the Gibson Hotel, Dublin. Read more here.