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Knowing LGBTQ+

GLOSSARY OF TERMS

Sexual Orientation

Someone who does not experience sexual attraction.

Bisexual generally means being attracted to two or more genders, typically one’s own gender and other genders. For example, a bisexual person might be attracted to both men and women — though many bisexual people also include nonbinary folks in that attraction.

Refers to a man who has an emotional, romantic and/or sexual orientation towards men.

Refers to a person who has an emotional, romantic and/or sexual orientation towards people of the opposite gender.

A woman who is emotionally,
romantically, and/or sexually
attracted to women.

Pansexual means being attracted to people regardless of gender —gender isn’t a factor in their attraction at all. A pansexual person might say, “I’m attracted to the person, not their gender.”

The process of exploring your own sexual orientation and/or gender identity.

Gender Identity & Expression

Someone whose gender identity is the same as the sex they were assigned at birth. Non-trans is also used by some people.

Often expressed in terms of masculinity and femininity, gender is largely culturally determined and is assumed from the sex assigned at birth.

Used to describe when a person experiences discomfort or distress because there is a mismatch between their sex assigned at birth and their gender identity.

How a person chooses to outwardly express their gender, within the context of societal expectations of gender.

A person’s internal sense of their gender, which may or may not match assigned sex at birth.

Another way of describing a person’s transition. To undergo gender reassignment usually means to undergo some sort of medical intervention, but it can also mean changing names, pronouns, dressing differently and living in their self-identified gender.

An umbrella term for a person who does not identify as only male or only female, or who may identify as both or neither.

A demisexual person only feels sexual attraction after forming a strong emotional connection with someone.

Being perceived as a cisgender man or woman based on cues like appearance or behavior.

Words used to refer to someone’s gender (he/she/they/etc.).

Umbrella term for people whose gender does not align with assigned sex at birth.

Assigned male at birth but identifies as a woman (MTF).

Assigned female at birth but identifies as a man (FTM).

Older/medical term for someone who has transitioned; often replaced by trans/transgender.

Steps taken to live in one’s identified gender, socially and/or medically.

An agender person identifies as having no gender or being gender-neutral. They may feel disconnected from traditional ideas of being male, female, or any other gender.

A genderfluid person’s gender identity changes or shifts over time. Sometimes they might feel more masculine, sometimes more feminine, or somewhere in between, it can vary by day, mood, or context.

Bias, Phobia & Discrimination

Fear or dislike of someone based on being lesbian, gay, or bi; may involve bullying or prejudice.

The fear or dislike of someone who identifies as bi based on prejudice or negative attitudes, beliefs or views about bi people. Biphobic bullying may be targeted at people who are, or who are perceived to be, bi.

The fear or dislike of someone based on the fact they are trans.

This term is often associated with trans people who have changed their name as part of their transition. It can be hurtful and is inappropriate.

Other Terms

A (typically) straight and/or cis person who supports members of the LGBTQ+ community.

When a person first tells someone/others about their identity as lesbian, gay, bi or trans.

Occurs when an LGBTQ+ person’s sexual orientation, gender identity, or intersex status is disclosed to someone else without their consent. It is never appropriate for anyone to out someone.

Person with biological attributes that do not fit typical male/female classifications.

Assigned to a person on basis of primary sex characteristics (genitalia) and reproductive functions. Sometimes the terms ‘sex’ and ‘gender’ are interchanged to mean ‘male’ or ‘female’.

In the past a derogatory term for LGBTQ+ individuals. The term has now been reclaimed by LGBT young people in particular who don’t identify with traditional categories around gender identity and sexual orientation but is still viewed to be derogatory by some.

PRONOUNS

COMMON MYTHS & FACTS

Myths about Choice, Influence, or Validity of Identity

No, it’s neither a phase nor a choice.

Sexual orientation and gender identity are core aspects of a person’s identity. They are not trends or temporary
phases. While someone may explore their identity over time, being LGBTQIA+ is not something people simply
choose or “grow out of.” Studies, including those by the American Psychological Association, support that these
identities are deep-seated and enduring.

