LGBTQ+ Internal Training and Accountability (Criterion 3a)

LGBTQ+ Internal Training and Accountability (Criterion 3a)

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Overview

Why inclusive internal training and best practices?

Despite progress in workplace LGBTQ+ inclusion, 46 percent of LGBTQ+ employees are closeted at their job. Equitable policies and benefits are critical to LGBTQ+ inclusion in the workforce but alone are not sufficient to support a truly inclusive culture within a workplace. Employers recognize that beyond the letter of a policy, additional programming and educational efforts are necessary. Ultimately, businesses invest in organizational competency programs because policy does not equal practice.

To receive credit in Criteria 3a (5 points):

Businesses must demonstrate a firm-wide, sustained and accountable commitment to diversity and cultural competency, including at least four of the following elements and the integration of intersectionality concepts into a training or education offering (5 points):

  • New hire training clearly states that the nondiscrimination policy includes gender identity and sexual orientation and provides definitions or scenarios illustrating the policy for each.
  • Supervisors undergo training that includes gender identity and sexual orientation as discrete topics (may be part of a broader training), and provides definitions or scenarios illustrating the policy for each.
  • Integration of gender identity and sexual orientation in professional development, skills-based or other leadership training that includes elements of diversity and/or cultural competency.
  • Senior management/executive performance measures include LGBTQ+ diversity metrics.
  • Integration of intersectionality in professional development, skills-based, or other training (may be a part of a broader training or aforementioned training) (required for credit).

 

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