According to a study, corporations with more ethnic and racial diversity did 35% better than those with employee demographics similar to the national average. Despite substantial strides in including people of different races, ethnicity, and sex, more than 53% of LGBTQ+ workers hide their identity in the workplace for fear of losing jobs.
- 67.5% of LGBTQ+ employees hear negative comments, jokes, or slurs about LGBTQ+ people in the office.
- 29.8% of LGBTQ+ employees experience at least one form of employment discrimination.
- 41% of LGBTQ+ job seekers do not apply to companies that lack diversity.
There are Fortune-500 companies with non-discrimination policies in place. But many large and small companies do not yet have a concrete talent management policy. The LGBTQ+ employees supposedly struggle with the impact on their health, happiness, and productivity.
For instance, LGBTQ+ Americans do not progress quickly in their careers as their straight counterparts. 22% do not get paid equally or promoted at the same rate as their straight peers. 27% of the transgender population were not hired, fired, or not promoted despite government support.
In 2018, India struck down questionable British-era regulation outlawing consensual same-sex relationships. Yet not many corporations have adopted a comprehensive LGBTQ+ benefits plan.
Few countries have a pride community and have seen political acceptance or legality status for same-sex marriages. Many countries celebrate June as pride month, signifying years of struggle for equality, including the community’s accomplishments.
However, Pride is not Seasonal
Many forward-looking companies celebrate Pride as a company and some as local communities where they have offices or factories.
As talent management touts LGBTQ+ rights in their employee ranks, leadership, or the board, pride involves a larger issue: inclusion. Legal rights can get individuals into workplaces or among the ranks, but
The community thrives when they are seen, heard, and valued at work.
When talent management embraces inclusivity and diversity, it builds a positive atmosphere, where everyone will feel contented working with each other, sharing opinions, and giving input. It will inspire confidence in the community also.
Diversity equals representation. However, only inclusion can create the crucial connection that attracts diverse talent, encourages participation, and leads to business growth. A happier workforce can bring creativity and innovation to the table.
Value of LGBTQ+ Equity at Workplaces
- Brand loyalty – Talent management must reposition the company’s brand strategy to support LGBTQ+ rights and become a catalyst for a larger brand following. People connect with brands that reflect their beliefs and morals and are diligent.
- Lower turnover – It is proved that lack of DE&I leads to high employee turnover and loss of revenue. An inclusion-rich workplace culture inspires unity, appreciation, and innovation to influence employee happiness.
- True legacy – Though growing business and gaining wealth is admirable, standing for a cause is where true gratification lies. Incorporating inclusiveness and spreading awareness through meaningful branding builds a legacy.
Fostering Inclusion and Equity for LGBTQ+ Employees
Every talent management team must foster an accepting environment, especially for companies with offices worldwide.
Setting an inclusive global foundation
There must be a global policy to tackle discrimination and promote a culture of respect. Talent management must ensure that every employee, despite varied and diverse experiences, stays consistent with company values.
It is in the best interest of talent management to align with the UN’s Standards of Conduct for Business and empower employees and external partners to report violations of those values, including offering equal benefits to same-sex and different-sex couples.
Additionally, training must mitigate bias in decision making, setting a core foundation to support local teams to grow their equity, diversity, and inclusion that respond to their employees’ local needs and context.
Finding a ‘glocal’ approach to culture and support
DE&I is a critical and competitive necessity. It leads to better innovation, greater employee engagement, and strong business performance. Enterprises with multi-nation offices find various barriers to equity, cultural dynamics, and employee needs.
So, there is no one-size-fits-all solution. Solutions and policies can look different in different markets. However, talent management must prioritize creating a solid central foundation to address this concern.
Empowering employees to drive local change for local needs
DE&I efforts depend on prioritizing local employee feedback and insights, usually through employee-led resource groups. Additionally, talent management must partner with local experts to build on best practices.
Some countries may give same-sex partners paid parental leave and other family benefits. Nestle in the Philippines took advantage of Philippine Financial and Inter-Industry Pride to change workplace facilities and institute gender-neutral washrooms at their Philippine sites.
Talent management can also tap into locally targeted resources and support groups to help employees in transition and assist them financially with the medical costs.
Joining local partners to extend community impact and advocacy
Along with driving equity within our walls, our local talent management teams must partner with local communities and contribute to broader efforts for change. Teams can be encouraged to join peer companies to bring about change and support the legislation.
Moreover, talent management can work with the leadership to develop and promote a learning curriculum for reskilling initiatives to improve employability among the local transgender population. Teams can drive broader change beyond its walls with knowledge of local challenges and contribute to the shared ambition of inclusivity.
Focusing on feedback loops with an eye on the future
There must be an assessment system for talent management to gauge progress and apply what they measured. They must collect data to understand the employee experience better, identify opportunities for improvement, and accelerate learnings through partnership and collaboration.
Employees must have a space for feedback to understand trends. There needs to be an evaluation of support resources for mental wellness, monitoring how the hybrid environment affects employees differently, or measuring new indicators like a sense of belonging and psychological safety.
Draup’s leadership and LGBTQ+ leaders are encouraging discussions and establishing proactive diversity programs to advocate an inclusive language within its walls and propel Draup towards greater inclusivity.
Its talent intelligence platform lets HR leaders identify talent gaps, plan their workforce, address DE&I concerns, and maintain a balanced workforce. The Diversity Navigator can help map career paths for the underrepresented and achieve new levels of diversity and inclusion.