Management strategies, communication styles, staff diversity, and regional social norms inform workplace culture and can influence job satisfaction, staff retention, and quality of services. Open and transparent workplace culture can increase the investment, participation, and engagement of staff in organizational change efforts.
Workplace attitudes and social interactions typically mirror dominant cultural norms that can isolate or marginalize LGBTQ and minoritized staff. An organizational self-assessment should consider staff diversity, staff participation in decision-making, workplace equity efforts, channels for feedback, workplace social events and social networks, and other aspects of this broadly defined area. Resistance to open discussion of gender and sexuality is a profound yet common challenge. Creating opportunities for interagency dialogue about LGBTQ access can positively impact workplace culture and increase skills and knowledge of providers in working with LGBTQ communities.