Seeking Love, Acceptance, and the Right to Work in Peace Without Apologies: LGBTQ

Seeking Love, Acceptance, and the Right to Work in Peace Without Apologies: LGBTQ

Seeking Love, Acceptance, and the Right to Work in Peace Without Apologies: LGBTQ

"It takes no compromise to give people their rights. It takes no money to respect the individual. It takes no political deal to give people freedom. It takes no survey to remove repression." - Harvey Milk

Diversity in the workplace is the new norm. Every business recognizes diversity as a competitive advantage. Diverse perspectives foster creativity and innovation. They also encourage employees to feel valued and encouraged to put in their best effort.

It's not only the right thing to do but it also makes business sense. By understanding the differences between everyone, you can support your LBGT employees. Take the time to get to know your team.

As diversity hiring becomes mainstream and companies are looking at underrepresented talent pools, SheJobs is a Job portal for women, the LGBTQ community, people with disabilities, and army veterans.

Today's organizations aren't just talking about diversity, but actually demonstrating it. SheJobs portal allows them to connect with underrepresented sections of society and create a diverse and inclusive workplace Says Swathi Nelabhatla the founder of SheJobs.

Employers have several options that allow them to access the platform and the talent pool. Small and medium-sized businesses can also hire through SheJobs' platform. Companies can also hire talent for project-based, part-time, and flexible-time assignments.

The disconnect between diversity, inclusion, and gender equality is felt by women, aboriginals, and the LGBTQ community. Inclusion is ultimately about creating an environment that supports and accepts all employees, according to SheJobs experts.

  • SheJobs team shares key takeaways to make your workplace LGBTQ-friendly
  • Use Gender-NeutralLanguage. Gendered language should be considered when reviewing policies. Rather than using “he” or “he/she”, it is acceptable and preferred to use “they” as a singular gender natural pronoun
  • Make sure your benefits package is relevant to all employees. It is important to know the specific needs of LGBT employees in terms of medical coverage, parental leave, and bereavement.
  • LGBT employees should have access to a gender-neutral bathroom, childcare facilities, and insurance for partners and adoption.
  • Redress for sexual harassment should not be restricted to women, but should also be available to LGBTQ employees.
  • It is essential to train all employees in the same areas of diversity and inclusion to ensure that your organization is able to implement it holistically. Training should be provided to all employees. It should cover the policies on discrimination, harassment, respectful language use, and how your company will support those who have experienced or witnessed discrimination or harassment.
  • Without an inclusive leadership team, there is no inclusive workplace. No matter how many policies or programs an organization has, inclusion efforts will fail if the behaviours aren't modeled at the highest level.
  • A multi-pronged approach is required to create a culture that encourages inclusion. It includes workplace policy, leadership, behaviour, assessment, and assessment.
  • Organizations with a non-discriminatory culture encourage everyone to contribute equally and disqualification based on sexuality can be tolerated
  • Unconscious biases in recruiting and hiring practices should be avoided. Many LGBTQ people are not employed, which suggests that traditional recruiting and hiring practices might be flawed. Take a look at the location and style of your job ads. Are they using gendered language? Do they reach a wide range of people and communities? Post your job postings to relevant job boards like SheJobs or publications that target LGBTQ communities. Your organization will attract more talent this way.

Diversity and inclusion are holistic endeavor that requires us to recognize people as complex and whole beings and to identify the systems that affect people's ability and potential to thrive in this world. And create a sense of belonging for all employees. This is not only good for business but also for the people involved.

We have seen remarkable progress over the past few decades, but we must continue to work together to create a workplace LGBTQ friendly.

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