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.
