Dear All, Give e some suggestions to handle Gay or lesbian employees and how to create niche for them in the organization? regards ashish banka HR & Hospitality
From India, Calcutta
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11From India, Calcutta
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Suggestions for Managing LGBTQ+ Individuals in the Workplace
Please consider my suggestions towards managing gay, lesbian, bisexual, and transgender individuals as shared below:
- First and foremost, if your organization has declared itself to be an equal opportunity employer, please ensure that you make every attempt to imbibe the right values.
- Discrimination can be legally contested. Hence, please consult your legal advisor to identify the 'Don'ts' for your company.
- At the point of hire, you may not be aware of an individual's sexual orientation. Please avoid asking any questions pertaining to that. Typically, this information is revealed as the employee starts working in the organization.
- If any cases are reported or detected, please refrain from creating any form of discrimination.
- Ensure a standard incident-reporting process that applies equally to all.
- Train your leadership team to handle any dissent shown by other employees towards LGBTQ+ individuals. Maintain a non-discriminatory attitude.
- Finally, here's an insight into managing them: they are efficient and highly skilled. Treat them with respect as they are your employees.
- Manage workplace romance cases following the same policy that applies equally to everyone. If your organization does not tolerate such relationships, maintain consistency for all. In the event of a behavioral issue reported by any employee involving LGBTQ+ individuals, address it on a case-by-case basis. Avoid generalizing and handle it separately with appropriate counseling for both parties to uphold a healthy work environment.
Feel free to share any concerns for further discussion and let us brainstorm a solution for you.
Regards,
[Cite Contribution]
From India, Mumbai
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Please consider my suggestions towards managing gay, lesbian, bisexual, and transgender individuals as shared below:
- First and foremost, if your organization has declared itself to be an equal opportunity employer, please ensure that you make every attempt to imbibe the right values.
- Discrimination can be legally contested. Hence, please consult your legal advisor to identify the 'Don'ts' for your company.
- At the point of hire, you may not be aware of an individual's sexual orientation. Please avoid asking any questions pertaining to that. Typically, this information is revealed as the employee starts working in the organization.
- If any cases are reported or detected, please refrain from creating any form of discrimination.
- Ensure a standard incident-reporting process that applies equally to all.
- Train your leadership team to handle any dissent shown by other employees towards LGBTQ+ individuals. Maintain a non-discriminatory attitude.
- Finally, here's an insight into managing them: they are efficient and highly skilled. Treat them with respect as they are your employees.
- Manage workplace romance cases following the same policy that applies equally to everyone. If your organization does not tolerate such relationships, maintain consistency for all. In the event of a behavioral issue reported by any employee involving LGBTQ+ individuals, address it on a case-by-case basis. Avoid generalizing and handle it separately with appropriate counseling for both parties to uphold a healthy work environment.
Feel free to share any concerns for further discussion and let us brainstorm a solution for you.
Regards,
[Cite Contribution]
From India, Mumbai
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I'm really glad that someone raised this question in the forum for the benefit of our members. These are my views and experiences:
- First of all, a clear-cut non-discrimination policy should be developed.
- A diversity policy needs to be drafted and implemented.
- A policy on equal opportunity, as already suggested by (Cite Contribution).
- Companies interested in implementing a more transgender-inclusive workplace should codify gender identity protection within their non-discrimination policies.
- Create focus groups that can work for the benefits of these people within or outside the company as well.
- One of the most important issues that companies with transgender employees face is those employees' access to restroom facilities. This becomes a very crucial topic of discussion if not dealt with properly.
- Treat them in a similar manner as you would treat your gay and transgender customers, with utmost respect and dignity.
- Provide employee diversity training for managers and supervisors.
- Create an inclusive work environment that motivates all employees to reach their full potential, based solely on their hard work, achievements, and performance.
Statement by BANK OF AMERICA CEO for their diverse workforce (including many gay, lesbian, and transgender employees):
“Our most valuable asset is the people who work at our banks, and in order for them to reach their full potential, they must feel included, respected, and understood in the workplace. From the very beginning, we’ve had a long-standing commitment to diversity; it’s woven into our culture. We’re always looking at employees to see what they're facing; we’re always seeking out ways to make things more inclusive. It’s a constant evolution. It’s the journey that’s important to Bank of America, not the destination.”
Hope this information will be helpful. :)
From India, Delhi
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- First of all, a clear-cut non-discrimination policy should be developed.
