The business case for an inclusive environment has long been clear, and the thesis is simple: when employees feel comfort and a sense of belonging, they are better equipped to perform and contribute to the success of the business. However, the growing backlash against diversity and inclusion initiatives has begun and it would be foolish to put this down to simple populism.
Most modern day inclusion initiatives are anchored strongly in support for transgender and queer communities. Well meaning, but sometimes malicious activists and diversity practitioners would have us believe that the LGBTQ+ community stands under one progress flag umbrella. However, many lesbian, gay and bisexual individuals feel this so-called umbrella not only doesn’t represent us, but actively works against our interests.
LGB Business Forum was founded to support businesses and employers through this difficult topic and provide a counterweight to the activist voices who currently dominate the advisory field. Our latest research, released earlier this month, indicates that 91% of LGB employees across a broad range of organisations feel uncomfortable being included under the LGBTQ+ umbrella. More worryingly, 85% of individuals surveyed reported that the inclusion training their organisation provides lacks any neutrality in this area and presents many contested ideologies as ‘settled science’ and fact.
Many lesbian, gay and bisexual people find the belief that biological sex is irrelevant and that through transition it is possible to become ‘lesbian’ or ‘gay’ to be profoundly homophobic. Worse still is the insistence by many that the word ‘queer’ should be reclaimed and that this applies to all people who are lesbian, gay or bisexual. For many folks, ‘queer’ was the word shouted whilst they were subjected to homophobic abuse and not something to be reclaimed or made positive by those clueless about the historical context.
Over a third reported that they have been advised by their HR department to stay silent about views which may conflict with LGBTQ+ employees. One must ask how such rigid enforcement creates an inclusive workplace? Is it? Or is it just creating an environment of compelled conformity?
Businesses should look holistically at the topic of inclusion and with all employees equally considered. An environment where one group of employees cannot express their disagreement with a contested belief system is hardly one where they will feel comfortable and able to perform at their best. Even worse, such rigidity and forced conformity could have a chilling effect and prevent the free expression of ideas whilst stifling healthy debate.
The baseline of the law should be considered, not the interpretation of it by lobby groups masquerading as inclusion experts. Businesses should also comprehensively think through the consequences of implementing inclusion initiatives and carefully consider what problem they are trying to solve. Inclusion initiatives must be centred on optimising an organisation to perform at its best by bringing the workforce closer together, united by a common purpose. This can hardly be achieved when one group feels they can’t speak and that their needs are deprioritised in favour of a much contested ideology.
