How can you include LGBTQ+ messaging in your organization's DEI communications?

1 Know your audience

Before you craft your LGBTQ+ messaging, you need to understand who you are talking to and what they care about. Your audience may include your staff, board, donors, partners, beneficiaries, or the general public. Each group may have different levels of awareness, interest, and engagement with LGBTQ+ issues. You can use surveys, interviews, focus groups, or other methods to gather feedback and insights from your audience. This will help you tailor your messaging to their needs, expectations, and preferences.

2 Use inclusive language

Language is a powerful tool to communicate your organization's values and vision. When you use inclusive language, you demonstrate respect and recognition for the diversity and dignity of LGBTQ+ people. For example, use gender-neutral terms such as "people", "staff", "participants", or "spouses" instead of "men", "women", "boys", "girls", or "husbands" and "wives". Additionally, use pronouns that match the gender identity and expression of the person you are referring to, like "he", "she", "they", or "ze". You can even ask people for their pronouns or use a pronoun badge or signature. Moreover, use terms that LGBTQ+ people use to describe themselves, like "queer", "non-binary", "pansexual", or "asexual". You can also utilize the umbrella term “LGBTQ+” or the acronym “SOGIE” (sexual orientation, gender identity, and expression).

3 Share stories and data

Stories and data are powerful tools to demonstrate the importance of LGBTQ+ messaging. Stories can emphasize the voices, perspectives, and successes of LGBTQ+ people in your organization or community. Data, on the other hand, can present the facts, figures, and trends that affect LGBTQ+ people and their rights. Through stories and data, you can educate your audience about the challenges and opportunities that LGBTQ+ people face, such as discrimination, violence, health disparities, or legal barriers; inspire them to take action or support your organization's mission, vision, and goals related to LGBTQ+ issues; and celebrate your organization's accomplishments and progress in advancing LGBTQ+ inclusion and equity.

4 Align with your values and goals

Your LGBTQ+ messaging should not be a superficial effort, but rather an integral part of your organization's values and goals, and DEI strategy. To ensure this, create a clear and consistent vision and policy for LGBTQ+ inclusion and equity in your organization, establish measurable objectives and indicators, provide regular training and resources, as well as engage with LGBTQ+ organizations in your sector and community. All of these steps will help you create an inclusive environment that supports LGBTQ+ rights.

5 Be authentic and accountable

Finally, your LGBTQ+ messaging should reflect your organization's authentic and accountable commitment to LGBTQ+ inclusion and equity. To ensure this, you should be honest and transparent about your strengths, weaknesses, and challenges in LGBTQ+ inclusion and equity. It's also important to acknowledge any mistakes, gaps, or feedback that you receive from your audience or partners. Additionally, seek and incorporate diverse and inclusive perspectives from LGBTQ+ people in your organization and community. Lastly, celebrate and recognize successes in LGBTQ+ inclusion and equity while acknowledging that there is always room for improvement and learning.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?