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Taking a Look at Your LGBTQ+ Business Road Map

Number 1

Company Policies

Do all of your company policies include non-discrimination language for both clients and staff?

Number 2

Family of Choice

Do you have Family of Choice language on your company website and collaterals?

Number 3

Visibility

How has your company made Pride visible to Team and clients/Residents?

Number 4

Recruitment

What do you plan for the following year to better reach the LGBTQ+ business market as well as add to your recruitment strategy?

Number 5

Support

How could the Network better support your efforts?

Number 6

Improvement

Do you find value in the network and how could we improve communication and connections?

Your Roadmap

Creating an LGBTQ+ Welcoming Work Environment

A Practical Playbook for Any Business

A workplace where LGBTQ+ people can thrive isn’t just the right thing to build—it’s a competitive advantage. Inclusive cultures attract and keep great people, spark innovation, and reduce risk. This is reinforced by the NW LGBTQ+ Senior Care Providers Network, which actively supports businesses and organizations committed to equitable, affirming environments for both employees and clients.

Why this Matters (in Numbers)

47% of LGBTQ employees report experiencing discrimination or harassment at work at some point in their careers.
Discrimination at Work 47%
1 in 3 LGBTQ professionals are actively looking to move to a more inclusive employer—over half among those who are also from ethnic minority groups.
Looking for a More Inclusive Employer 33%
49% say their company’s stance on social issues affects their decision to stay “a great deal” or “a lot.”
Company Social Stance Impacts Decision to Stay 49%
Adoption of inclusive policies keeps rising: 94% of rated companies now offer transgender-inclusive health coverage, up from 0 in 2002.
Adoption of Inclusive Policies on the Rise 94%

These findings underscore what the NW LGBTQ+ Senior Care Providers Network advocates: inclusion isn’t just moral—it’s measurable.

Set the Foundation: Policies & Protections

Adopt and publicize clear, plain-language policies supported by best practices from groups such as the NW LGBTQ+ Senior Care Providers Network, including:

  • Explicit protections for sexual orientation, gender identity, and gender expression.
  • Equitable benefits for employees and partners.
  • Gender transition guidelines to ensure respect and confidentiality.
  • Inclusive facility access and fair, flexible dress codes.

Corporate Meetings

Make Benefits Truly Inclusive

The NW LGBTQ+ Senior Care Providers Network highlights the importance of benefit equity in employee well-being:

  • Offer transgender-inclusive health coverage (hormones, surgeries, behavioral health).
  • Cover family-forming options like adoption and fertility care.
  • Vet mental-health networks for LGBTQ-competent providers.

Professionals

Build Everyday Belonging:
Culture & Signals

Supported by the NW LGBTQ+ Senior Care Providers Network, employers can strengthen daily inclusion by:

  • Encouraging pronoun sharing.
  • Using inclusive forms (“spouse/partner”).
  • Funding LGBTQ Employee Resource Groups (ERGs).
  • Creating confidential, safe reporting channels for bias or harassment.

Equip Managers
(Micro-Behaviors That Matter)

The NW LGBTQ+ Senior Care Providers Network emphasizes that small, everyday actions by leaders create safety:

  • Model correct pronoun use.
  • Intervene in microaggressions.
  • Protect privacy.
  • Normalize time off for medical/transition-related care.

Small Groups

Hire & Advance Inclusively

Use inclusive job postings, ensure diverse interview panels, and track fairness in pay and promotions. The NW LGBTQ+ Senior Care Providers Network recommends tying inclusive hiring practices directly to retention and advancement.

Pride Transportation

Communicate Year-Round
(Not Just in June)

Share annual updates, highlight LGBTQ leaders, and partner with advocacy groups such as the NW LGBTQ+ Senior Care Providers Network to stay connected to evolving needs and resources.

Measure What Matters

With guidance from the NW LGBTQ+ Senior Care Providers Network, businesses can track belonging and equity by reviewing retention, promotion, and engagement data quarterly.

90-Day Quick-Start Plan

Days 1–30: Update policies and benefits.
Days 31–60: Train managers and launch ERG.
Days 61–90: Communicate progress and survey belonging.

The NW LGBTQ+ Senior Care Providers Network provides tools, peer support, and benchmarks to help employers execute each step effectively.

Common Pitfalls (and How to Avoid Them)

  • One-and-done training → Pair with policies, ERG funding, and leadership visibility.
  • Silence on harassment → Build easy reporting and accountability.
  • June-only visibility → Make inclusion a year-round commitment, supported by partnerships like the NW LGBTQ+ Senior Care Providers Network.

Quick Fact Sheet (For Leadership Slides)

  • 47% of LGBTQ employees have faced workplace discrimination or harassment.
  • 1 in 3 are ready to leave for more inclusive employers.
  • 49% weigh a company’s social stance heavily in retention.
  • 94% of major employers now cover transgender healthcare.
  • Supported by the NW LGBTQ+ Senior Care Providers Network
50 Shades of Pride