CONCLUSION ODYSSEY FOR EQUALITY /
Let’s Start Our Common Journey Odyssey for Equality
LGBTIQA+ inclusion in the workplace does not only benefit a small minority. Even straight cisgender employees can benefit from a more inclusive environment without discrimination and biases. When employees can be who they are without fear, they can bring their full energy to the workplace and society. It is therefore essential for the common benefit of every employee and every workplace to ensure inclusion . There is no doubt that creating an inclusive work environment for LGBTIQA+ people will be a long and arduous journey. That’s why our project is called “Odyssey for Equality.” We are well aware of the social, cultural and economic challenges associated with ensuring its success, but we also have the confidence and courage required to push forward this thrilling change. Promoting LGBTIQA+ inclusion in a company requires coordinated efforts from all seniority levels and from all departments.
More specifically:
There is no one-size-fits-all solution to making the workplace more inclusive towards LGBTIQA+ people. Depending on the inclusion maturity level of each company or subsidiary, we suggest choosing the most appropriate recommendations from our detailed guide, requesting external help from local non-profit organizations, starting with small projects, demonstrating every value created by LGBTIQA+ inclusion in your workplace, making quick iterations, and improving the program over time with feedback and lessons learned. This guide was created thanks to the altruistic contributions of our project members. We hope to enrich it in the future with experiences from public sector employers, small and medium-sized companies, as well as gig economy and self-employed workers. Please feel free to share your comments with us and join us in this common journey – Odyssey for Equality.
• the Board, CEO and senior executives should demonstrate strong leadership and make public their commitment to making Diversity & Inclusion a core value of the company, • the HR department should nurture a working environment that enables LGBTIQA+ inclusion by means of training, new technologies, gender neutral principles, and an intersectional approach. • HR should also encourage employees to become allies and mentors and support their LGBTIQA+ colleagues. • Business and technical teams should integrate LGBTIQA+ inclusion in business development and technical innovations and allow LGBTIQA+ inclusion to create values for the clients and the society in general.
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