The long and short of it:
- Families are found and formed through a mixture of conception methods and adoption processes.
- To foster a workplace culture that is inclusive and supportive of all family structures, consider the language used in policy documents, pay careful attention to how small and large gestures could be received, respect and mirror language used by the employee, and ask how you can meet individual needs.
- Remember, the juggle is real for all families!
Regardless of the family model your employee is a part of, the juggle is real. You don’t have to know every detail about your employee’s personal life; however, it’s important to foster a supportive workplace culture.
Respect that families are formed and found differently
No two families are the same. And just as every family system is unique, gender-diverse families and same-sex parenting (or rainbow families) can take many forms as well.
Families can be created through a mixture of conception methods and adoption processes. For example, a gay male couple may have children through surrogacy. A bisexual woman may birth a child with a heterosexual man. A lesbian mother may rear her children from a previous relationship but share parenting responsibilities with her female partner in a blended family. Or a single transgender person may co-parent with a heterosexual friend.
You may not know all the details of your employee’s private life, but it’s important to foster a supportive workplace culture.
Support all expectant parents/parents
Policies and benefits can often be framed around heteronormative scenarios and may raise eligibility questions from the same-sex partnered and LGBT+ parents on your team. This can include everything from the imagery used on brochures to the language contained in policies. Your employee may wonder, Does this benefit/entitlement apply to me?
You can improve morale by supporting all employees equally and assisting them with any questions or concerns they may have with the help of the policyholder or human resources. Be sure to consider parental leave as well as all other leave-related policies. If you offer benefits such as health insurance, your employee may also be navigating eligibility hurdles, and it’s best to support them as much as possible.
Start by asking, “Is there anything I can clarify or any particular way I can support you?” Reassure them that you’re on their side, you appreciate their contribution to the team, and you’re going to help them find the answers they need.
Respect language and show sensitivity
We all make unintentional mistakes in the words we use. For example, if someone refers to a donor and you respond by calling that donor “the dad”, they may clarify that the donor was a female. If you make a mistake in word choice, correct yourself and aim to get it right next time. It’s important to respect the language they choose.
By paying extra attention to seemingly little details, you can make a big difference in an employee’s level of workplace satisfaction. For instance, it’s important to consider gift choices so you don’t accidentally send two new dads a baby outfit saying “Mama’s Girl” or a card depicting a heterosexual couple holding a baby.
Raising kids presents similar challenges regardless of family structure
Beyond the initial arrival of a new baby or babies, the challenges presented to same-sex and LGBT+ parents are the same challenges faced by all parents. Children can become sick, reliable child care may be difficult to find, and new parents may need time to adjust to the additional responsibilities and lack of sleep. It’s best to understand your company’s parental leave policies and practices (i.e. flexible working), so you can be prepared to provide accurate information, offer appropriate support, and set healthy boundaries when responding to any requests.
Remember… all other resources on this platform apply!
Circle In has prepared tools and guides that apply to every type of family. Lean on these resources as you support the families on your team. Start by getting educated on inclusive language with this handy guide.
Circle In is proud to have partnered with Gemma Saunders, Founder of Workplace Edit, to develop this resource.
The term LGBT+ refers to people who identify as lesbian, gay, bi-sexual, transgender, intersexual, questioning/queer, asexual, and other gender non-conforming identities.
Parental leave is an employee benefit available in many countries. Used here, the term includes maternity, paternity, partner, primary caregiver, family, and adoption leave. It can be paid, unpaid, statutory, or negotiated leave.
Last updated: 7 June 2022
