Today, more employers are advocating LGBTQIA+ inclusive policies. And better yet, leaders are driving change from the front.
Dan Groth, Director, Customer Experience & LGBTQIA+ Pillar Lead from Knight Frank, is one such leader.
As he explains, the company’s DEI pillars (LGBTQIA+, Gender, Race & Faith, and Ability & Well-being) strengthen its overarching Diversity, Equity, and Inclusion (DEI) strategy to continue its journey to educate, raise awareness, share stories, and build a more inclusive workplace.
“I’m responsible for leading our pillar to make positive, meaningful change throughout the organization, and ensure that everyone feels like they can bring their authentic selves to work. It’s also a unique opportunity to shape our company culture and values.”
For leaders and professionals alike, here are nine ways organizations can bring LGBTQIA+ inclusion to life.
1. Incorporating diversity in strategic direction
Since Knight Frank relaunched its DEI strategy earlier this year, Dan wanted to be part of its journey to promote diversity and inclusion throughout every level.
“We reviewed our progress so far and were honest about where the gaps are, and what additional changes needed to be made. In an ever-changing business landscape, the potential is endless.”
For leaders, establishing strategic DEI goals can represent a powerful commitment for team members. For Dan and others in Knight Frank, it signified an exciting time for them to collaborate with different stakeholders, learn from best practices, and drive positive outcomes.
2. Listening well
Perhaps it goes without saying, that feeling listened to and heard in our workplace can make us feel valued, appreciated, and respected. For Dan, one of the most rewarding parts of his role is connecting with colleagues and clients to listen and learn from them.
“I love hearing their stories, learning from their experiences, and collaborating with them on initiatives that promote equality and respect for all. It makes a difference too, receiving support from senior leaders and the wider business community, as everyone is committed to fostering a culture of acceptance and positive change.”
3. Championing events
In addition to listening well, events can be a wonderful opportunity to amplify people’s voices, celebrate, and recognize one another. One of Dan’s proudest achievements so far was successfully organizing and executing an event in Sydney, in collaboration with Building Pride. The event focused on the theme ‘Challenging Sex and Gender assumptions in the workplace’.
“It attracted more than 80 participants from various backgrounds and industries! It was a great opportunity to raise awareness, share best practices, and foster dialogue about how to create more inclusive and respectful workplaces for LGBTQIA+ people and their allies.”
4. Creating connections
In addition to achieving event success, Knight Frank‘s LGBTQIA+ pillar has gone from strength to strength, attracting six new members.
“This has included two employees who are parents to transgender children. It shows our pillar is not only a safe and supportive space for LGBTQIA+ people, but also a platform for allies and advocates to join us and learn from each other.”
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5. Facilitating diversity training programs
Diversity training programs at work can have a lasting, positive impact on company culture – something Dan understands. This is why he’s particularly excited about Knight Frank’s partnership with ACON, Australia’s first and only national not-for-profit employer support program for all aspects of LGBTQIA+ workplace inclusion. Team members are looking forward to being part of its Pride Inclusion Program, Pride in Diversity.
“By joining this program, we’ll have access to resources, training, benchmarking, and networking opportunities to help us improve our policies, practices, and culture as an LGBTQIA+-friendly employer.”
6. Focusing on holistic well-being, including mental health
Having roles that inspire and challenge us can empower us to do our best work. As Dan can attest, his role enables him to challenge himself, while achieving personal and professional growth.
“It’s an environment where you’re encouraged to learn new things, surrounded by leaders who are passionate about mentoring and developing your skills. It’s a place that promotes wellness. It’s a place where you’re encouraged to be yourself.
“My leader has an open-door policy, so I can always discuss things that are on my mind. Having leaders like this allows me to bring my authentic self to work and look after my health and wellbeing.”
On a more personal note – things haven’t always been smooth sailing. He acknowledges the impact of depression and anxiety on his abilities and career.
“They’ve been huge obstacles that have affected my motivation and drive on days when I needed to focus. I’m very open about my struggles with anxiety and depression, and how important it is to not only talk about it with friends and family but also create awareness about these issues in our society.”
It’s a topic he thinks should be spoken about more. As such, in his capacity as a leader, he’s working to create spaces where everyone: “no matter who they are, feels comfortable enough to say, ‘I’m not okay,’ and ask for help.”
“There is still a stigma around mental health, so by openly discussing it, I hope it creates fewer challenges for other people in their careers and lives.”
7. Leading with courage
Part of being a good leader can mean having the courage to have open, sometimes uncomfortable conversations. Why? They’re moments with the power to educate and create change.
“There’ll be times when we need to listen and be part of conversations that might feel uncomfortable or difficult to understand. It’s important to allow people to tell their story and educate us on topics we aren’t familiar with or have experienced ourselves.”
What happens when these conversations don’t take place?
“Without these conversations, we don’t grow as a society and, unfortunately, it creates a less inclusive place where marginalized groups feel like they don’t belong or feel safe.”
For leaders and others to do better in having them, his advice is this: “Don’t be afraid to have the conversation, even if you might not always agree. By allowing yourself to be open to change and growth, you’ll allow others to see this and do the same thing. By being a visible advocate, you provide greater visibility to others.”
8. Granting people more visibility
Many of us have heard the adage: We can’t be what we can’t see. It’s something Dan believes (and we agree!) still rings true.
“We need to allow everyone to live their authentic selves. By doing so, other people who are struggling or still figuring out who they are will see other people like them in the world and feel accepted, safe, and like they belong.”
For example, he shares, imagine you had a family member who was coming to terms with their sexuality. Or who was having challenges with their mental health.
“What if we’re not creating a world where these differences are accepted or considered ‘normal’? Then that person you care for can’t be who they truly are, or won’t seek the help they may need. I want to create and be part of a world that celebrates differences and enables future generations to succeed happily, safely, and openly.”
In this respect, he acknowledges the difference role models from the LGBTQIA+ community have made for him.
9. Keep looking forward
While it’s important to acknowledge and appreciate the progress we make, there’s always more work to be done.
“I see that as a good thing, though! In a forever-changing landscape, we’ll continue evolving, shaping our reputation as a great place to work, and supporting our clients and wider global teams. Working alongside our incredible senior leadership team and DEI pillar leads, I know we’re growing in a positive direction and are in safe hands.”
One last thing he encourages others to keep in mind?
“Sometimes, it’s easy to forget that we’re all human. But no matter our differences, we’re all the same. We live in a world with so much variety, from sexual orientation to gender, religious beliefs, political views, culture, abilities, and more. Everyone deserves to be heard and given a voice.”