- A diversity policy needs to be drafted and implemented.
- A policy on equal opportunity, as already suggested by (Cite Contribution).
- Companies interested in implementing a more transgender-inclusive workplace should codify gender identity protection within their non-discrimination policies.
- Create focus groups that can work for the benefits of these people within or outside the company as well.
- One of the most important issues that companies with transgender employees face is those employees' access to restroom facilities. This becomes a very crucial topic of discussion if not dealt with properly.
- Treat them in a similar manner as you would treat your gay and transgender customers, with utmost respect and dignity.
- Provide employee diversity training for managers and supervisors.
- Create an inclusive work environment that motivates all employees to reach their full potential, based solely on their hard work, achievements, and performance.
Statement by BANK OF AMERICA CEO for their diverse workforce (including many gay, lesbian, and transgender employees):
“Our most valuable asset is the people who work at our banks, and in order for them to reach their full potential, they must feel included, respected, and understood in the workplace. From the very beginning, we’ve had a long-standing commitment to diversity; it’s woven into our culture. We’re always looking at employees to see what they're facing; we’re always seeking out ways to make things more inclusive. It’s a constant evolution. It’s the journey that’s important to Bank of America, not the destination.”
Hope this information will be helpful. :)
From India, Delhi
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Under the Indian Constitution, it is illegal to discriminate against any person on the basis of sex, creed, caste, religion, or sexual orientation. Some of the links provided will offer further understanding of the issue you have raised:
- [Homosexuality - Tulika Srivastava](http://www.legalservicesindia.com/articles/h1omo.htm)
- [Indian IT opens up to lesbians, gays](http://www.financialexpress.com/news/indian-it-opensup-to-lesbians-gays/717305/)
- [Indian IT drafts policy for gays, transgender - Business news](http://www.siliconindia.com/shownews/Indian_IT_drafts_policy_for_gays_transgender-nid-74652.html)
- [Rampant violation of rights of sexuality minorities](http://www.pucl.org/reports/Karnataka/2001/sexualminorities-pr.htm)
- [www.outlookindia.com | Beyond The Pink Rupee](http://www.outlookindia.com/article.aspx?263158)
Regards,
Octavious
From India, Mumbai
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- [Homosexuality - Tulika Srivastava](http://www.legalservicesindia.com/articles/h1omo.htm)
- [Indian IT opens up to lesbians, gays](http://www.financialexpress.com/news/indian-it-opensup-to-lesbians-gays/717305/)
- [Indian IT drafts policy for gays, transgender - Business news](http://www.siliconindia.com/shownews/Indian_IT_drafts_policy_for_gays_transgender-nid-74652.html)
- [Rampant violation of rights of sexuality minorities](http://www.pucl.org/reports/Karnataka/2001/sexualminorities-pr.htm)
- [www.outlookindia.com | Beyond The Pink Rupee](http://www.outlookindia.com/article.aspx?263158)
Regards,
Octavious
From India, Mumbai
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Hello Ashish,
Greetings. You have raised an issue that is becoming more common with the increasing acceptance of gay and lesbian relationships in society. "Live-in" relationships are now a part of everyday life. When it comes to suggestions, it is important to remember that regardless of their personal preferences, these employees are part of your workforce and should be evaluated based on their performance rather than their personal relationships. While this topic may have been considered taboo in the past, the future holds unique and diverse situations that require an open mind. Focusing on the skills and contributions of each individual, whether they are straight, gay, or lesbian, will create a more meaningful work environment for everyone. Some of our colleagues have provided valuable steps to consider moving forward. Best of luck. Please feel free to reach out for any further guidance.
Best regards
From India, Mumbai
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Greetings. You have raised an issue that is becoming more common with the increasing acceptance of gay and lesbian relationships in society. "Live-in" relationships are now a part of everyday life. When it comes to suggestions, it is important to remember that regardless of their personal preferences, these employees are part of your workforce and should be evaluated based on their performance rather than their personal relationships. While this topic may have been considered taboo in the past, the future holds unique and diverse situations that require an open mind. Focusing on the skills and contributions of each individual, whether they are straight, gay, or lesbian, will create a more meaningful work environment for everyone. Some of our colleagues have provided valuable steps to consider moving forward. Best of luck. Please feel free to reach out for any further guidance.
