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“Diversity” and “Inclusion” are two current buzzwords in the corporate world. More and more companies around the world are becoming aware of the need for an inclusive society and workplace, and that includes Singapore as well.
But how can companies go the extra mile than just hiring LGBTQ+ employees or putting up a rainbow flag every June? Corporations have the power to make a ton of difference in shaping a culture reflective of today’s society – and there are plenty of ways to go about this. From policies to sensitivity training, we’ll explore ways companies can be more inclusive to LGBTQ+ employees.
1. Implement comprehensive anti-discrimination policies
First things first, having a clear anti-discrimination policy is integral in Singapore, especially considering our multicultural society. But beyond non-discriminatory practices against race and religion, sexual orientation and gender identity should also be considerations. The good news? Many companies in Singapore already have general anti-discrimination clauses, but more specifications and explicitness regarding LGBTQ+ rights should be encouraged to avoid ambiguity. These policies should be clearly defined in the employee handbook and communicated to all staff from the get-go.
Take for example Google, which has comprehensive Diversity and Inclusion policies that specifically cover LGBTQ+ employees. They actively promote a workplace where everyone is respected, regardless of who they love or how they identify. Such policies not only protect LGBTQ+ employees should any discrimination arise, but also set a standard for acceptable behaviour at work.
2. Create LGBTQ+ support groups
Credit: Fortune
Some companies have employee-led support groups for specific individuals, such as parents or females. The same can and should be done for LGBTQ+ individuals in the workplace to build a supportive community within the company. These groups provide a safe space for LGBTQ+ employees to share their experiences, as well as for allies to learn and offer support. Additionally, they also serve as a platform for organising events, discussions, and advocacy within the company.
DBS Bank has an active LGBTQ+ support group called “DBS PRIDE,” which focuses on creating an inclusive environment and offers a support network for LGBTQ+ employees. Some of their activities include organising internal events throughout the year, like panel discussions and social gatherings that raise awareness and foster a sense of belonging
3. Have inclusive benefits for employees
Benefits tend to be one of the top priorities during job searching. But beyond annual leave and dental care, inclusive benefits are another tangible way to show support to LGBTQ+ community. This could include health insurance that covers same-sex partners, mental health support services that are sensitive to LGBTQ+ issues, or even parental leave policies that cater to diverse family structures. These benefits send a clear message that the company values all employees equally.
Some multinational companies, like Johnson & Johnson, offer medical benefits to the domestic partners of employees, regardless of their gender. While this is still not common practice across companies in Singapore, it sets a precedent and shows that it is indeed possible to provide such inclusive benefits which hopefully the local workforce will adopt in due time.
4. Educate all employees with sensitivity training
Creating a truly inclusive workplace requires more than just policies on paper – it needs a shift in culture. A good way to achieve this is through sensitivity training that educates employees about LGBTQ+ issues, including appropriate language use, understanding pronouns, and addressing unconscious biases. This helps create a more understanding and respectful environment for everyone. In an ever-changing and slowly-progressing society such as Singapore, there are bound to be instances of insensitivity towards LGBTQ+ colleagues, whether intentional or not.
Companies like Accenture have made it a point to include LGBTQ+ topics in their Diversity and Inclusion training sessions. They cover practical scenarios such as how to address a colleague who identifies as part of the or how to handle instances of inappropriate behaviour, such as bullying or harassment, in a respectful and professional manner.
5. Celebrate LGBTQ+ events authentically
Of course, the most straightforward way a company can show their allyship is through participating in or supporting events like Pink Dot or hosting internal Pride Month celebrations. Organisations can even go the extra mile by sponsoring a booth at the event, or donating money to LGBTQ+ causes.These acts can make a huge difference – it shows solidarity and supports the community. However, it’s important that these actions are genuine and backed by year-round efforts, rather than just being token gestures during June.
Case in point, Facebook Singapore is known for its vibrant support of Pink Dot and other LGBTQ+ initiatives They go beyond just participating by also using their platform to amplify LGBTQ+ voices and issues, showing a deeper commitment to the cause. In 2024, they also had guest speakers and drag performances in their office to emphasise their inclusive culture.
Companies In Singapore Can Afford To Have A More Inclusive Workplace Culture
Creating an inclusive workplace for LGBTQ+ employees in Singapore is not just about doing the right thing, it’s also about fostering a healthy, productive, and innovative work environment. It might seem like a big challenge, especially in a society where conversations around LGBTQ+ rights are still evolving. But every small step, from implementing clear policies to supporting local LGBTQ+ initiatives, can make a significant difference. By embracing these inclusive practices, companies not only support their employees but also contribute to a more diverse and equitable society as a whole.
Inclusivity is more than just a policy, it’s a culture. And with genuine effort and commitment, companies in Singapore can pave the way towards a more inclusive future for all employees. Here’s to a more accepting and diverse workplace!
If you or someone you know is struggling with sexual identity or coming out, A Space Between provides a safe environment for support with queer-friendly counsellors. Besides being a resource for help, A Space Between also shares advice on therapy and LGBTQ+ issues through online blog articles, as well as holding community events. Additionally, they provide safe environments and spaces for counselling or therapy, so you will be guaranteed utmost anonymity.
