6. Create opportunities for reverse mentoring
Generational gaps exist around the world, and younger staff in many countries are often more open to LGBT+ issues, even in more traditional environments. This creates opportunities for reverse mentoring and educating senior management. In some geographies though, opportunities for reverse mentoring are limited due to a greater emphasis on seniority and hierarchical relationships.
7. Utilize social media and other technology, locally and globally
For people in locations without local resources, having access to global resources — conference calls, webinars and social media — is important. LGBT+-themed webcasts and video conferences that feature top-level executives can set an example for regional managers. Informal and confidential channels — such as hotlines and ally networks — can also be valuable. The overarching messages should be “join us in any way you can” and “we can reach out to you”.
8. Develop LGBT+ networks and unify globally
LGBT+ networks play many important roles. At the most basic level, networks help share news, information and leading practices. Networks help LGBT+ personnel who feel isolated to connect with peers, role models and allies. A global network brand also boosts visibility and strength. We renamed our network “Unity” across the globe to convey solidarity, strength and cohesiveness and added the “A” to LGBT+ to convey openness to allies.
9. Measure, solicit input and celebrate
While it is tempting to identify a long list of things to do with many possibilities, focusing on just a few enables people to clarify goals and work together to facilitate their initial success. Surveys are a great way to involve members in identifying goals and benchmarks, and generate fresh ideas. Regardless of the activities, celebrate the successes to show progress and attract others.