First Steps You Can Take Towards Nondiscrimination

The first step is to know where you - and your organization - stand. Questions to ask include:

• Does your group already have a nondiscrimination policy? If so, does it include sexual orientation and gender identity/expression?
• Is there a diversity or workplace education program in place?
• Is there a committee, officer, or HR department that deals with workers' or members' concerns?

Once you know what already exists within your organization, the next steps are to lay the groundwork for more inclusivity. The most basic steps are:

• Request or initiate diversity training. The purpose of this type of training is to increase awareness of variety within an organization. By just talking about different groups of people that exist, your group protects against civil rights violations, increases the inclusion of different identity groups, and promotes better teamwork.
• Form a Safe Space program. These programs are designed to create a safe environment and let workers know that a company values and respects all people. Safe space programs usually post stickers, magnets, flyers, and/or posters to create an environment that lets LGBT employees know they are supported and safe.
• Be out yourself, either as an LGBT person or an ally. The coming out process varies from person to person, and openness and acceptance varies from organization to organization, but this is the simplest and most significant way you can impact those around you. Discrimination thrives on ignorance, and by coming out you humanize the issue, normalize diversity, and begin the conversation.

Once the basic foundation is in place, you need to get the organization to formalize its nondiscrimination.

• Ask your group to create an inclusive nondiscrimination policy. (If a policy exists but does not include sexual orientation and gender identity, ask that they be added.) The best policies are clear and specific. They:
• List the groups most often facing discrimination (including all LGBT folk)
• Enumerate the types of behaviors that will not be tolerated
• Include a grievance procedure, penalties for violating the policy, and protections from retaliation.
• Form a diversity or LGBT employee resource group. These groups can be simple social networking or support groups, or centers of activism that advocate for organizational change. Find out if there are policies for creating such groups, what kind of support or sponsorship is needed, and what kind of representation or resources they will have.
• Work with other non-LGBT groups within the organization and community. Joint activities and other collaborative events strengthen all involved and increase visibility and awareness of LGBT members.
• Organize and make the case for domestic partner benefits, where a company or organization offers the same benefits to committed unmarried couples as married couples.

These steps are just the tip of the nondiscrimination iceberg. Equality NC will be offering more information going forward, and you can also find many resources online.

(We also encourage you to support our efforts to achieve statewide nondiscrmination. If you've experienced workplace discrimination, share your story. If you're gainfully employed, make a donation.)