Three ways we can be better LGBTQ+ allies

By Katrina Troughton, Managing Director, IBM Australia & New Zealand

A very happy Pride Month to everyone! This year’s celebration is particularly special for me since I recently received the CEO of the Year award at the 2021 Australian LGBTQ Inclusion Awards. Thank you to ACON’s Pride Inclusion Programs for the work they do every day, and for their recognition of everything we’re seeking to do at IBM in Australia and New Zealand.

I’m deeply humbled to have received the inclusion award. Humbled because as a leader, there is still so much to understand and learn on this journey. But one thing I know for certain is that everyone deserves to thrive because of who they are – not despite who they are. Everyone deserves to feel safe and appreciated and to be able to bring their full self to work.

It really is that simple. Yet the 2020 Australian Workplace Equality Index study reveals that there has been an increase in unwelcome jokes, innuendo, bullying and harassment in Australian workplaces. It also found that there has been a 17 percent fall in the number of employees who are willing to be out to everyone at work, and a marked increase in the number of Australians who are completely closeted to their colleagues. 

This proves there’s still more we collectively need to do to improve the employee experience across all workplaces. This is not just about members of the LGBTQ community however. Each of us need to be active allies – people who promote and progress equality and inclusion through intentional and positive everyday efforts to advance those who may be different from ourselves.

Allyship can take many forms, but here are three simple ways anyone become a more active ally.

Be aware and affirming

Being an ally to colleagues can be as simple as listening, paying attention and affirming other people’s voices. These small, everyday gestures, or ‘micro-affirmations’, can really build and have a big impact on the culture of a team and organisation. They empower individuals, ensure a diversity of voices and perspectives are heard and build acceptance and belonging.

In our business, we believe that the more we listen to our colleagues of diverse genders, gender identities, sexualities, backgrounds and abilities, the more we can understand and empathise with their experiences. And ultimately, the more inclusive our organisational culture and offerings will be.

Be an upstander

Like every employee, the LGBTQ+ community need advocates to support them in speaking out and creating work environments that respect and embrace their diversity.

For those in a position to do so, it’s about using privilege to be a powerful voice alongside an underrepresented community. This will often mean taking a stand against discrimination or calling out harmful comments and stereotyping.

But becoming an ally and upstander isn’t always easy. At IBM, we provide training and support to help every employee become an upstander through inclusive behaviours. Our goal is to create a culture of conscious inclusion where every IBMer stands up for justice, calls out bias and supports colleagues to be fully themselves at work.

One way we’re making this happen is through our LGBTQ+ Ally Championship Badge. To earn this badge, IBMers must complete IBM’s comprehensive LGBTQ+ learning modules and then take visible action to create a supportive and inclusive culture. And it’s not just for IBM – other companies can also take advantage of this badge program to support employees who are standing up for equality.

Be mindful with language

Language is one of the most powerful tools we use to create connections and common understanding. It is essential for building relationships and an inclusive environment where everyone feels welcome and supported.

Inclusive language works to treat all people with respect, dignity and impartiality. It challenges us to change our habits, and makes us consider the implications and impact of words and phrases on others based on their experiences and identities.

Making sure we use the right pronouns or refer to our colleagues in the way they want to be addressed fosters a climate of respect and inclusion. And if you aren’t sure, just ask.

Being consistent in your descriptions of others, using gender-neutral language and being aware of heteronormative phrasing are all important too.

Creating an inclusive work environment regardless of an individual’s sexual orientation, gender identity or gender expression is not the responsibility of a single person or team. We all have a part to play to embed inclusion and diversity in our work cultures.

IBM has a rich heritage of promoting diversity and inclusion, yet each of us still has the opportunity to learn and grow. That is why, wherever we are in the world, we celebrate diversity of thought and inclusion in everything we do. We know that it’s fundamental to our success, which is why diversity and inclusion will always be integral to how we work at IBM.

Again, happy Pride Month!