Are you community-centric? A checklist for leaders
A community-centric approach to organizing and managing can contribute substantially to solving the grand challenges of our time. Consult this checklist of enablers to see how it’s done. ...
Brain Circuits
The “partner” paradox: why inclusive language isn’t enough for LGBTQ+ support
Using gender-neutral language at work to refer to your same-sex partner is a small, internal negotiation that highlights a crucial nuance often missed in discussions about LGBTQ+ inclusion. Answer the following questions honestly to check whether you are self-censoring and consult the practical steps senior leaders can take to cultivate an environment of authentic inclusion.
Are you self-censoring?
Reflecting on supporting LGBTQ+ colleagues, consider the following:
1. How often do you use gender-neutral language to refer to your same-sex partner (such as “my partner”, rather than “my boyfriend” or “my wife”).
a. Always
b. Sometimes
c. Never
2. How consistently do you actively affirm the personal language used by your team members when referring to their relationships?
a. Always
b. Sometimes
c. Never
3. When you hear a heteronormative assumption, what is your typical response?
a. I model a clarifying response gently but publicly
b. I correct the person later in private
c. I usually don’t say anything
4. To what extent do your organisation’s benefits support the diverse needs of LGBTQ+ employees?
a. They are fully supportive
b. They’re quite supportive (I think)
c. Um… do LGBTQ+ employees have diverse needs?
Practical steps to cultivate an environment of authentic inclusion
Actively affirm personal language
When a colleague refers to their same-ex partner as their “husband” or “wife”, follow their lead. Respond naturally, just as you would to any personal information. This simple act of acknowledging their language validates their identity and signals that your workplace respects individual realities.
- If you hear someone use gender-specific terms for their partner, mirror that language in your subsequent interactions.
Model curiosity over correction
If a colleague makes a heteronormative assumption (e.g., asking a female colleague, “What does your husband do?”), don’t make it a moment of public correction. Instead, model a graceful response by saying something like, “Actually, my partner is a woman.” This allows for natural clarification without creating awkwardness.
- Encourage a culture where genuine curiosity and learning are prioritized over assumptions.
Facilitate open and honest conversations
Create opportunities for open dialogue within your teams. This doesn’t mean forcing personal disclosures, but rather fostering an environment where people feel comfortable sharing aspects of their lives – if they choose to. Set the tone in team meetings by sharing appropriately about your own life and demonstrating genuine interest when others do the same.
- Frame discussions around shared values of respect and understanding, rather than focusing solely on “diversity training”.
Ensure inclusive benefits reflect real lives
Go beyond symbolic gestures and ensure your company’s benefits genuinely support diverse family structures. This includes equal-partner benefits, inclusive parental leave policies that recognise different family formations, and healthcare coverage that meets the needs of LGBTQ+ individuals.
- Tangible benefits speak volumes about a company’s commitment to its diverse workforce.
Key takeaway
By embedding these practices into your leadership approach, you can cultivate a workplace where LGBTQ+ colleagues feel not just tolerated, but truly seen, valued, and empowered to bring their whole selves to work. This fosters a stronger sense of belonging for everyone and ultimately contributes to a more innovative and successful organisation.
Authors
Related
Three ways to use GenAI to transform supply chain management
Organizations that have begun trialing GenAI solutions to tackle supply chain challenges report only modest success to date. Carlos Cordon suggests three ways to use GenAI effectively in your supply chain. ...
You’re reporting homophobia wrong: Try this instead
Official reporting structures are vital, but don’t change entrenched views. Answer the following questions to gauge how you’re currently dealing with homophobia, and consult the practical framework to go from merely reporting...
Bossed around? Six ways to deal with difficult leaders
Have you ever experienced behavior by a leader that defies conventional norms of engagement? Merete Wedell-Wedellsborg suggests strategies to handle bosses who dispense with widely accepted norms of civility, empathy, and ethical...
Learn Brain Circuits
Join us for daily exercises focusing on issues from team building to developing an actionable sustainability plan to personal development. Go on - they only take five minutes.
Explore Leadership
What makes a great leader? Do you need charisma? How do you inspire your team? Our experts offer actionable insights through first-person narratives, behind-the-scenes interviews and The Help Desk.
Join Membership
Log in here to join in the conversation with the I by IMD community. Your subscription grants you access to the quarterly magazine plus daily articles, videos, podcasts and learning exercises.