Equality in Employment: Overcoming Discrimination against LGBTQ+

Despite being illegal in the workplace, discrimination is a widespread issue, with growing number of workers experiencing discrimination at their current workplaces. The problem is that organizations are trying to mitigate bias with the same kinds of programs they’ve been using since the 1960s. And the traditional tools—diversity training, standardized hiring, performance evaluation, and grievance redressal mechanism —tend to worsen things rather than make them better. This blog post sheds light on some actionable tips businesses can utilize to nip discrimination against LGBTQ in the bud!

Embed Anti-Discrimination into Your Values, Training, and Actions

Creating a stronger, healthier, and better workplace culture depends on having a solid set of core values integrated into every policy, decision, and process. Organizations must take a step forward by denouncing any weak policies, behaviors, or partnerships that contradict their company values. Companies should focus on cultivating an environment where it’s impossible for discrimination to sprout or thrive.

LGBTQ+ cultural competency training programs are necessary; however, they should not be about ticking boxes. They should focus on educating employees and driving positive change. Training alone is not enough to shift people’s perspectives. Companies should strive to embed and align themselves around certain practices and policies that advocate LGBTQ+ inclusion and strengthen culture.

Moreover, organizations should actively communicate their stance on workplace discrimination and demonstrate its non-tolerance along with the consequences for violation.

A global IT company, for instance, has been at the forefront of fostering an inclusive workplace for the LGBTQ+ community. The global professional service provider boasts a robust ally program with more than 1 lakh members to support LGBTQ+ employees. The company also researched the benefits of an LGBTQ+-inclusive workplace to make up for the lack of data on the topic.

An American pharmaceutical company has also demonstrated its unwavering commitment to LGBTQ+ inclusion by offering extremely flexible and inclusive health benefits. It offers assistance with fertility treatments, adoption, and surrogacy for same-sex couples looking to start a family. The company also offers healthcare assistance for employees going through a gender transition. This includes covering the cost of surgery and hormone replacement therapy.

Companies need to move beyond rainbow washing and attentively listen. They should stop making assumptions and ask how people want to be portrayed and supported. They should think beyond the conventional approach. They should rethink health insurance, mentorship programs, leave policies, and employee support groups.

It’s Time for Leaders to Step Up

Today, there are more inclusion initiatives than ever before. From LGBTQ+ sensitivity training to individual development programs for underrepresented groups, there are initiatives targeting inclusive mentoring, sponsorship, and coaching. With all these activities ongoing, it’s convenient to assume progress is being made. But none of these efforts guarantees that individuals belonging to LGBTQ+ climb up the corporate ladder or that, when they do, they’ll be valued in the same way as others.

In India, LGBTQ+ employees are heavily underrepresented in leadership positions. It’s on the leaders in the organization to set the standard for the types of behaviors they want employees to embrace. Leaders must give employees the skills and feedback they need to practice equality as part of their day-to-day job so that it becomes a fundamental way of working.

Leaders might be aware there is workplace discrimination, but very few understand how inequality works. A “policy” or “training program” cannot compensate for leaders who consistently ignore or even endorse belittling behaviors, such as comments or jokes, that discriminate, marginalize, and exclude underrepresented groups. Leaders must disrupt this 'denial' mindset and create opportunities for employees to express their experiences of marginalization and discrimination. Leaders can hold a one-hour weekly meeting with their teams to openly discuss topics like the pay gap, discrimination penalty, and microaggressions to raise awareness of the barriers LGBTQ+ individuals may face, the impact each has, and the action needed to initiate to tackle these issues.

Responding to Microaggressions

Many of us have been in a situation at work where someone has said or done something that feels offensive to some aspect of our identity - and they don't even realize it. These kinds of behaviors - insensitive remarks, questions, mean “jokes”, or assumptions - are called 'microaggressions' and can target us in many ways. For example, in the case of LGBTQ+ individuals, these remarks can be related to their sexuality.

A report stated that nearly one-third of surveyed LGBTQ+ employees reported experiencing microaggression at the workplace—being interrupted or talked over, for example. The research highlights the implications of innocuous statements on one’s physical and mental health, especially during the career trajectory.

Some of the negative effects that microaggressions can have, are increased rates of depression, prolonged stress and trauma, and physical problems such as headaches, high blood pressure, and insomnia. Detecting the early signs of microaggressions and related red flags is an ongoing process. Hence, organizations should constantly make efforts to create more inclusive and culturally competent workplace cultures. However, creating an inclusive work environment where people can thrive does not happen overnight. It demands a continuous process of learning, evolving, and growing.

It's Time to Move Forward

Building a work environment free of discrimination and harassment is no small feat, and companies must strive to eliminate as many grey areas as possible. As an employer, you may chew over satisfactory compensation packages and numerous non-monetary benefits as the ultimate motivational factor for employees. However, creating a pleasant and affirmative environment should be among the top priorities if you want to bring productive and happy employees to the organization.