Consulting.
45% of LGBTQ workers agree that enforcement of a non-discrimination policy is dependent on their supervisor’s own feelings towards LGBTQ+ people.
LGBTQ+ employees deserve to bring their whole selves to work and to be fully valued as contributing and impactful employees, yet statistics show that there is a vast difference between diversity (where a company hires people from different backgrounds) and inclusion (where those same people feel safe and encouraged to present their authentic selves in front of their colleagues at work). And it’s this gap that costs businesses in the long run.
WPC believes that change is a process and while training your entire organization on how to create a safe and inclusive environment is critical, we also want to support your leadership team by establishing equitable corporate policies, co-designing best practices, and setting up Employee Resource Groups (ERG) so that LGBTQ+ competency becomes an integral part of your company’s DNA.
We will develop a customized program to address specific areas of concern, remedy situations where inclusion may have been compromised, review policies, provide executive coaching, and propose strategies going forward.
Who’s it for?
HR teams, business owners, educators, and other managers who need the knowledge on how best to understand, support, and work with LGBTQ+ professionals.
What are the benefits?
Young employees are both watching and making career decisions based on the culture of a company, and LGBTQ+ inclusion practices forms a major component of this. Establishing D&I policies, building infrastructure, and driving an inclusive culture will not only attract a dynamic talent pool but will raise awareness and create shared accountability across all diversity traits including gender identity, race, ethnicity, age, and mental and physical abilities.
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