No, people are not influenced into being LGBTQ+.

Sexual orientation and gender identity are not contagious or influenced by exposure. Watching queer characters
on TV or having LGBTQIA+ friends doesn’t make someone LGBTQIA+. Representation simply helps individuals
better understand themselves and feel seen.

No, bisexuality is a valid and stable identity.

Bisexual people are attracted to more than one gender. This doesn’t mean they’re confused or “on the way” to
another identity. Bi-erasure happens when their orientation is invalidated or dismissed.

No, asexuality is a legitimate sexual orientation.

Asexual people experience little to no sexual attraction. It’s not about trauma, hormones, or needing to meet the
“right” person. Just like other orientations, it’s a valid way of being.

No, LGBTQ+ identities exist in all cultures and throughout history.

Many cultures have recognized non-binary genders and same-sex relationships long before Western colonization. Examples include the Hijra in South Asia, Two-Spirit people in Native American tribes, and Bakla in the Philippines.

No, nonbinary people have always existed.

Nonbinary individuals do not exclusively identify as male or female. Their identity is not a trend but a valid expression of gender diversity.  Increased awareness has only recently allowed more people to express these identities openly.

No, LGBTQ+ people have existed throughout history.

From Ancient Greece to Indigenous cultures and medieval literature, people with diverse sexualities and gender identities have always existed. What’s modern is the language and visibility, not the identities themselves.

No, many people know their identity from a young age.

Just like straight and cisgender kids often have crushes or preferences early in life, LGBTQ+ youth can also understand their feelings young. Dismissing them reinforces shame and invisibility.

No, nonbinary people are not confused.

They know exactly who they are, they just exist outside the male/female binary. Many nonbinary people have a deep understanding of their gender and have reflected on it thoroughly.

Harmful Stereotypes and Misconceptions

No, this is a harmful stereotype.

Just like heterosexual people, LGBTQIA+ individuals have diverse experiences and values around relationships and sexuality. Reducing entire communities to sexual behavior is both dehumanizing and inaccurate.

No, LGBTQ+ people come in all appearances and expressions.

There’s no universal way to “look gay,” “look trans,” or “look queer.” Relying on stereotypes about hairstyles, clothing, or behavior is both inaccurate and harmful. Queer people dress and act as diversely as anyone else.

No, they talk about everything just like everyone else.

While LGBTQ+ people may speak up about their rights or experiences, their identities don’t define every conversation or interest. They enjoy sports, science, art, food, travel, just like anyone else.

No, this is a limiting stereotype.

Gender expression and sexual orientation are separate. Gay men can be masculine or feminine; lesbians can be feminine or masculine. Queer people express themselves in many ways.

Not exactly, but both are valid.

Bisexuality typically refers to attraction to more than one gender, often (but not always) including both binary genders. Pansexuality refers to attraction regardless of gender. People may define and experience these terms differently, both are part of the spectrum.

Yes, these are microaggressions.

Comments like this reinforce stereotypes and invalidate a person’s identity. They imply there’s a “right” way to be gay or lesbian, which is both limiting and incorrect. LGBTQ+ people deserve to be accepted as they are.

Gender Identity & Transgender Experiences

No, being transgender is not a mental illness.

While gender dysphoria (the distress from a mismatch between one’s gender identity and sex assigned at birth) is recognized medically, being transgender itself is not a disorder. Global health organizations like the WHO and APA have declassified transgender identity as a mental illness.

No, not all do, and that’s perfectly valid.

Transition looks different for everyone. Some trans people undergo medical transition, some don’t. Identity is not dependent on physical changes. What matters is how someone identifies and expresses themselves.

No, using correct pronouns is about respect and acknowledgment.

Science recognizes that gender is a complex mix of biological, psychological, and sociocultural factors. Respecting someone’s pronouns affirms their identity and promotes dignity. It’s not about science, it’s about humanity.

