How can people be at their best in their careers if they work in an environment in which they don’t feel safe fully revealing who they are?

That is a question faced by millions of LGBTQ workers and their employers every day. According to a最近的调查在人权运动基金会上，有46％的LGBTQ工人表示他们被封闭，有53％的人听到有关LGBTQ人员的笑话，而31％的人在工作场所感到不满，因为他们没有安全或很好的代表。

火星人民和组织副总裁丽贝卡·斯诺（Rebecca Snow）根据自己的人生旅程，理解这些感受，因为她是一个认同女同性恋的人。

斯诺告诉Triplepundit：“通过我的个人经验，我了解到人们无法成为自己的生活和工作中的生产力和幸福。”“我深信，当人们能够真实地成为自己时，企业将会更加成功 - 员工将变得更具创造力和参与。”

首先要建立心理安全和建立基本原则的信任团队，雪还继续。领导者通过公开自己的个人优势，劣势，成功和错误来定下基调。当他们需要时寻求帮助；无论是个人还是专业，都认识他们的员工；她说，认识到他们并不总是房间里最聪明的人。”

While Mars recognizes the climate can be tense for brands taking a stand on public issues, it has remained steadfast in its shows of support for the LGBTQ community and associates who identify as LGBTQ.

多样化和包容性工作场所的基础

斯诺说，创建包容性的工作场所始于代表社会的多样化劳动力，代表了消费者或所服务的客户。

她告诉我们：“我认为，理想情况下，劳动力是其领导能力代表的，以便人们可以在领导组织的人们中看到自己。”“那么您还需要建立正确的支持机制。”

Those support mechanisms include people knowing that they have someone to go to for help, such as a line manager or human resources staff, and establishing the infrastructure, policies and processes that support people in their workplace as they wrestle “with all of the various challenges that people have these days,” Snow said.

Above all, she insists it’s important to have a solid foundation. For more than a decade, Mars says it has proudly built and enhanced that foundation, both internally and externally, so LGBTQ associates can be themselves at work. Internally, this has included establishing an internal community called PRIDE, which works with the company’s internal LGBTQ community and allies. It also has an “Inclusive Leadership” program that educates managers on workplace issues involving inclusivity for all forms of diversity.

火星还确保了整个福利套件的完全奇偶校验，为家庭伴侣和配偶提供了相同的利益，包括与采用有关的福利。该公司为所有涵盖跨性别者服务的员工提供健康计划，包括与性别过渡有关的治疗。188bet上不了此外，它创建了一个跨性别工具包，可为经理和同事在工作场所中进行性别确认时使用。

Mars also hosts 12 global LGBTQ associate resource groups across its confectionary, food and pet care businesses. The resource groups empower thousands of Mars associates to work together to advocate on behalf of the LGBTQ community and to support the Mars business and each other with resources and education.

“有了这些程序，连续第二年，我们很自豪认可斯诺说：“在人权运动基金会的2022年公司平等指数中，在基准调查报告公司政策和与​​LGBTQ工作场所平等有关的公司政策和实践中获得了最高分数100％。”

培养包容文化

From a cultural perspective, Mars has been building an inclusive workplace through the I Can Be Me campaign, which started in 2018 in the United Arab Emirates and is now reflected in Mars offices across the globe. “It was started initially because of the diversity challenges in [the UAE] region,” Snow said. “We wanted firstly to celebrate the diverse nationalities of our workforce in that region, but we also wanted to focus specifically on getting more women into the workforce, particularly into some of our factories, for example.”

I Can Be Me was sponsored by Mars leadership in the UAE and centers on leaders bringing their whole selves into the workplace and encouraging other people to talk about their own identities and be curious about others’. “Very rapidly the program grew into a much broader inclusion platform” that went far beyond the gender opportunity in the Middle East, “and we then rolled it out around the world,” Snow said. “It has become a consistent platform which starts with the individual, but can also be channeled to the particular challenges a local market might face in their diversity, equity and inclusion agenda and what might be some of the things that they go after.”

例如，当英国火星队开始他们的我可以成为我计划时，他们询问当地同事他们想解决的最大问题。建立了五个工作组，包括有关LGBTQ的小组，灵活的工作，心理健康，工作场所的残疾和年龄多样性。

In addition to the appropriate programs and policies, Snow said it is important for leaders to raise awareness of unconscious bias.

“To achieve this, we arm and support our leaders and managers on the front line to build skills and provide toolkits to help foster a more inclusive dialogue with their teams,” she explained. “The company also acts externally around LGBTQ related issues with the intent of ensuring that it can continue to provide a safe, welcoming and inclusive workplace for its employees.”

火星公开反对歧视性立法，该立法威胁到其同事的权利，并在300家公司中向美国最高法院提交法庭之友摘要，敦促在2013年推翻《辩护婚姻法》（DOMA）。

Recently, Mars加入more than 200 companies signing the Human Rights Council’s Freedom for All Americans’ Business Statement Opposing Anti-LGBTQ State Legislation and stating clear opposition to harmful legislation aimed at restricting the access of LGBTQ people in society.

底线：包容是更好业务的关键

斯诺说，所有这些努力都反映了火星的五个原则 - 质量，责任，相互性，效率和自由 - 旨在成为所有火星同事和企业如何行事的基础。该公司表示，它致力于确保其每个员工都可以自己工作，并且员工已经对公司开放了通过资源和教育来促进业务以及彼此之间的努力。

斯诺总结说：“我们的总体目的是我们想要明天的世界始于我们今天的业务方式，而我们对明天我们想要的世界的表达之一就是社会包容性的。”“这就是我们努力作为雇主生活的东西。因此，当您加入我们的公司时，这实际上是您注册的内容 - 您注册了该目的。如果您愿意的话，我们的讨价还价部分是确保您知道并提高技能，以帮助提高该议程。”了解有关火星包容和多样性的更多信息here。

This article series is sponsored by Mars and produced by the TriplePundit editorial team.

Image courtesy of Mars