It’s hard to explain the feeling I get when I walk into a new space and spot something rainbow. A snazzy lanyard. A pronoun pin. A pride flag poking out of a pen cup. Instantly, an explicable tightness in my chest eases. I feel… safe. Accepted.

It sounds small and inconsequential. But, when I think about the message it sends - silently assuring LGBTQIA+ people that no matter what letter of the alphabet you identify with, you are welcome here - it feels far more significant.

So, when I saw my favourite LGBTQIA+ charity, Minus18, share a post that ‘LGBTQIA+ people are less likely to be out at work today than in 2022’, my heart broke. Diversity benefits everyone. To know we’re moving backwards, rather than forwards, is shattering.

Unfortunately, the stat wasn’t as surprising as it should have been. With politics leaning conservatively across the globe, it seems that every day there’s a new headline stripping back diversity, equity and inclusion initiatives. Just take US president Donald Trump signing executive orders left and right, or Australian opposition leader Peter Dutton stating that culture, diversity and inclusion jobs do “nothing to improve the lives of ordinary Australians.”

But, working in employer branding, I’ve heard so many stories that disprove this notion entirely. Brendan told me how comforting it was to find out that his organisation had an LGBTQIA+ working group: “Hopefully, groups like ours make it more welcoming and accommodating for anyone else in the community who’s considering joining.”

Oscar shared how grateful he was to his organisation for placing sanitary bins in the men’s bathrooms: “It’s just a very small thing, but it was amazing to see because I'd never had that in a workplace before.”

When people like Brendan and Oscar feel safe and accepted at work, they’re more likely to bring their best, not having to worry about hiding aspects of themselves or expending emotional energy to “fit in”. It’s been proven countless times that feeling psychologically safe at work leads to increased engagement, creativity and better business outcomes.

So, here are three ways you can help foster a more inclusive and diverse culture in your workplace:

1. Implement inclusive hiring practices

An employee’s perception of you as a place to work begins long before their first day. They can get a fairly accurate picture of how inclusive you are just by browsing your website or reading your job ads, so make sure you put your best foot forward!

Feature authentic photos that showcase the diversity of your employees and avoid using language that might unintentionally exclude certain groups.

Though relatively simplistic, this Gender Decoder is a quick way to check whether your job ads are subtly attracting one gender over another. It can come as a shock to discover you’ve been using masculine-coded language without realising it - we all have our biases! On that note…

2. Challenge unconscious biases

Whether we’re aware of it or not, we all hold unconscious bias. As HR professionals, we mustn’t let them get in the way of finding the best candidates.

Within your hiring process, ensure representatives from diverse backgrounds have a seat on recruitment panels to attract a diverse range of candidates.

You may also choose to implement blind resumé screening - remove identifying information like names and photos in the initial interview to eliminate bias altogether!

You could even look into unconscious bias training for your employees - this is amazing if you can fit it into your budget! Otherwise, something as simple as encouraging an open dialogue is another effective way for employees to share their diverse perspectives and challenge assumptions.

3. Create an environment where all employees feel valued and respected

There are so many events year-round where we can recognise and celebrate the different cultures, backgrounds and identities of our employees. Consider holding events for awareness days like Wear it Purple Day or IDAHOBIT to bring your colleagues together to celebrate and educate them about LGBTQIA+ experiences and challenges.*

However, if days like these aren’t backed up with action, they lose their meaning completely. Employee resource groups (ERGs) are a fantastic platform for employees with shared backgrounds to connect with and support one another. Mentorship programs are also particularly powerful for LGBTQIA+ employees who may not see many leaders who share their identities. Of course, these initiatives depend on your organisation’s capacity and budget to make them happen.

So, above all else, remember that no matter how good your intentions are with diversity and inclusion, how your employees feel will always be most important. In fact, it’s often the smallest gestures that speak the loudest: using correct pronouns, ensuring inclusive language in communications and creating opportunities for people to connect authentically across differences.

As people and culture professionals, we have the privilege and responsibility to lead this change. By reviewing our hiring practices, challenging biases and fostering genuine belonging, we create workplaces where everyone can bring their whole selves to work - and that's when the real magic happens.

* Here are some more amazing pride events so you can celebrate your colleagues all year round:

• March 31: Trans Day of Visibility
• April 26: Lesbian Day of Visibility
• May 17: International Day Against LGBTQIA+ Discrimination (IDAHOBIT)
• 24 May: Pan (Pansexual and Panromantic) Visibility Day
• 28 May: LGBTQIA+ Domestic Violence Awareness Day
• 1-30 June: Pride Month
• 14 July: International Non-Binary Peoples Day
• Last Friday in August: Wear it Purple Day
• 23 September: Bisexual Awareness Day
• 26 October: Intersex Awareness Day
• Last week in October: Asexual Awareness Week