No, it’s invasive and inappropriate.

Asking about someone’s body, especially their genitals, is disrespectful and irrelevant to most interactions. A person’s gender identity doesn’t give others permission to pry into personal, medical, or private matters.

No, they are different identities.

Intersex people are born with biological characteristics (genitals, chromosomes, hormones) that don’t fit typical definitions of male or female. Transgender people have a gender identity that differs from the sex they were assigned at birth. Some intersex people are also transgender, but not all.

Yes, it’s disrespectful.

A person’s name is real if that’s what they go by. Asking for a “birth name” (often called deadnaming) can cause harm and invalidate a person’s identity. Always use the name and pronouns someone provides.

Visibility, Respect, and Representation

No, visibility is about survival, inclusion, and equality.

LGBTQ+ people have historically been marginalized and erased. Visibility creates understanding, counters harmful stereotypes, and fosters safer environments. It’s about human rights, not political correctness.

No, the “+” is important.

The “+” acknowledges the full spectrum of identities that may not be fully represented by the letters. It is inclusive of intersex, pansexual, demisexual, agender, genderfluid, and other identities. It signals respect for ongoing inclusion.

No, there’s no secret agenda.

The idea of a “gay agenda” is a conspiracy theory. LGBTQ+ people, like anyone else, want to live safely, love freely, be respected, and have equal rights. That’s not an agenda, it’s humanity.

No, this is dismissive and invalidating.

This phrase implies that LGBTQ+ visibility is somehow inappropriate, when it’s really about being authentic. Straight people express their identity all the time (weddings, holding hands, family photos) queer people deserve the same freedom.

No, being out and visible is a personal right.

Telling people to hide their identity perpetuates stigma. Sharing who you love or how you identify isn’t about being “public” or “private” it’s about being honest, open, and seen.

The Rainbow Flag represents the overall LGBTQ+ community and celebrates diversity. The Progress Pride Flag adds colors for trans people (pink, blue, white) and people of color (brown, black) to emphasize inclusion. The Trans Flag (blue, pink, white) specifically represents the transgender community and gender identity.

Family, Religion, and Community

Yes, absolutely.

Research consistently shows that children raised by LGBTQ+ parents do just as well emotionally, socially, and academically as those raised by heterosexual parents. Love, stability, and support matter far more than the parents’ gender or sexual orientation.

No, the LGBTQ+ community is not a monolith.

There’s a wide diversity of thoughts, values, and beliefs among LGBTQ+ people. They come from all walks of life, political backgrounds, and religious traditions.

Yes, many LGBTQ+ people have strong faiths.

Spirituality and sexual/gender identity are not mutually exclusive. Many affirming religious communities embrace LGBTQIA+ people, and many queer individuals reconcile their identity with their beliefs.

INTERSECTIONALITY CHALLENGES IN LGBTQ+ COMMUNITIES

Race + LGBTQ+ Identity
CHALLENGE-1

Double Marginalization

LGBTQ+ people of color (POC) may face racism within LGBTQ+ spaces and homophobia/transphobia within their racial/ethnic communities.
CHALLENGE-2

Cultural Taboos & Expectations

In some cultures, being LGBTQ+ may be perceived as a Western or colonial "import," increasing stigma and shame.
CHALLENGE-3

Healthcare Disparities

Black and Brown LGBTQ+ individuals may face compounded discrimination in health care settings, affecting access to HIV prevention, mental health services, etc.
EXAMPLE-1
A Black transgender woman may experience disproportionately high rates of violence, both because of racism and transphobia.
EXAMPLE-2
In some Asian communities, an LGBTQ+ person may feel pressured to stay closeted due to family obligations, "saving face," or filial piety.
EXAMPLE-3
Latinx LGBTQ+ immigrants may fear deportation or lack of legal protection if they speak up about discrimination.
Religion + LGBTQ+ Identity
CHALLENGE-1

Religious Doctrine vs. Identity

Many LGBTQ+ people are part of faith-based communities that may reject or condemn their identities.
CHALLENGE-2

