At Presente ONG, we know how difficult it can be to implement LGBTIQ+ initiatives within conservative work, educational and community environment.

We believe that it is essential to view all experiences as a learning opportunity, including those that may feel like failures. This is why we facilitated a workshop about Vulnerable Leadership at Out & Equal Workplace Summit 2021. During this event, we presented the following recommendations to lead LGBTIQ + projects in adverse contexts, based on the experiences and contributions of leaders of diversity, equity and inclusion in Peru. 

Five recommendations for leading LGBTIQ + projects in adverse contexts

1. Design an awareness raising program

Include the following: Diversity and inclusion training, webinars for the whole company, digital educational resources, and periodic workshops for employees and services providers.

2. Support your project with data, key arguments and international support

Prepare an informative document with data about the LGBTIQ+ community in your country and key arguments in favor of human rights. If leaders within the company oppose the initiative, organize one-on-one meetings to hear their opinion and share the information with them.

3. Emphasize that the initiatives help create a healthy and friendly workplace for everyone

Don’t force people to change their beliefs and opinions. Show how respect is the base of a healthy workplace environment and how it benefits everyone.

4. Protect your LGBTIQ+ employees

Don’t expose your LGBTIQ+ employees to uncomfortable situations. Create a network of allies that can help support the initiatives.

5. If the project includes external communications, consider the following:

• Strengthen your relationship with media outlets before the launch
• Transform your allies into ambassadors of the initiative and have them help you deal with any pushback on social media
• Prepare a clear and strong company statement, in case it is necessary.

Don’t forget:

• Organize focus groups with LGBTIQ+ people and allies within the company to understand their experiences
• Develop internal surveys for LGBTIQ+ employees to know their needs and take actions.
• Create a strong foundation by incorporating inclusive policies and benefits.

Even though working on LGBTIQ+ inclusion can bring challenges and even failures, respecting human rights is always the right thing to do.

Download the infographic here: English | Español

This resource has been prepared by Gabriel de la Cruz, founder and president of Presente ONG, for the Out & Equal Workplace Summit 2021. Based on the experiences and contributions of Cynthia Sánchez, Director of People and Culture Peru and Chile at ManpowerGroup; Alejandra Segura, Senior Diversity and Inclusion Executive at Telefónica Hispam; Baldo Zapata, Head of Communication, Culture and Social Responsibility at Konecta Peru; and Lorena Dibos, Human Management Manager at Cencosud Peru.