Inclusive Meetings: Key Considerations for LGBTQ+ Employees
Meetings and events are where decisions are made, relationships are built, and ideas are shared. They’re also where exclusion and microaggressions can sometimes slip through the cracks. If you want to ensure your meetings are truly inclusive for LGBTQ+ employees, it’s time to start thinking about how to make everyone feel seen, heard, and respected.
Here’s how to build a meeting environment that’s inclusive of LGBTQ+ employees—and why it matters.
Start with an Inclusive Introduction:
One of the easiest ways to create an inclusive environment is to normalize sharing pronouns. At the beginning of every meeting, introduce yourself with your name and pronouns: “Hi, I’m Bernadette, and my pronouns are she/her.” Then invite everyone else to do the same. This simple step helps set the tone for respect and inclusion from the start and makes it easier for everyone, especially LGBTQ+ employees, to feel comfortable sharing their pronouns.
Be Mindful of Language:
When leading meetings, make sure the language you use doesn’t make assumptions about anyone’s gender or sexual orientation. For example, avoid using phrases like “ladies and gentlemen” or “guys.” Instead, try more inclusive terms like “everyone,” “team,” or “folks.” It’s a small change, but it’s an important one for creating an environment where LGBTQ+ employees feel seen.
Make Space for Every Voice:
In a truly inclusive meeting, everyone’s voice should be heard—especially the voices of LGBTQ+ employees who may feel marginalized or hesitant to speak up. Be mindful of who’s talking. If you notice certain voices dominating the conversation, encourage others to contribute. You can say things like, “I’d love to hear from someone who hasn’t spoken yet,” or “Let’s make sure we’re hearing from all perspectives here.” This helps create a balanced and supportive space for all employees, regardless of gender or sexual identity.
Addressing Microaggressions in Meetings:
Microaggressions—small, often unintentional comments or behaviors that can be hurtful to others—can happen in any meeting. For example, someone might make a dismissive comment about a colleague’s appearance or assume that everyone in the room shares the same sexual orientation. These comments can create an uncomfortable or unsafe atmosphere for LGBTQ+ employees.
If a microaggression happens, address it calmly and respectfully. You don’t have to make a big deal of it, but you can say something like, “Let’s remember to keep the conversation respectful of everyone,” or “That comment might be unintentionally harmful—let’s be mindful of how we speak to each other.” By addressing microaggressions directly, you help prevent them from continuing and show that your workplace values respect and inclusion.
Ensure Accessibility for All:
An inclusive meeting is also an accessible meeting. Make sure everyone, including LGBTQ+ employees with disabilities or different needs, has access to the same opportunities to participate. This might mean providing captions for virtual meetings, offering written materials in advance, or using technology that’s compatible with screen readers.
Want to Make Your Meetings More Inclusive?