Internal Conflict & Shame

This can lead to intense internalized homophobia and transphobia, guilt, or loss of community.
CHALLENGE-3

Limited Safe Spaces

LGBTQ+ individuals may struggle to find religious spaces that affirm both their faith and identity.
EXAMPLE-1
A gay Muslim man may fear rejection from his family and mosque, even though he remains spiritually committed to Islam.
EXAMPLE-2
A lesbian raised in a conservative Christian denomination might feel compelled to undergo conversion therapy or suppress her sexuality to remain accepted.
EXAMPLE-3
Some LGBTQ+ individuals might leave their faith altogether due to trauma, while others actively work to reclaim and reinterpret scripture in inclusive ways (e.g., Queer Theology).
Disability + LGBTQ+ Identity
CHALLENGE-1

Invisibility

Disabled LGBTQ+ people are often overlooked in both disability rights movements and LGBTQ+ advocacy.
CHALLENGE-2

Accessibility Barriers

LGBTQ+ events may be physically inaccessible, or not inclusive of neurodiverse needs.
CHALLENGE-3

Healthcare & Autonomy

Disabled LGBTQ+ people may face challenges around bodily autonomy, consent, and being taken seriously.
EXAMPLE-1
A deaf queer person may struggle to access sign-language interpreters at LGBTQ+ events or clinics.
EXAMPLE-2
A person with mobility issues may find that queer nightlife and pride events are not wheelchair accessible, further isolating them.
EXAMPLE-3
A deaf transgender person may struggle to find healthcare providers who offer sign language interpreters and also respect their gender identity, limiting both their autonomy and access to appropriate care.

Inclusive Leadership Practices

USING INCLUSIVE LANGUAGE

Why it matters

Language shapes culture. The words we choose can either affirm someone’s identity or unintentionally exclude them.  Inclusive language acknowledges and respects diversity in gender, sexual orientation, and relationship structures.

Sexual orientation

Sexual preference

Gay couple

Homosexual couple

Queer (if self-identified)

Alternative lifestyle

Trans

Transexual

Assigned female/male at birth

Biologically female/male

Partner

Husband/Wife (if gender unknown)

They/Them (singular)

“He or she”

Everyone/All

Ladies and gentlemen

Spouse/Parent/Child

Wife/Mother/Son (if unknown)

RESPECTING PRONOUNS

Why it matters

Using someone’s correct pronouns is a basic form of respect. Misgendering even unintentionally can be deeply invalidating and damaging to someone’s psychological safety.

How to Ask for Pronouns

  • “Hi, I’m Casey and I use they/them. How about you?”
  • “Can I ask what pronouns you use?”
  • Include a space on forms for: Name / Pronouns

Tips for Using Pronouns Respectfully

  • Don’t assume someone’s pronouns based on appearance or name.
  • Normalize sharing pronouns in email signatures, meetings, and name tags.
  • If you make a mistake, briefly apologize, correct yourself, and move on.
  • If someone changes their pronouns, respect the update immediately.

Optional Add-Ons for Workplace Use

  • Add pronouns in email signatures:
    Jamie Lin (they/them) | Product Manager
  • Use inclusive name labels at events: Hi, I’m Taylor (she/her)
  • Create group norms for pronoun sharing, but never force disclosure.

Don’t Say

“What are your preferred pronouns?” “You don’t look like a ___.”

Say Instead

“What pronouns do you use?” (no “preferred”) Accept their pronouns without judgment or comment.

Don’t Say

“That’s too hard to remember.”

Say Instead

“Thanks for your patience as I get it right.”

