As part of our ongoing commitment to diversity and inclusion, we sat down with Svetlana Sharifulina, Ph.D., Neuroscientist, CEO at AiLobe Health, DEIB advisor, to delve into the importance of these principles in the workplace, particularly in the context of Pride Month. Our own Elizaveta Rusakova, Head of People & Culture at AppFollow, lead the interview:

How would you define diversity and inclusion in the workplace, particularly in the context of Pride Month?

Diversity and inclusion, especially during Pride Month, are all about celebrating the unique identities of LGBTQ+ individuals. Every company must create an environment where they feel seen, heard, and respected.

Pride Month allows us all to actively challenge discrimination and ensure that our workplaces are a safe haven for all members of the LGBTIQA+ community. How can your employees thrive if they don’t feel safe?

Why is it important for companies to foster an inclusive environment?

Fostering an inclusive environment drives the success and well-being of both employees and the company as a whole. Numerous studies have shown that when individuals feel included and valued, they are more motivated, engaged, and productive. It’s true even for smaller or isolated groups within a company. Team members are also less likely to quit by being heard and included in a safe company environment.

An inclusive environment encourages everyone to bring their authentic selves to work, unleashing their full potential. Inclusive companies foster positive company culture, attract top talent, and drive social progress. These are also the most productive companies.

What common challenges do LGBTIQA+ individuals face in the workplace, and how can companies address them?

Unfortunately, discrimination still remains a significant challenge for LGBTIQA+ individuals in the workplace. Biases, prejudices, and a lack of education contribute to these problems worldwide. To address them, companies must first acknowledge the problem and actively work to create inclusive policies.

You can start by fostering understanding, providing training on LGBTIQA+ issues, and creating a safe environment where your employees know they are safe from harm. Company leaders, particularly, must lead by example and address biases with their social persona, thus promoting a culture of equality.

What initiatives have you seen or implemented that have successfully promoted D&I specifically for LGBTIQA+ employees?

From my experience, implementing employee resource groups has been a successful strategy. These groups provide a safe space for LGBTIQA+ employees to connect, share experiences, and organize educational events.

Clear policies and benefits, such as healthcare coverage for same-sex parents and gender-affirming procedures, are also very positive. You shouldn’t compromise on ongoing training programs, which regular check-ups and metrics must accompany. This way, you can ensure that your D&I efforts are consistent, achieve defined goals and that your employees are happy. Also, collaborating with LGBTIQA+ organizations and celebrating Pride Month contributes greatly to an inclusive workplace.

What role can leadership play in creating a safe and inclusive workplace?

A crucial one. As leaders, we must set the tone and lead by example. If you can’t rely on the HR team to properly execute D&I training and environment, it must begin at the top.

This involves openly supporting diversity and inclusion, establishing inclusive policies, and providing the necessary support. There must be absolutely no compromise on this, regardless of any reason: sexual orientation, gender, background, or so forth. Leaders should encourage open communication, actively listen to employees' concerns, and create avenues for feedback.

You can also start small—a Slack channel, a survey, or a team meeting in Zoom with the C-suite members of the company participating and leading the talk.

Can you share examples of companies that have excelled in fostering diversity and inclusion for LGBTIQA+ employees?

Salesforce stands out as a leader in promoting LGBTQ+ inclusion. They openly support Pride Month and actively participate in various events, demonstrating their commitment to D&I. Microsoft, IBM, Accenture, and Airbnb are commendable for their efforts.

These companies provide inclusive policies, benefits, and healthcare support for LGBTIQA+ employees, and they are consistent in doing so. They also offer educational materials on LGBTIQA+ history, fostering employee empathy. Other companies can learn the importance of visible support, comprehensive policies, and collaboration with LGBTIQA+ organizations using them as an example.

How can companies ensure that diversity and inclusion efforts are sustained and not limited to Pride month?

Contrary to how many other businesses handle it, diversity and inclusion are more than just one-off thing to do once a year. There must be consistency all the time. This requires a clear strategy integrated into overall business planning.

For instance, surveys and tests are best conducted on a regular basis. Some people may be unaware of their biases, and after completing a survey on the matter, they may be surprised to find themselves prone to prejudice or other biases.

If nothing is done throughout the year, there will likely be no impact, and your D&I strategy will fail. Having resource groups will help with consistent metrics and surveying, as it’s an avenue for your employees to speak directly with you on the matter.

Start by acknowledging your biases, embracing diversity, and being open to change. Educate yourself on LGBTIQA+ issues, participate in training programs, and actively support diversity and inclusion initiatives within your marketing campaigns. Collaborate with HR and leadership teams to ensure representation.

What are some potential barriers or misconceptions that companies may encounter?

Some people really don’t like change. They may not understand why they need to talk about D&I topics in the first place because it “doesn’t concern” them. Well, it does! Even after several training exercises, some employees may still not understand why it has to be done.

A lack of commitment from leadership is also a common barrier. This can be addressed by promoting representation, attracting, and supporting underrepresented groups. Training and education on unconscious biases will also help.

Finally, many companies don’t measure anything related to D&I, even if they have some training in place. Clear metrics and KPIs should be established to measure progress and hold the company accountable.

Conclusion

Fostering diversity and inclusion in the workplace requires a collective effort from leadership, HR teams, and employees. It shouldn’t be limited to once-a-year events in June, either.

Embrace diversity, address challenges, and sustain D&I efforts throughout the year. That’s how you can ensure that your company has an environment where everyone feels valued, respected, and empowered to reach their full potential.