PFLAG National
Family and ally support network offering education, local chapter connections, and advocacy resources for LGTBQ+ inclusion.
View resourceResources
Practical tools to help your team embed inclusive practices across policies, communication, and everyday experiences.
Center on Halsted Ally Training
Chicago-based LGTBQ+ community hub with tailored allyship workshops, cultural competency training, and space rentals.
View resourceABA Ally Toolkit
American Bar Association guidance featuring free ally training modules, policy templates, and legal best practices.
View resourceWHAT EMPLOYERS CAN DO TO BE INCLUSIVE OF LGTBQ+ PEOPLE
LGTBQ+ inclusion remains an area where many workplaces, schools, and community organizations can grow. Every entity—large or small—has an opportunity to foster welcoming, affirming, and equitable environments for employees, students, and community members.
Below are practical recommendations for developing inclusive policies and practices tailored to Park Ridge and the greater Chicagoland community.
1. Formal Policies
It is not enough to say your organization values diversity—it must be written, shared, and enforced. Create or update formal anti-harassment and non-discrimination policies that explicitly protect against bias based on sexual orientation, gender identity, and gender expression.
Consider
- Can application or enrollment forms include fields for chosen name and pronouns?
- Can systems record both legal name and affirmed name?
- Do staff know how to address people respectfully across identities?
Policies should specify
- Who to report incidents to
- How investigations occur
- Clear consequences for discriminatory behavior
Follow-through is critical—policies without action lose credibility.
2. Inclusive Language
Use gender-neutral and affirming language across all communications. Replace gendered terms like “he/she” with they, and avoid assumptions (for example, “husband/wife” becomes partner). Inclusive language extends to job descriptions, marketing materials, and internal communications.
3. Diversity, Equity & Inclusion (DEI) Training
Policies set expectations; training brings them to life. Offer regular, mandatory training for all staff—full-time, part-time, temporary, and volunteer—covering LGTBQ+ inclusion, respectful communication, and bystander intervention.
Consider partnering with local organizations such as Center on Halsted, PFLAG Council of Northern Illinois, or Equality Illinois for tailored workshops.
4. Manager & Leadership Training
Supervisors and organizational leaders should receive specialized training to manage incidents effectively, model inclusive behavior, and support LGTBQ+ employees and community members.
5. Benefits & Supportive Practices
Review employee benefits, family policies, and leave structures to ensure inclusivity.
Ask about needs related to
- Gender-affirming care
- Parental leave for all family structures
- Bereavement and family definitions
- HIV/AIDS care and related medical coverage
For schools or nonprofits, consider parallel supports such as gender-inclusive restrooms, affirming dress codes, and flexible family engagement language.
6. Employee or Member Resource Groups
Where possible, establish LGTBQ+ Employee Resource Groups (ERGs) or affinity networks. These groups help identify blind spots, support recruitment and retention, and provide a trusted feedback channel for inclusion programs.
7. Visible Commitment
Put policy into practice with visible signals of allyship:
- Display the Action Ridge LGTBQ+ Ally decal
- Mark your Google Business or online profile as “LGTBQ+ Friendly” and “Transgender Safe Space”
- Feature inclusive language and imagery on websites, social media, and public spaces
Visibility helps LGTBQ+ residents, students, and patrons identify supportive spaces.
8. Evaluation & Continuous Improvement
Regularly assess your inclusivity efforts. Collect feedback and track outcomes such as:
- Retention and satisfaction of LGTBQ+ staff or members
- Training completion rates
- Participation in community programs
Inclusion is not a one-time effort—it is an ongoing practice of listening, learning, and adapting.
Note: Consult with an HR professional or employment attorney before changing employment practices or benefits policies. For schools and nonprofits, consult your governing board or human rights compliance officer.