Gay,Lesbian, and Transgender discrimination in the workplace: Speaking out about inclusion and workplace bullying

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Gay, Lesbian, and Transgender in the workplace: Speaking out about inclusion Learning objective: Address workplace techniques to overcome those stereotypes How do we honor individual beliefs and choice to protect business values and morale? Diversity and inclusion practices represent a corporation’s capacity to utilize an array of talents, cultures, and experiences. This allows organizations to gain access to creativity and problem solving far beyond what would be available in a monocultural environment. With this commitment, there is also a clear business value system that respects the rights of all to work in a safe environment that values their contributions. 70 percent of surveyed LGBT community members report that they feel discriminated against and bullied at work. Over half have had to leave workplaces at least once in their careers because of related issues. Join us in this workshop for a candid discussion about unique challenges and explore strategies to create a LGBT friendly work environment. At the end of this workshop: a. Identify challenges and issue specific to the LGBT community (according to individual experiences and surveys) b. Explore statistics and real world examples c. Explore best practices in building friendly LGBT environments
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  • 1. GAY, LESBIAN, AND TRANSGENDER DISCRIMINATION IN THE WORKPLACE: SPEAKING OUT ABOUT INCLUSION AND WORKPLACE BULLYING Beverly Roberts Director, Northrop Grumman
  • 2. Did you know?
  • 3. Here are the statistics • Population – Multiple polls indicate that 3.4 – 6.7% of Americans are LGBT – Women are more likely to self identify • Benefits – 62% F500 have domestic partner benefits – 91% F500 have non-discrimination policies on sexual orientation – 61% F500 have non-discrimination policies for gender orientation • Discrimination – Up to 43% experienced discrimination – Up to 17% were not hired – Up to 28% were not promoted – Up to 41% experience abuse – Up to 60% have experienced derogatory comments, (largely go unreported) – 21 States protect against sexual orientation discrimination – 15 States protect again gender identity discrimination
  • 4. Statistics (Cont’d) • Buying power – $790B buying power in the LGBT community – Over 50% brand loyalty to inclusive companies • Economic Insecurity – Poverty rate by race • 21% black lesbian couples • 4% white lesbian couples • 14% black gay male couples – Lesbian couples over 65 are 2X more likely to be poor than heterosexual couples Source: http://www.catalyst.org/knowledge/lesbian-gay-bisexual-transgender-workplace-issues
  • 5. Business Impact • Lower productivity, up to 30% lower • Attrition • Project work avoidance • Distrust, lower engagement • Higher stress • Hostile work environments Cost employers up to $25-75B in salary annually* * http://www.peoplemetrics.com/blog/calculating-the-cost-of-employee-disengagement
  • 6. What do we know about LGBT discrimination in the workplace? • Still a major issue • High risk to employee engagement • Advocacy is still needed – ERGs – Front line managers • National anti-discrimination still pending • Hate crimes legislation does not fully support protection for transgender persons at the State and local levels • Over 50% of LGBT in the workforce are reluctant to address workplace bullying and exclusion, more advocacy is needed
  • 7. Be aware • Chances are high that you will work with an LGBT person in your career • Those persons may not be fully comfortable engaging on topics of their personal life • Social cues and language are important • Read up on cultural competency
  • 8. Speaking out • Interrupting negative cultural behaviors is a marathon not a sprint and practice matters • Develop some good habits for inclusion* – Be careful with your assumptions – assume LGBT persons and allies are listening – Use inclusive language – WE culture – Speak up – communicate zero-tolerance for bullying and poor jokes and DON’T gossip – Acknowledge and engage with LGBT workers – If you are LGBT, come out – advocate for your self – Ensure fair opportunity for development and opportunity in your workplace – Make sure you are prepared when your co-worker or employee comes out • Start the dialog • Join an ERG • Be an ally, be a mentor *http://www.lc.org/media/9980/images/pr_doj_lgbt_directive_052113.pdf
  • 9. Inclusion begins with you
  • 10. Resources • Human Right Campaign – www.hrc.com • Black Enterprise – www.blackenterprise.com • Out & Equal Workplace Advocates – www.outandequal.org • Gallup – www.gallup.com • Work Force Diversity Network – www.workforcediversitynetwork.com • ALGBTICAL – www.algbtical.org • SAGE – www.sageusa.org • The Joint Commission – www.jointcommision.org/lgbt • oSTEM – www.ostem.org
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