CREATING SAFE SPACES

FOCUS AREA

Champion Inclusive Policies and Practices

What inclusive leaders do
  • Advocate for policies protecting LGBTQ+ employees from discrimination and harassment.
  • Ensure benefits and facilities are inclusive of all gender identities and family structures.
  • Push for equal access to promotions, development, and mentoring.
Policies create the foundation for safety and fairness. If they’re not inclusive, the culture won’t be either.
FOCUS AREA

Model Allyship in Everyday Behavior

What inclusive leaders do
  • Visibly support LGBTQ+ inclusion (attend events, wear Pride pins, display pronouns).
  • Call out inappropriate behavior or language.
  • Offer support without centering themselves.
Leadership sets the tone. If leaders don’t model inclusion, others won’t either.
FOCUS AREA

Address Bias and Microaggressions Quickly and Respectfully

What inclusive leaders do
  • Notice and interrupt biased behavior, especially in meetings.
  • Create clear channels to report discrimination.
  • Don’t tolerate excuses like “it was just a joke.”
Even small comments or jokes can erode psychological safety if not addressed.
FOCUS AREA

Create Visibility Without Tokenism

What inclusive leaders do
  • Celebrate Pride Month and other LGBTQ+ visibility days with intention.
  • Feature LGBTQ+ voices and achievements in communications or panels (with consent).
  • Avoid pressuring employees to speak for the whole community.
Representation helps LGBTQ+ employees feel seen, but not as checkboxes.
FOCUS AREA

Support LGBTQ+ Networks, ERGs, and Safe Spaces

What inclusive leaders do
  • Support creation and funding of LGBTQ+ Employee Resource Groups (ERGs).
  • Attend ERG events to listen, not lead.
  • Encourage crossfunctional allyship through mentorship and inclusive leadership pathways.
Employees benefit from peer connection, advocacy, and leadership opportunities.
FOCUS AREA

Encourage Authenticity Without Forcing Disclosure

What inclusive leaders do
  • Say: “You’re welcome to bring your full self to work, if and when you feel comfortable.”
  • Avoid invasive questions about identity, partner, or history.
  • Make space for stories while respecting privacy and boundaries.
LGBTQ+ people should feel safe to be themselves but never pressured to come out.
FOCUS AREA

Develop Your Own Cultural Competence

What inclusive leaders do
  • Educate themselves via reading, listening, or training.
  • Ask thoughtful questions without expecting emotional labor.
  • Stay open to correction and feedback.
Leaders can’t create inclusive cultures if they don’t understand LGBTQ+ realities.
FOCUS AREA

Sample Leadership Behaviors

What inclusive leaders do
  • In team meetings: “Let’s make sure we’re not assuming anyone’s gender or relationship status.”
  • In 1:1s: “Is there anything we can do to make this a more inclusive space for you?”
  • When someone shares something personal: “Thank you for trusting me with that, it means a lot.”
Demonstrates actionoriented inclusion in everyday interactions.

DO’S AND DON’TS

✅ DO: Respect, Support & Lead by Example

DO

Offer access to confidential HR or EAP resources

Scenario (positive action)
  • Jamie, a trans employee, seems withdrawn.
    You say privately:
    “If you ever want to talk confidentially, HR and our EAP are available. No pressure, I just want you to know the support exists.”
Some LGBTQ+ employees may quietly seek mental health or emotional support.

DO

Encourage DEI learning gently (unconscious bias training, inclusive language workshops)

Scenario (positive action)
  • During a team meeting:
    “We have a short workshop on inclusive language next week. It’s optional but could be useful for anyone curious about how to make communication more inclusive.”
Supports awareness while staying culturally appropriate.

DO

Support ERGs or informal peer support networks without publicizing participation

Scenario (positive action)
  • Alex joins an LGBTQ+ ERG but wants privacy.
    You say:
    “Our ERGs are here if you ever want to connect; no need to make it public.”
Maintains privacy for those who wish to engage discreetly.

DO

Be available if an employee needs a safe listener, but let them lead the conversation

Scenario (positive action)
  • Sam comes to you saying they’re experiencing subtle bias.
    You respond:
    “I’m here to listen. You can share as much or as little as you feel comfortable. How can I support you?”
Empowers individuals without pressure.

