8th June 2020
What Workplace we Choose
Yesterday, a former co-worker shared a link to a new advert. A national vote is coming soon in Russia and the citizens are shown a video foretelling the country in 2035 where an orphaned boy is adopted by a gay couple. Then the people are offered to decide...
“what Russia they choose”
(the video can be found here VIDEO)
I would neither like to dig into political issues nor express any negativity. We might all have different opinions, and our views should not be the same, but as an individual living in a modern world (currently even based in a neutral country 😊) I would not like to be ignorant. As a recruiter who is present on LinkedIn and connected to a variety of brilliant professionals and great people, I would like to use any opportunity I have to share with you (or remind you of) some facts and ideas about inclusiveness at work.
Inclusion in the workplace is becoming a priority for many organizations across the globe. 77 countries already prohibit discrimination in employment because of sexual orientation, including Australia, Canada, France, Germany, Mexico, the Netherlands, the United Kingdom and Switzerland. Yet, not all.
- 10% of LGBTQ professionals have left a job because the work environment did not accept LGBTQ people
- In China, 21% of transgender employees reported that they were harassed, bullied, or experienced discrimination at work
- 22% of LGBTQ Americans have not been paid equally or promoted at the same rate as their peers
- Globally employees report feeling exhausted from spending time and energy concealing their sexual orientation (17%) and gender identity (13%)
- $9 billion annually could be saved if organisations implemented more effective inclusion policies for their LGBT staff according ‘LGBT 2020 – LGBT Diversity Show Me the Business Case’, Out Now
- Companies with lower diversity had 19% less innovation revenues according to Harvard Business Review
There is clearly some space for improvement, right?
I believe we can do much better by, for example:
1. Reviewing your policies for (incl. but not limited to) LGBT inclusion.
Focus on inclusive practices, avoid discrimination
2. Providing training and education.
Set a collaborative environment. Make the people aware and educate your teams. Empower your employees to be more cooperative, open, and synergetic.
3. Giving a voice.
Every employee needs to feel s/he has a say in decisions impacting their work.
4. Accepting and valuing who they are.
People will be committed when they are recognized for their uniqueness.
The situation with Covid-19 has already caused extreme changes in business and the environment. Many LGBT people were highly impacted too. Early estimates indicate that more than 5 million LGBT employees may be affected by the pandemic. As I was sharing before in the previous posts, I am ready to offer my helping hand as a recruiter or simply as a human. Please contact me if there is anything I could help you with (of course, it is said for everyone, not only LGBT people).
I am against any discrimination based on sexual orientation, age, gender, race, ethnicity, origin, disability, pregnancy, parenthood, genetic information, or any other possible intolerance. Let us be inclusive and make our world a better place!
#EverybodyMattersInTheWorkplace #Equality #Inclusiveness #Tolerance
By Maria Nosach
Resources and links:
6. Picture of the So’Lille association: http://www.solille.fr/