LGBTQ  EMPLOYEES IN THE WORKFORCE

Being unique is more important than being equal. Being authentic  is more important than being best.

BLOGOSPHERE

How reasonably  have we framed ourselves  beyond pride moth? Thought  provoking statistics  emerge daily, indicating how close we have come to what we have desired to achieve  for years,  conceptually, socially, morally, practically, and professionally. A noteworthy shift is evident if we specifically talk about awareness, acceptance, and intend towards the LGBTQ+WORKFORCE.

But will that be sufficient? Do we have the suitable approach, policies, culture, mindset  and  opportunities to promote diversity  and incusion to each individual of diverse gender and sexualities member of LGBTQ?

As per Zippa’s 2022 report, 25%  of LGBTQ+ People report  encountering discrimination based  on sexual discrimination based on sexual  orientation or gender identity in the past year, an 46% pf LGBTQ+ Workers have undergone  unfair treatment at work at one point in their lives.

Changes owing  to covind19 have shaken the foundation of any strategic  initiative that an organisation could think of or has introduced, but ask any minority group most of detest such categorising but it is the most widely  understood term)  and they will thank WFH scenario for numerous reasons. To  an extent, this model secured them from anxiety, disillusionment, biasedness, embarrassment, fear, and identity crisis. This group could enjoy a world driven by capability because the e-window through which they worked is much smaller space for others to get in through, know judge, and react.

But the world, slowly, is moving back to the office. Are we ready? Are we prepared to give that secure enviorment  to all our people? May be yes,  but if not, we are being unfair to the talent that stand right outside our door, asking for essential consideration to become a part of us add immense  value to the system.

I agree that’s it’s not as easy as introduced a policy, but somewhere we will  have to start and start strong; only  then will other grabs oars and start rowing. People automatically are motivated to became a  part and contribute when they witness the change  happening, not just the talking. How gender responsible are we as an organisation? In my view, if we become responsible for all that we do, we will have a better place to work  for all. I am using an acronym  to elaborate to more on this: RESPONSIBLE: Respect empathy  support proactive owned neutral safe involved break the perception live your words Enabler

RESPECT : Ask, Listen, uderstand,and include preferences defined and demanded by individuals. They are all unique with unique requirements; its essential to respect individuality rather than categorising them.

Empathy: sometimes, we end up embarrassing our people while trying to be empathetic. The definition may be the same, but applicability may differ. Understanding how much of what will be right when dealing with our people is essential. Empathy should in no way be attacking  their self respect ; no one would want  to compromise on that. Action speak louder than intent.

SUPPORT: They should have a fundamental support system;  they are unique people and may need something extra to handle routine tasks. They may need a go to person to discuss a few things which can’t  be addressed candidly  or with the manager. There is a possibility that they may want to stay out of a few initiatives. That’s ok;   organisation should be able to enable that support system.

Proactive: train your people on acceptance and inclusion. It’s wrong to assume that people should comprehend on their own, if that happens, everybody will perceive and respond according  to their understanding, not define norms. The purpose and the plan should be discussed with people. They should  all be part of these initiatives to accept and appreciate , we all know how people react, but we must show  how people react.s

Owned: Have and inclusivity specialist, share and talk about your D&I initiative like any other critical business initiative ownership is a must; when people  know that our leaders actively drive and observe it, they also consider it unique.

Neutral:  Replace gender-coded terms with neutral  terms. Organisations should guarantee  that all their policies and processes provide inclusive benefits, including sexual orientation as a part of their  non-discrimination  policy,

Safe: A place has to be a secure place for all, but knowing that we have unique individuals who have already gone through enough, organisation must support individuals a little more to make their workplace psychologically a safe one for all by having relevant policies and special groups.

Involved :  This can’t be an HR initiative; leader; too  alone can’t drive it . this is a story where everybody reading or writing has to contribute. There is no only audience category. Only  if everybody is part of this game; it’s  a win win. Influencers, promoters, ambassadors, policymakers, and communicators must come from all departments. Communicate a lot and seed feedback to complete the cycle.

Break the perception:

 Unfortunately, culturally, we have all been told to look at LGBT+ differently, and it’s essential to break that perception by being authentic, ethical, and empathetic. People follow what they see, at least till the time they are part of the same system. Depict and showcase it well.

Live your words: workforce diversity has become more critical than ever; it is fact known to all. When leader are talking about it, so is the team . when leaders and organisation start acting on it, so will the team.

Enable: Enable every individual to be proud of who they are, enable them to do what they are capable of doing, allow the system that indentifies people as unique people, not different ones, promote a  culture that values individuality.

Additional efforts are needed to make organisation a safe  and happy workplace for LGBTQ+ employees. Support towards  the group should be highlighted in the entire employees. Supports towards the group should be highlighted in the entire employees life cycle to give the required assurance and comfort. Mainstreaming of sexual minorities has sound a concrete place in organisation top strategies. We need to do a little more to be conscious about unconscious biases and assumption to embrace a culture that accepts and respect people of all identities and orientations.

Just because we are still not there doesn’t  mean we  won’t reach there everything, including perspective, approach, people ,time, expectations, scenarios, will  keep changing, organisation will have to match up to  speed by staying aware, accepting uniqueness, accommodating diversified workforce and continuously ADAPTING to remain APT.

When we all love rainbows, why  not add more colour to make your own? Just be the light and support it to shine.

Remember that story of a balloon seller? He said, the colour of the balloon does not determine the height it will achieve;  it’s  the stuff inside that matters. Relatable  in so many ways, right?

In the end,  it’s up to all of us.