Joining the Ally Forces

As an HR leader, I like to think of myself as well-versed in topics of diversity, equity and inclusion. But a recent event in my personal life brought the discussion closer to home and helped me progress in my journey of understanding.  

Early this year, one of my family members shared with me they identify as nonbinary. I’m so grateful they have come out. When I think about where they were a few years ago – experiencing depression and anxiety – versus where they are today – living with peace and confidence – it’s made all the difference.

I know it won’t always be easy for my family member to be openly nonbinary. Members of the LGBTQ+ community face the uncertainty of acceptance in situations many of us take for granted. When a coworker asks about their weekend plans, how much will they feel comfortable sharing?

I believe each of us has the power to create a world of greater acceptance. On an individual level, we can take some small but powerful actions today to be an ally.

• Seek to understand. An internet search is one of the first things I did after the conversation with my family member. To be as supportive as possible, I knew I needed a better understanding of what it means to be nonbinary. Thankfully, in the digital age, we have many resources available to help us approach others with respect. This recent NPR article is a great place to start.
• Use your preferred personal pronouns in email signatures and social media profiles. This simple gesture communicates that you’re an ally and makes space for others to share their own pronouns.

And if you’re a leader in your organization, take steps to create a more inclusive workplace culture where your team members can freely collaborate and innovate without anyone feeling isolated.

• Get involved with your company’s LGBQ+ employee resource/affinity group. I’m proud that AT&T is home to one of the U.S.’s first employee groups for LGBTQ+ people and allies, LEAGUE at AT&T. It’s a safe space where employees of all backgrounds can come together to network, grow professionally and support our communities. If your company doesn’t yet have an LGBTQ+ employee group, start one.
• Familiarize yourself with company policies that protect LGBTQ+ employees. Read through your company’s Equal Employment Opportunity (EEO) and harassment policies so you understand your role and responsibilities.
• Advocate for policies that go further to support your LGBTQ+ employees. For example, at AT&T, we have a policy in place that provides guidance to transgender employees and their supervisors. It includes details on updating their gender marker and identity in our systems and outlines resources to help socialize a transition with their work group.

Even if we’re not aware of it, each of us likely has someone close to us who struggles with acceptance, whether it’s a family member, child, or coworker. Seemingly small efforts to understand and demonstrate our support can create ripples of acceptance.

Angela

P: She/Her/Hers