It’s a fact that more inclusive organizations can be more successful. Inclusive teams exhibit a 35% productivity boost over non-inclusive teams. Moreover, inclusive companies are 1.7 times more likely to be innovative and generate 2.3 times more cash flow per employee, according to Josh Bersin.
So why wouldn’t you want to promote increased inclusivity throughout your organization? One key strategy to achieve this goal is to make your LGBTQ people feel seen and heard. Here are five tips for doing just that from the members of Peppercomm’s Laughing Matters Council. While inclusivity is no joke, the Laughing Matters Council is a group of experts who combine wit and wisdom to help companies develop new ways to engage with and retain employees and communicate successfully with other stakeholders.
1. Assume everyone is queer.
Not really But isn’t it interesting that most straight people often assume everyone else is straight? This tip comes down to using inclusive language. By subbing in “partner” rather than husband or wife (and not assuming binary gender as a default), you include everyone’s relationship in your communications by assuming that folks in your group represent a variety of identities when it comes to gender and sexuality.
This mindset will save you from the type of blunder my colleague made recently. I was working on a team of all women, and the team lead suggested we “include the husbands” for our upcoming happy hour. I shared that I’m queer and don’t have a husband.
Her: “Your wife then!”
Me: “I’m not married!”
Her: “Your… girlfriend?”
Me: “They’re nonbinary”
Whew! While I certainly wasn’t offended, it would have been smooth sailing if that team leader had simply suggested we bring partners. Or better yet: “Anyone who wants to bring a guest should feel free!”
– Liz Joynt Sandburg, Head of Comedy Arts, DePaul University
2. Don’t be overly enthusiastic.
We get it. You want to be supportive. But there is a point at which the eagerness becomes too much, especially if you try to express it by dismissing the real hardships people face. This reminds me of the exchange between Lil Nas X and Kevin Hart on HBO’s The Shop. Nas was answering a question about announcing his sexuality when Hart interrupted, “He said he was gay, so what?” Hart was criticized for making insensitive gay jokes early in his career, so it looked like he was overcompensating to show he has matured since then. His overly enthusiastic interjections, however, just made things weird. Instead of overdriving on supportive energy, he could’ve just been cool. Save the fight for when bigots are on the attack or when some misguided friend or loved one won’t let up.
– Luvell Anderson, Professor of Philosophy at University of Illinois Urbana-Champaign
3. Don’t try too hard.
No one likes a one-upper. Even though you might mean well, when you learn that someone is queer in conversation, chiming in with “My cousin is queer!” makes it seem like you’re trying to impress. Stop that. Imagine mentioning your kids in conversation, and then someone interjects with, “No way! My friends have kids.” And…? You made it weird. If you’re having a conversation with someone new, regardless of orientation, be curious and center the conversation around learning about them.
– David Horning, founder, Water Cooler Comedy
4. There’s a difference between being an ally and cultural appropriation.
I’ve noticed that one of my fellow comedians (cisgendered straight white male) always greets me at the club where we’re both regulars in a specific way: “Hi, Clayton. How are you?” But when one of our black coworkers enters, all a sudden it’s, “Yo, my man! What’s up?” It’s cringeworthy, even if his intentions are pure.
If you’re part of the cishet crowd, upon hearing your gay coworker has been promoted, a simple “Congratulations, Jeremy. Well deserved!” may land better than an over-the-top “Yasssss queen!!!” Be yourself, and let others be themselves, too. It’s the only way to be a genuine ally.
– Clayton Fletcher, Peppercomm’s Chief Comedy Officer and Co-Author of The
ROI of LOL
5. Show up, but with genuine intentions only.
I once had a manager who attended an affinity group session simply to record and later attack heartfelt comments from attendees. It pains me to this day that I failed to check her post-session enmity. I thought my abrupt resignation sent a strong statement to the organization, but looking back, I wish I had sent an even larger message to my manager. Something like the Key & Peele “Office Homophobe” sketch in which a coworker is forced to realize that they’re “just an asshole.” My manager’s cubicle was right next to mine. I missed a legendary moment!
– Malcolm Frierson, Assistant Professor of History, Riverside City College
While taking to heart these five tips won’t eliminate ignorance or outright homophobia in your organization, they offer concrete steps everyone can take to make your workplace more welcoming, more collaborative and more successful. While Pride Month only lasts 30 days, taking pride in your colleagues and their unique life experiences should be a year-round focus.
As a community of like-minded humorists with diverse backgrounds and thinking, Peppercomm’s Laughing Matters Council seeks to help businesses harness the power of humor to support cultural changes and business growth through ground-breaking research and thought leadership.