Best regards
From India, Mumbai
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Dear All,
Isn't the notion of being an equal opportunity employer intended to be non-discriminatory in all aspects related to employees? For example, rejecting a female candidate on the grounds of lesbianism highlights the recruiter's capability to identify who is who, rather than the company ironically being labeled an equal opportunity employer. Such identification is doubtful and is not justifiable.
The risk lies in the post-hire behaviors of such employees (i.e., once hired and at the duty station through daily behaviors), which may be disagreeable or uncomfortable to other staff on the job. Moreover, if such behaviors are recorded in writing and submitted by another staff member(s) as a "grievance," then the matters become disciplinary.
Does that also mean that the recruiter is guaranteeing the post-hire behavior of other normal candidates selected? No. Thus, the risk will always remain irrespective of preferences.
In conclusion, it's a matter of weighing risks after hire. Gender preferences have little to do with work performance. Within the office premises, a lesbian is an employee. Outside the premises, it does not matter as long as the company's reputation is not at risk.
From Nepal, Kathmandu
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Isn't the notion of being an equal opportunity employer intended to be non-discriminatory in all aspects related to employees? For example, rejecting a female candidate on the grounds of lesbianism highlights the recruiter's capability to identify who is who, rather than the company ironically being labeled an equal opportunity employer. Such identification is doubtful and is not justifiable.
The risk lies in the post-hire behaviors of such employees (i.e., once hired and at the duty station through daily behaviors), which may be disagreeable or uncomfortable to other staff on the job. Moreover, if such behaviors are recorded in writing and submitted by another staff member(s) as a "grievance," then the matters become disciplinary.
Does that also mean that the recruiter is guaranteeing the post-hire behavior of other normal candidates selected? No. Thus, the risk will always remain irrespective of preferences.
In conclusion, it's a matter of weighing risks after hire. Gender preferences have little to do with work performance. Within the office premises, a lesbian is an employee. Outside the premises, it does not matter as long as the company's reputation is not at risk.
From Nepal, Kathmandu
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Please avoid making any discrepancies between lesbians, gays, bisexuals, and transgender individuals, as this could irreversibly hurt them. As long as they engage in activities outside the company premises and outside office hours, we cannot inquire about their actions. However, if they engage in such activities during office hours and/or within office premises, you should speak with them individually rather than as a group. Counsel them that they must uphold the work culture and office discipline, and understand that the company will not intervene if they engage in such activities outside the company premises. Furthermore, even when engaging outside, they should refrain from using the company's name, as this goes against company policy.
Ensure that their behavior does not disrupt work or cause distress to other employees.
Thank you.
Regards
From India, Kumbakonam
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Ensure that their behavior does not disrupt work or cause distress to other employees.
Thank you.
Regards
From India, Kumbakonam
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I think that by having policies dealing with homosexuality, it is a kind of discrimination in itself. As long as an employee is performing and adhering to the standing orders, no one should be bothered about the sexual orientation of a colleague. Most of the time, gossiping is the issue one has to deal with, but this happens when any employee starts behaving in an improper manner, e.g., office romances, extramarital affairs, etc. There is no need to single out gays.
Regards
From India, Visakhapatnam
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Regards
From India, Visakhapatnam
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Dear Mr. Ashish,
At the time of recruitment, we mainly focus on ASK (Attitude, Skills, Knowledge), as that's what we are most interested in. After all, our objective is to achieve the organization's goals and to grow along with the organization. How much does it actually matter if a person is straight, lesbian, or gay? For instance, if a straight person is less qualified or capable than a gay or lesbian individual, will the company discriminate against them or give more preference to straights? What if a gay or lesbian employee feels uncomfortable due to discrimination and experiences a decrease in job satisfaction? This could result in the loss of a valuable asset for the company. Would the company be willing to bear such a loss?
The only concern regarding an employee should be their capabilities or talent for their work, not their sexual orientation.
Regards,
discusshr
From India
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At the time of recruitment, we mainly focus on ASK (Attitude, Skills, Knowledge), as that's what we are most interested in. After all, our objective is to achieve the organization's goals and to grow along with the organization. How much does it actually matter if a person is straight, lesbian, or gay? For instance, if a straight person is less qualified or capable than a gay or lesbian individual, will the company discriminate against them or give more preference to straights? What if a gay or lesbian employee feels uncomfortable due to discrimination and experiences a decrease in job satisfaction? This could result in the loss of a valuable asset for the company. Would the company be willing to bear such a loss?
The only concern regarding an employee should be their capabilities or talent for their work, not their sexual orientation.
Regards,
discusshr
From India
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