By Selisse Berry
In 2015, the LGBT community made global strides in terms of acceptance and equality, from public figures identifying as transgender to the U.S. legalizing same-sex marriage.
Although a tremendous victory for the global LGBT rights movement, there is still much work to be done; the “next frontier” in the LGBT rights movement is global workplace equality. Equality initiatives driven by human resources teams are critical. Workplace policies, benefits and programs that support LGBT equality are the backbone of cultural change, which HR has the power to ignite.
In order to foster LGBT workplace equality and make sure that all employees feel supported and included, HR teams must start with policies, then address talent management and workplace climate.
Support in the workplace
If not already included, it’s beneficial for HR teams to include sexual orientation, gender identity and gender expression in their global non-discrimination and anti-harassment policies. Companies with international locations may consider rolling out LGBT-inclusive policies to ensure that LGBT employees are accounted for during travel or relocation, especially to anti-LGBT environments. HR teams can also assist employees traveling to these locations by providing tips and trainings for safety.
There are disparities in workplace equality that disproportionately affect the transgender community. Taking this into account, HR teams may implement guidelines for supporting employees through gender transitions, establishing an environment where non-binary gender expressions are not an issue and ensuring mutual respect for transitioning employees, their coworkers, customers, business partners and management.
In addition to non-discrimination policies, guidelines may encompass every aspect of transitioning such as employee and employer expectations, notification of transition, the transition timeline, confidentiality, addressing coworker concerns, gender fluidity, restroom access and pronoun and name changes.
It often falls upon the HR department to ensure minimal workplace disruption and, as many employees may not be aware of the transitioning process, it is imperative to host workgroup meetings to announce the transition and inform coworkers, managers and clients about expectations involving appearance, names, pronouns and medical leave, when an employee begins to transition.
The content of these workgroup meetings will be determined by the initial conversation the HR team member conducts with transitioning employees, outlining the following:
• The company’s policies addressing discrimination in the workplace
• Indication of the company’s support and commitment to confidentiality
• Identification of the management personnel that may head the internal support network for the transitioning employee
• Communication and timing preferences, such as how the employee wishes to inform coworkers, clients and others of his or her transition
• Name and pronoun preferences and timing
• The internal resources available to support the transitioning employee
• Time and leave policies surrounding the transition
The workgroup sessions after this initial conversation will not only minimize workplace disruption and misunderstandings, but will also make the transitioning employee feel comfortable and valued. It’s important to include external contacts, such as clients or remote business partners, who work with the transitioning employee but may not be in daily contact with him or her, in these meetings as well.
If coworkers raise negative concerns about a transitioning employee, support managers and HR professionals must meet immediately one-on-one with the employee to ensure that everyone feels comfortable and valued.
The procedures and treatments associated with the transitioning process often necessitate time off from work. Existing company leave and time off policies for other medical procedures and treatments also apply to these medical procedures and treatments. Transitioning is a major life-changing event, and healthcare benefits should also include mental health support.
The HR team must ensure that transgender employees understand the extent of their benefits, and confidentially discuss transitioning timelines so that transitioning and transgender employees feel supported.
Talent management and workplace climate
Apart from initiatives that target LGBT employees specifically, instating policies and programs to improve the general workplace climate in regard to LGBT inclusivity is an important step for organizations. Such programs could take the form of diversity training, with specific reference to LGBT issues. Incorporating diversity objectives into management performance goals allows companies to consistently communicate its support to its employees.
HR professionals can measure the effectiveness of these efforts with frequent and anonymous climate surveys distributed to the entire workforce. In addition to these surveys, it is also important for HR teams to include self-identification in company metrics in order to keep track of LGBT employees so that they receive the necessary support.
From policy to practice
An LGBT-inclusive workplace is rooted in HR policies that promote dialogue, input and exchange so that every employee feels valued as his or her authentic self. From these policies blooms a company culture where everyone feels confident that they can bring their true identity to work.
Selisse Berry is founder and CEO of Out & Equal Workplace Advocates, a nonprofit organization dedicated to achieving lesbian, gay, bisexual and transgender workplace equality.