Sexual Orientation and Gender Identity in the Workplace
Sexual Orientation and Gender Identity in the Workplace: Challenges and Opportunities
Jamie Magel, Diversity@work
As society becomes more accepting, increasing numbers of gay, lesbian, bisexual and transgender (GLBT) employees are coming out at work. This presents both challenges and opportunities for employers.
The Challenges
While gay, lesbian, bisexual, and transgender (GLBT) employees and contractors are becoming increasingly aware of their legal rights, few employers know how to competently handle real life situations like the following:
- An employee places a picture on her desk - in it, she is kissing her female partner. An offended religious employee insists that she remove it...
- A new hire must provide training to customers in several small rural towns. His manager is concerned that customers might react adversely to his "effeminate" manner...
- An employee asks you whether he or she should come-out at work. You are worried about how he or she will be treated by other employees...
- A top salesman announces to his manager that he intends to become a woman...
Generic diversity training fails to impart managers and employees with the competencies needed to address situations like these.
In spite of or perhaps because of increasing openness, workplace harassment and discrimination remains commonplace...
59% of Australian gay, lesbian, bisexual and transgender employees have experienced some form of workplace discrimination or harassment.
This hurts both employer and employee in several ways:
- increased litigation costs
- increased turnover costs
- reduced productivity
- damaged employer reputation
- loss of customers
- poor morale
- increased sick leave
- increased employee stress, anxiety and depression
- loss of employee confidence
76% of gay, lesbian, bisexual and transgender employees that were discriminated against reported increased stress and anxiety...
...45% of them became ill
The Opportunities
In spite of increasing social acceptance, many people are still in the closet at work. This means that their full potential as employees is not being used.
Many employees are afraid that they will no longer be valued and respected if they come out at work. In order to avoid harassment and discrimination, they expend considerable time and energy trying to pass as straight.
The British Royal Navy not only accepts gay and lesbian employees but actively works to recruit and retain them...
"All of our people are valued for themselves and are thus able to give 100% to their job"
- Vice-Admiral Sir James Burnell-Nugent, British Royal Navy
Organisations that foster acceptance and welcome GLBT diversity benefit in several ways:
- Employees can channel their energy into doing their jobs instead of hiding who they are
- Creative solutions and innovations are encouraged rather than stifled
- GLBT employees can use their knowledge and contacts to help tap into their own market which is estimated to have over $10 billion in disposable income
- Brand loyalty is supported (studies show that GLBT customers are socially aware and brand loyal to businesses that have inclusive advertising and workforce policies with their GLBT employees)
- Reinforces reputation as an employer of choice
"Fair treatment of GLBT employees is not just the right thing to do, it is good for the bottom line."
- Human Rights Campaign
GLBT employees are valuable employees not only because they add another dimension of diversity and creativity to an organisation but also because:
Research shows that gay and lesbian employees are twice as likely as their heterosexual counterparts to value managers who encourage creative thinking.