![]() ![]() This includes paid leave, bereavement, mental health, and pharmaceutical coverage. ![]() One way to include LGBTQ+ employees in benefits offerings is to extend healthcare benefits to domestic partners of employees. Training and education can not only provide your employees with information on the topic, but also the resources and tools to navigate a topic that might be uncomfortable or unfamiliar to them. Consider incorporating an educational session led by a professional speaker in your DEIB initiatives. trigger words, appropriate terms and use). gender, unconscious), discrimination, emotional intelligence, microaggressions, and terminology (i.e. These training sessions might cover topics, such as bias (i.e. The first step in protecting and supporting LGBTQ+ workers is conducting regular training and education. equal employment opportunities sections on job descriptions and applications), and addressing related issues that may arise (i.e. Other company policies to consider include creating unisex bathrooms where nonbinary individuals (and transgender) may feel more comfortable, incorporating pronoun selection to existing internal processes (i.e. For example, instead of using “he” and “she,” use “they.” The first step is reviewing your workplace policies and updating-or where necessary-revising them to incorporate appropriate, gender-neutral language. 4 Ways to Protect and Support LGBTQ+ Workers 1. International Transgender Day of Visibility is a day to celebrate the resilience and empowerment of transgender and non-binary individuals by promoting their voices and experiences, as well as attracting attention to the poverty, discrimination, and violence the communities face.Īlthough there has been change throughout the nation over the years-the 2020 Supreme Court decision to uphold Title VII of the Civil Rights Act of 1964 to protect LGBTQ+ discrimination in the workplace and President Joe Biden’s proclamation-there is still a long way to go. A survey revealed that LGBTQ+ employees who felt inclined to suppress their identity also experienced increased levels of stress and anxiety surrounding health issues and work-related complaints. But many LGBTQ+ employees are still facing fear of rejection, discrimination, and other negative repercussions of revealing their identity and living out their authentic selves. Additionally, the use of pronouns has been gaining traction with 26% of adults reporting that they personally know someone who uses “they” instead of just “he” or “she”- up from 18% in 2018.Ī diverse workforce has also shown to provide invaluable benefits to businesses- 35% higher financial returns than national averages. are transgender or nonbinary with 5.1% of those adults under 30 years old. A recent survey found that 1.6% of adults in the U.S. Gender identity and diversity are not as uncommon in workplace discussions today as they were years ago. ![]()
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