🚫 DON’T: Assume, Pressure or Overstep

DON’T

Don’t try to “correct” someone's identity based on personal or cultural beliefs

Scenario/cautionary example
  • An employee shares their pronouns. Avoid saying:
    “Are you sure that’s right? That’s unusual.” Instead, accept it and use it consistently.
Your role is to support inclusion, not debate personal identity.

DON’T

Don’t force participation in Pride or LGBTQ+ events

Scenario/cautionary example
  • Do not pressure attendance.
    Instead:
    “Our Pride volunteer event is optional, but if you’d like to join, the team would love your presence. No pressure either way.”
Let people choose what aligns with their comfort and identity.

DON’T

Don’t use religion or culture to justify exclusionary behavior

Scenario/cautionary example
  • A colleague refuses to work with a same-sex couple client citing religion.
    You respond:
    “Our workplace policy ensures everyone receives equal treatment. Let’s focus on professional obligations.”
It can erode trust, even in diverse teams with differing beliefs.

DON’T

Don’t ignore microaggressions or exclusionary behavior

Scenario/cautionary example
  • Someone misgenders a co-worker.
    You step in:
    “Let’s use the pronouns Alex shared. It’s important we respect everyone’s identity.”
Silence sends the message that discrimination is acceptable.

DON’T

Don’t assume LGBTQ+ topics are irrelevant just because people aren’t vocal

Scenario/cautionary example
  • During a DEI discussion:
    “I recognize some topics may be sensitive, but if anyone wants private guidance or to share thoughts confidentially, my door is always open.”
Many employees remain quiet due to fear of stigma or legal consequences.

DON’T

Don’t skip inclusion just to avoid “controversy”

Scenario/cautionary example
  • When planning benefits, you ensure policies are inclusive of same-sex partners, even if a few team members question it.
    You communicate:
    “Our goal is fairness and support for all employees.”
Inclusive leadership is possible without conflict or political posturing.

Policies & Legal Considerations

NON-DISCRIMINATION POLICIES

Overview of Company and Local Laws

Non-discrimination policies are fundamental to fostering an inclusive and respectful workplace environment. These policies ensure that all employees, regardless of sexual orientation, gender identity, race, religion, disability, or any other protected characteristic, are treated fairly and with dignity.

COMPANY POLICIES

Most companies have written policies explicitly protecting LGBTQ+ individuals from discrimination and harassment. These policies often extend beyond legal requirements, affirming the company’s commitment to diversity and inclusion.

LOCAL AND NATIONAL LAWS


Jurisdictions vary in the legal protections they offer LGBTQ+ employees. Some regions have explicit laws prohibiting discrimination based on sexual orientation and gender identity, while others may lack such protections. Companies must be aware of local laws to ensure compliance and uphold employee rights.

POLICY COMMUNICATION

Effective policies must be communicated through handbooks, training sessions, and internal communication channels to ensure understanding and commitment.


SCENARIO
Jordan, a new employee who is openly gay, notices a colleague repeatedly making jokes about same-sex couples. Because the company has a clear nondiscrimination policy, HR intervenes immediately, provides team training, and ensures Jordan feels safe and supported.
SCENARIO
In a region where gender identity protections are not mandated, Alex, a non-binary employee, is misgendered by a supervisor. The company’s internal inclusive policy prohibits this behavior. HR educates the supervisor and reinforces the policy, demonstrating the company’s commitment beyond legal requirements.
SCENARIO
During onboarding, Maria receives the handbook, attends a DEI session, and reviews internal newsletters explaining non-discrimination policies. She knows exactly where to go if she experiences or witnesses discrimination.

REPORTING MECHANISMS

How to Handle Complaints or Microaggressions

Clear, confidential, and accessible reporting mechanisms are essential for a safe and supportive workplace.

COMPLAINT PROCEDURES

Most companies have written policies explicitly protecting LGBTQ+ individuals from discrimination and harassment. These policies often extend beyond legal requirements, affirming the company’s commitment to diversity and inclusion.

