Challenges for LGBTIQ communities in the workplace and how to overcome them

One in five (19 per cent) lesbian, gay and bisexual employees have experienced verbal bullying from colleagues, customers or service users because of their sexual orientation in the last five years

One in eight (13 per cent) lesbian, gay and bisexual employees would not feel confident reporting homophobic bullying in their workplace

A quarter (26 per cent) of lesbian, gay and bisexual workers are not at all open to colleagues about their sexual orientation

Nearly half (42 per cent) of trans people are not living permanently in their preferred gender role stating they are prevented from doing so because they fear it might threaten their employment status

Over 10 per cent of trans people experienced being verbally abused and six per cent were physically assaulted at work. As a consequence of harassment and bullying, a quarter of trans people will feel obliged to change their jobs.

(Sources: https://www.sexualdiversity.org/edu/stats/)

The LGBT community is statistically one of the most discriminated in the world today. While protection and equality for LGBT community have improved significantly in the last years, due to the Employment Equality (Sexual Orientation) Regulations 2003, this does not necessarily mean that the case is solved; it sounds just like won the battle but lost the war. What I’m traying to say is that we still have such a long way to do in this sense.

LGBTIQ+ is an acronym that stands for lesbian, gay, bisexual, transgender, queer and intersex (actually, the longest list still count twelve letters, LGBTQQI2SPAA). Thus, the LGBT workforce includes individuals who identify as being either lesbian, gay, bisexual, transgendered or are questioning their sexual identity.

The challenges for LGBT people in the workplace are several and continuingly increasing. They include ‘informal’ discriminatory actions such, as being isolated by co-workers, vandalism, heterosexist remarks or jokes, or even physical assault (Chung, 2001).

It is estimated that 40 percent of lesbians, gays and bisexuals experienced harassment and discrimination at work because of their sexual orientation. The statistics for transgender employees on the other hand is significantly higher, with 97 percent experiencing harassment or discrimination at work due to their gender identity. In fact, transgender people face a further ‘stigma’ choosing to leave their workplace in order to endure their transition. This is still caused to a general prejudice due to a lack of understanding of the issue.

So, what can businesses do to create and promote a culture of inclusion?

The opportunities are endless for any business that wants to promote diversity but change does not happen overnight.

Tacking steps towards an inclusive workplace suggest that a business wants progress, that it wishes to have the LGBT community on-board and that it is really concern about the diversity. These will lead to an opened-minded work environment which is beneficial for anyone and it might just be the sign that makes someone feel comfortable about coming out.

In practice, which common issues within the workplace are faced by the LGBT communities? And how to deal with these?

1. Health insurance does not cover domestic or same-sex partners

Almost all employees who have access to health insurance through their employers also have access to opposite-sex spousal coverage – but for same-sex couples, coverage has historically been limited, notes the Kaiser Family Foundation.

How to deal with it: two Supreme Court (United States Windsor in 2013 and Obergefell Hodges in 2015) changed the legal scenery for same-sex couples and opened doors for greater access to health insurance through the workplace. Moreover, the Human Rights Campaign (HRC) encourages employees to treat all beneficiaries equally when requesting documentation.

2. Leave policy does not cover all employees equally

According to Ashland Johnson, Director of Public Education and Research at the Human Rights Campaign (HRC),fathers in the U.S. have nearly tripled the time they spend caring for children, and this number will only increase given the rise in adoption among LGBTQ fathers.

How to deal with it: in creating medical leave policies, make sure to include same-sex partners, adopted children, and foster children in the definition of family members.

3. Discrimination and harassment based on sexual orientation or gender identity

According to a survey conducted by UCLA’s Williams Institute, 21 percent of LGBT employees report being discriminated against with hiring, promotions, and pay.

How to deal with it: develop a strong and comprehensive anti-harassment policy that prevents employees and managers from discriminating against or harassing their co-workers.

The solutions can be simple but not easy; all that is required is an open minded leadership, which remembers that we are all humans behind the labels.

According to recent a report, “including LGBT employees fully and fairly in recruiting, development, networking, advancement, and leadership opportunities requires a comprehensive set of programs and policies with strong senior leadership support”

I believe that a shift in the organizational culture is needed to handle LGBT discrimination, as well as engage the individuals in change. While protecting employees from discrimination through laws, regulations and policies is essential when creating inclusive environments, organizations must move beyond antidiscrimination policies. They should develop practices that enforce diversity, foster inclusion increase awareness, accountability, and action. This can start slowly and implemented step by step; even the little things can make a difference. Participate in local ‘pride events’ gather all the colleagues and participate as a group, offering an LGBTQ specific diversity training, share ideas, information and experiences.

References:

https://www.huffingtonpost.com/kurina-baksh/workplace-discrimination-_b_10606030.html

https://www.theguardian.com/sustainable-business/lgbt-employees-discrimination-in-the-workplace-talkpoint

https://www.zenefits.com/blog/lgbtq-workplace-issues-and-how-to-solve-them/

https://www.wearefamilycharleston.org/lgbt-a-z-glossary/

https://www.catalyst.org/system/files/Building_LGBT_Inclusive_Workplaces_Engaging_Organizations_and_Individuals_in_Change.pdf