Creating Inclusive Workplaces: How to Develop LGBTQ+ Programs That Make a Difference

AdvantageHealth
May 7
2 min read

Updated: 6 days ago

Written by Dana Wisniewski, MS, Health Promotion Manager for AdvantageHealth Corporation

In today’s diverse and dynamic work environment, fostering inclusion isn't just a moral imperative—it’s also a business advantage. LGBTQ+ employees thrive when they feel seen, supported, and celebrated, which leads to increased engagement, productivity, and retention. Whether you're starting from scratch or refining existing efforts, here’s how to create meaningful LGBTQ+ programs in your workplace.

1. Start with Leadership Buy-In

Inclusive workplaces begin at the top. Secure commitment from executive leadership by presenting clear data on the benefits of LGBTQ+ inclusion—such as improved employee morale, greater innovation, and stronger brand loyalty. Encourage leaders to champion inclusion visibly and vocally.

2. Establish an LGBTQ+ Employee Resource Group (ERG)

Employee Resource Groups are powerful tools for building community. A well-supported LGBTQ+ ERG can:

Provide mentorship and peer support
Create safe spaces for dialogue
Advise on company policies and initiatives
Organize events and awareness campaigns

Make sure the ERG is given adequate funding, time, and leadership support to succeed.

3. Review and Update Company Policies

Ensure your policies reflect a commitment to LGBTQ+ inclusion:

Use gender-neutral language in all HR materials
Include sexual orientation, gender identity, and gender expression in non-discrimination policies
Provide equitable health benefits, including coverage for transition-related care
Offer family leave policies inclusive of all family structures

4. Offer LGBTQ+ Competency Training

Educate employees and managers on topics like:

Inclusive language and pronoun use
Understanding unconscious bias
Supporting trans and nonbinary colleagues
Responding to microaggressions

Training should be ongoing and embedded into new hire onboarding, management development, and annual refreshers.

5. Celebrate LGBTQ+ Visibility and Culture

Mark key events like:

Pride Month (June)
National Coming Out Day (October 11)
Transgender Day of Visibility (March 31)
LGBTQ+ History Month (October)

Host educational sessions, share employee stories, and partner with LGBTQ+ organizations to amplify diverse voices.

6. Create Gender-Inclusive Facilities

Ensure all employees can access safe and comfortable restrooms. Where possible:

Provide all-gender restrooms
Allow employees to use facilities that align with their gender identity
Post inclusive signage and policies

7. Solicit Feedback and Measure Progress

Anonymous surveys, listening sessions, and feedback forums can help you understand what’s working and where gaps exist. Regularly assess:

Employee perception of inclusion
Participation in LGBTQ+ programs
Retention and advancement of LGBTQ+ employees

Use this data to refine your initiatives.

8. Engage with the Broader LGBTQ+ Community

Show your support beyond your walls by:

Sponsoring or participating in local Pride events
Partnering with LGBTQ+ nonprofits
Supporting LGBTQ+-owned businesses
Advocating for inclusive public policies

This demonstrates that your commitment is not just internal but part of a broader social responsibility.

Let Kristine Keykal, M.P.H, co-founder of AdvantageHealth with over 25 years of experience, consult with you on your employee wellness program.