MICROAGGRESSIONS

Subtle actions or comments that demean LGBTQ+ individuals should be addressed proactively through training and awareness programs.

INVESTIGATION AND RESOLUTION

Complaints must be investigated promptly and fairly, with updates provided throughout the process. Appropriate disciplinary or corrective actions should be taken when necessary.


SCENARIO
Companies should have step-by step reporting processes with multiple channels (supervisors, HR representatives, anonymous hotlines). Procedures should be transparent, timely, and protect employees from retaliation.
SCENARIO
In a region where gender identity protections are not mandated, Alex, a non-binary employee, is misgendered by a supervisor. The company’s internal inclusive policy prohibits this behavior. HR educates the supervisor and reinforces the policy, demonstrating the company’s commitment beyond legal requirements.
SCENARIO
Taylor reports harassment related to their sexual orientation. HR investigates, interviews all parties, provides updates, and disciplines the harassing employee. Taylor also meets with an assigned ally for support.

BENEFITS & SUPPORT

LGBTQ+ Inclusive Benefits, Mental Health Resources, ERGs

 Supporting LGBTQ+ employees goes beyond policy, it extends into benefits and resources.

INCLUSIVE BENEFITS

Health insurance should cover LGBTQ+ specific needs, including gender affirming treatments, HIV/AIDS care, fertility treatments for same-sex couples, and family-building options like adoption or surrogacy.

MENTAL HEALTH RESOURCES

Confidential counseling or Employee Assistance Programs (EAPs) provide support for employees facing stress, discrimination, or identity-related challenges.

ERGS AND PEER SUPPORT

Employee Resource Groups create safe spaces for connection, mentoring, and advocacy.


SCENARIO
Casey, a trans employee, needs gender-affirming surgery. Because the company’s healthcare benefits are inclusive, Casey’s treatment is covered, reducing financial stress and signaling support for LGBTQ+ wellbeing.
SCENARIO
Jordan, a bisexual employee, experiences anxiety after repeated misgendering. Through the EAP, Jordan receives confidential counseling and support without fear of stigma.
SCENARIO
An LGBTQ+ ERG hosts monthly meetings where employees can share experiences and resources. Taylor, exploring their gender identity, attends discreetly and finds a supportive community, helping them feel included without forcing visibility.

Training & Development



BUILDING A CASE-BASED LEADERSHIP TRAINING

These tailored training and development programs empower your team with the knowledge, tools, and cultural competency needed to foster acceptance and respect for LGBTQ+ colleagues and clients.


Phase 1

Foundational Awareness start with an LGBTQ+ Awareness & Allyship module. This is where you establish a shared language and understanding of key concepts, terminology, and challenges. For a case based approach, use real-life stories or anonymous case studies of microaggressions or misgendering in a professional setting. Participants can discuss how they would respond as a leader or an ally in those specific situations.

Phase 2

Skills-Based Leadership The Inclusive Leadership workshop should equip leaders with actionable strategies. Instead of a lecture, use interactive exercises. For example, a case study might present a scenario where a leader needs to create a safe and affirming space for a transitioning employee. This training can include role playing difficult conversations, setting inclusive meeting norms, and establishing equitable policies.

Phase 3

Navigating Specific Scenarios The Navigating LGBTQ+ Issues in the Workplace and Transgender Inclusion & Support workshops can be combined to address common workplace scenarios. A case study could involve a team member using incorrect pronouns, a client making an inappropriate comment, or an employee needing to use a gender-neutral bathroom. Training should focus on teaching leaders to address these issues proactively and empathetically, demonstrating how to uphold company policies and create a respectful environment.

Phase 4

Understanding Intersectionality This final module can explore Intersectionality & LGBTQ+ Inclusion, using case studies to show how overlapping identities such as race, religion, or disability influence a person's experience as an LGBTQ+ employee. This helps leaders understand the unique challenges faced by individuals with multiple marginalized identities and build environments that are truly inclusive for everyone.

