policies & procedures
Workplace Equality
HR’S ROLE IN CREATING AND MAINTAINING A SUPPORTIVE
WORK ENVIRONMENT FOR LGBT EMPLOYEES
In 2015, the LGBT community made
global strides in terms of acceptance
and equality, from public figures identifying
as transgender to the U.S.
legalizing same-sex marriage. Although a
tremendous victory for the global LGBT
rights movement, there is still much
work to be done; the “next frontier” in the
LGBT rights movement is global workplace
equality. Equality initiatives driven
by human resources teams are critical.
Workplace policies, benefits and programs
that support LGBT equality are the backbone
of cultural change, which HR has
the power to ignite.
In order to foster LGBT workplace
equality and make sure that all employees
feel supported and included, HR teams
must start with policies, then address talent
management and workplace climate.
By Selisse Berry
Yulia Grigoryeva/Shutterstock.com
SUPPORT IN THE WORKPLACE
If not already included, it’s beneficial for
HR teams to include sexual orientation,
gender identity and gender expression
in their global non-discrimination and
anti-harassment policies. Companies with
international locations may consider rolling
out LGBT-inclusive policies to ensure
that LGBT employees are accounted for
during travel or relocation, especially to
anti-LGBT environments. HR teams can
also assist employees traveling to these locations
by providing tips and trainings for
safety.
There are disparities in workplace
equality that disproportionately affect
the transgender community. Taking
this into account, HR teams may implement
guidelines for supporting employees
through gender transitions, establishing
an environment where non-binary gender
expressions are not an issue and ensuring
mutual respect for transitioning employees,
their coworkers, customers, business
partners and management.
In addition to non-discrimination policies,
guidelines may encompass every
aspect of transitioning such as employee
and employer expectations, notification of
transition, the transition timeline, confidentiality,
addressing coworker concerns,
gender fluidity, restroom access and pronoun
and name changes.
It often falls upon the HR department
to ensure minimal workplace disruption
and, as many employees may not be
aware of the transitioning process, it is
imperative to host workgroup meetings
to announce the transition and inform
coworkers, managers and clients about
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