Every June 28 commemorates the International LGBTI+ Pride Day. Far from limiting to a symbolic date, pride presents a strategic opportunity for the world of work to review its practices. The recent report “Inclusion in alert: barriers to labor well -being”prepared by Growgender and work and worldur, brings a blunt fact: 96% of LGBTI+ surveyed people acknowledges having lived situations of work violence. In it Case of transvestites, trans and non -binary (TTNB), that percentage amounts to 99%, almost all of the population. It is evident that it is not about exceptions, but that we can identify a structural pattern that has direct impact on well -being, productivity and talent retention.
From Grow we accompany the organizations of all sectors in the transformation processes that the labor market needs. In this month of pride, we propose a specific agenda with five critical challenges that require management, leadership and commitment.
Reputation and culture: The employer brand is also built with values
The way in which a Organization communicates its commitment (or his silence) Faced with LGBTI+ rights directly impacts your internal and external reputation. In an increasingly competitive market, people choose where to work not only for salary, but also for the values they perceive.
In these times, it is necessary to build a genuine and legitimate voice of protection of the rights of people LGBTI+. Obvious positive impacts are observed when organizations design institutional campaigns with participatory approach and sustained visibility actions over time, beyond commemorative dates.
Risk Management: Preventing violence is taking care of the business
Discrimination not only generates suffering: it can also be translated into Internal conflicts, loss of talent, legal sanctions and deterioration of the work environment. Not managing diversity implies concrete risks that must be on the agenda of leaders, human resources and talent management.
It is necessary Know the specific forms of violence, generate reliable and effective channels for LGBTI+ people and have specific protocols and response mechanisms in situations of discrimination or harassment of sexual orientation and gender identity.
Work environment: without authenticity, there is no real inclusion
People who must hide part of their identity To hold a job They cannot deploy their potential fully. The identity and/or expression of gender, but also sexual orientation, are not domestic or intimate issues, are vital experiences that go through the different areas of development of people.
This is why it is necessary to generate spaces for awareness, dialogue and active listening. Work with team leaders is key to consolidating a culture where each person can express themselves with freedom and security.
Internal regulations: Commitment needs clear rules
Have institutional policies that incorporate the LGBTI+ perspective It is not just a declaration of principles: it is a guarantee of continuity. Internal regulatory frameworks allow to sustain good practices beyond the changes of leadership or junctures: contemplate for example the records of the self -perceived name, licenses for diverse families and gender transition procedures in the workplace.
Employment access: open opportunities where historically there were barriers
Inclusion begins in the selection process. TTNB people face alarming rates of labor exclusion, so equity policies must include proactive measures to expand access and accompany sustainable trajectories.
Promote programs of Recruitment, Training and Mentoring For transvestites, trans and non -binary people is to expand talent for organizations.
Incorporating diversity is not a symbolic gesture, but a strategic decision that improves organizational climate, strengthens innovation and projects an institutional image consistent with the challenges of the 21st century. This June 28, more than a celebration, we propose a review. What place occupies pride in your organization? What sustained actions are being carried out? What challenges are still pending? Time is now!
LGBTI+ / Grow specialists – Gender and Work.-
Source: Ambito
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