FREE TRAINING & RESOURCE

PowerToFly

The company offers a free four-part video series on the core concepts of Diversity, Equity, Inclusion, and Belonging (DEIB).

Microsoft's "Unconscious Bias" Training

This is a free, self-paced online course that helps individuals identify the source and effect of biases.

NonprofitReady

This site offers a number of free courses, including "Intro to Unconscious Bias" and "Invisible Disabilities," which can be a great starting point for foundational knowledge.

An OUTstanding training on LGBTQ + Allyship

The training offers insights on the impact of better diversity, equity and inclusion, specifically for LGBTQ+ employees but not only, and how allies can make a tremendous difference, with simple and small actions and behaviors.

Checklists & Forms

INCLUSIVE ONBOARDING CHECKLIST

Inclusive_Onboarding_Checklist

TEAM MEETING INCLUSION CHECKLIST

Team_Meeting_Inclusion_Checklist

Quick Tips

SCENARIO

A team member reports a comment that felt racist, sexist, or offensive.

What inclusive leaders do
  • Listen calmly. Thank them for their trust. Confirm next steps without promising a specific outcome.
  • "Thank you for trusting me with this. I'm sorry you had to experience that."
    "I'm going to follow up on this immediately. Do you want me to handle this alone, or involve HR?"
SCENARIO

A major social/political event impacts employees; they seek guidance.

What inclusive leaders do
  • Consult HR/legal first. Prioritize internal communication. Decide on external response carefully.
  • Internal: empathetic brief message acknowledging the event.
    External: statement only if aligned with company values.
SCENARIO

Employee files a formal harassment/discrimination complaint with HR.

What inclusive leaders do
  • Do not investigate yourself. Refer all inquiries to HR. Maintain a safe, respectful environment.
  • "HR is handling this, and we must respect confidentiality. My role is to ensure everyone feels safe."
SCENARIO

Leader accidentally uses wrong pronouns during a meeting.

What inclusive leaders do
  • Correct immediately. Apologize privately. Practice privately to avoid future mistakes.
  • During meeting: "My apologies, I meant to say 'they said…'
    Private follow-up: "I'm sorry I used the wrong pronoun earlier. I’m working on it and appreciate your patience."
SCENARIO

Team plans a social outing centered on an exclusive event.

What inclusive leaders do
  • Intervene immediately. Encourage wider invitation. Establish new team norm.
  • "Let's make sure we find a date and activity everyone can join."
SCENARIO

Employee informs you of a gender transition and new pronouns/name.

What inclusive leaders do
  • Express support. Follow the employee’s lead. Consult HR.
  • "Thank you for sharing this. I support you 100%. What can I do to help you and the team through this process?"
SCENARIO

Employee requests schedule change to avoid working with LGBTQ+ colleague.

What inclusive leaders do
  • Do not agree. Refer to HR. Document conversation and report to HR.
  • "All accommodation requests must go through HR. Please speak with them."
SCENARIO

An LGBTQ+ employee raises that healthcare or family leave doesn’t cover their partner or family equally.

What inclusive leaders do
  • Acknowledge the concern respectfully. Connect with HR and escalate policy gaps. Follow up with transparency.
  • “Thank you for bringing this up. I’ll escalate this with HR immediately so we can ensure benefits support all employees equitably.”
SCENARIO

After addressing a microaggression, complaint, or transition, you want to ensure continued support.

What inclusive leaders do
  • Check in with the employee after a few days/weeks. Ask if they need additional support. Ensure resolution is effective.
  • "I wanted to follow up to see how things are going and if there’s anything more I can do to support you."
SCENARIO

An employee’s systems (email, HR, badge) are not updated after their transition, causing daily misgendering.

What inclusive leaders do
  • Take ownership of fixing the issue. Escalate to HR/IT immediately. Reassure the employee of your support.
  • “I’m sorry this is taking so long. I’ll push this forward with IT and HR so your information is updated without further delay.”

Your Guide to Building Safer, More Inclusive Workplaces

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