As more and more LGBTQIA people embrace their sexual and gender identity, forward thinking and innovative workplaces need to ensure that all colleagues, irrespective of the sexual or gender orientation have the security of a safe and welcoming workplace. Each workplace’s focus should be on the skills of each worker, not their gender or sexual orientation.
3 specific examples of ways that LGBTQIA employees are discriminated against are:
- Refusal to hire- Many LGBTQIA individuals are not hired due to their gender or sexual orientation. More than one in four transgender people have lost a job due to bias. This can be seen in the data collected, which claims 44% of transgender people are passed over for a job, 23% are denied a promotion and 26% are fired because they were trans- as seen in the case of Law Enforcement officer, Mia Massey, which was a precedent for recognizing the rights of LGBTQIA workers everywhere.
- Violence- It has been found that fully 90% of transgendered individuals have encountered some form of harassment on the job. 47% of workers have experienced an adverse job outcome because they are transgender. Further, 27% of LGB individuals have experienced workplace harassment, according to data gathered by the Williams Institute.
- Wage disparity- Studies consistently show that gay men earn significantly less than their heterosexual counterparts. Census data analyses also confirm that in nearly every state, men in same-sex couples earn less than men in heterosexual marriages. Further, several studies show that large percentages of the transgender population are unemployed or have incomes far below the national average. Other studies show that discrimination, fear of discrimination, and concealing one’s LGBT identity can negatively impact the well-being of LGBT employees, including their mental and physical health, productivity in the workplace, and job satisfaction.
Four strategies to improve the climate for LGBTQIA employees are:
- The creation of a workplace discrimination policy statement that includes protections for transgender and gender queer people.
- The bathrooms must be equally accessible to people of all genders. Gender-inclusive bathrooms must be proximal to the work areas. Further, all employees should be welcome to use the bathroom facilities that best correspond to their gender identity.
- All employees should be asked in their intake process what their gender identity is, what pronouns they use, and what name they prefer to use. This is an empowering way of ensuring that employees will be addressed appropriately from the beginning of their time in the company office or workplace.
- Policing of gender, such as so-called teasing, or chiding coworkers for not being manly or womanly enough, judging coworker’s style of dress, use of makeup, mannerisms or ways of speaking, gesturing, moving, sitting, standing, etc., is always unacceptable and can reinforce rigid conceptions of gender that marginalize trans and gender queer colleagues. Strict action against discrimination must be taken.
Ultimately, to create an inclusive workplace, every single employee must be mindful of their actions and language and support LGBTQIA individuals. All workers must try to educate themselves on the discrimination face by LGBTQIA people and refrain from such practices. In addition they should try to educate their colleagues and promote sensitive behaviour in the workplace. All managers/supervisors need to be cognizant of the organisation’s gender related policies and work towards setting an example for their subordinates and colleagues. Additionally, any complaints should be taken seriously and given due consideration, after all, an LGBTQIA inclusive workplace can only be made when all employees, workers, businesses, etc. work together to promote and listen to LGBTQIA perspectives.