During the training, when I know that a particular trainee or trainees is an LGBT (Lesbian, Gay, Bisexual, and Transgender) person, what methodologies or cautions do I need to exercise to ensure the training environment is conducive? How can I make sure that the other trainees or participants also engage in learning without any hindrance or hesitancy? While we are all familiar with the training principles we follow, adapt, implement, or practice, this question has remained unanswered. I would really appreciate it if someone could help me with this.
P.S: Most of the time, these trainees (LGBT) have confided their identity with me.
From India, Hyderabad
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P.S: Most of the time, these trainees (LGBT) have confided their identity with me.
From India, Hyderabad
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Kindly conduct your training program as usual, like any other training with any target group. If a trainee confides in you about his/her identity and wishes to keep it confidential, then you need to do so. If they openly declare it, it means that they expect us to treat them like normal individuals (which they are!). We need to understand that being LGBT is not unnatural; it is as natural as a straight sexual orientation. You, as a trainer or facilitator, should first understand this aspect and accept them. Only then will your body language be well-placed, like how you would in any other group. If the group detects changes in your behavior in how you treat certain individuals, only then may the group start unacceptable behavior towards them. Please remember, LGBT individuals are normal human beings. How the group treats them depends on how you treat them or your attitude towards that community.
Best wishes!
From India, Bangalore
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3Best wishes!
From India, Bangalore
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The Role of Gender in Employee Training
We conduct employee training to build specific skill sets among the participants. Skill sets are developed to create organizational change. Unless the training program is specifically gender-specific, where is the question of gender impacting the trainer's delivery?
In almost all technical or semi-technical trainings, gender does not matter. Gender also does not play a role in soft skills training. When a game or simulation is conducted, there is no distinction based on gender. Sexual preference is a personal matter, and it is better left to the individual.
Focus on Professionalism
As a trainer/faculty, we should focus solely on the subject matter. When sharing stories or anecdotes, we must be cautious not to offend anyone's sensibilities based on factors like caste, creed, religion, or language. This is the only precaution to keep in mind.
If a trainee/participant discloses their sexual orientation to the trainer/faculty, it indicates a personal relationship developing. The trainer/faculty should maintain a strictly professional relationship.
Thanks,
Dinesh Divekar
From India, Bangalore
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We conduct employee training to build specific skill sets among the participants. Skill sets are developed to create organizational change. Unless the training program is specifically gender-specific, where is the question of gender impacting the trainer's delivery?
In almost all technical or semi-technical trainings, gender does not matter. Gender also does not play a role in soft skills training. When a game or simulation is conducted, there is no distinction based on gender. Sexual preference is a personal matter, and it is better left to the individual.
Focus on Professionalism
As a trainer/faculty, we should focus solely on the subject matter. When sharing stories or anecdotes, we must be cautious not to offend anyone's sensibilities based on factors like caste, creed, religion, or language. This is the only precaution to keep in mind.
If a trainee/participant discloses their sexual orientation to the trainer/faculty, it indicates a personal relationship developing. The trainer/faculty should maintain a strictly professional relationship.
Thanks,
Dinesh Divekar
From India, Bangalore
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Thank you, Dinesh and Sushi. Very valuable thoughts, and I concur with both of you! As a trainer, I accept the truth and the identity. Keeping the limitations in mind that we have as trainers (professionals), I think we wouldn't be able to do much in having the other participants accept the individual's identity. Well, at times I feel it's easier said than done. Driving home the point that one shouldn't wear his heart on the sleeves!
From India, Hyderabad
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From India, Hyderabad
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We have insufficient information on the type of training being imparted in this case. However, the query is interesting and important, as any HR professional should have some idea, knowledge, or guidelines on how to handle such situations.
General Preparations for HR
Keeping the training aspects aside, when it comes to the general preparations of HR, is it not necessary to identify specifically who among the trainees we are discussing? I must confess, as administrators, we often have no clue what to do and what not to do.
Recognizing and Supporting Transgender Trainees
When talking about general preparations from the first day they report to you, should we recognize them as transgender from the start? Should we proceed with extra care, additional preparations, and so on? You may even need to allocate an exclusive washroom for them. If so, why? If not, why not?
Of course, there are certain guidelines provided in recent enactments that vest equal rights and privileges to them. But these may not be sufficient to handle other sensitive issues, if I am correct. There are other possibilities as more of them will be employed in the future, and it is necessary for us to engage in addressing problems such as those mentioned in the query.
Regards
From India, Bangalore
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General Preparations for HR
Keeping the training aspects aside, when it comes to the general preparations of HR, is it not necessary to identify specifically who among the trainees we are discussing? I must confess, as administrators, we often have no clue what to do and what not to do.
Recognizing and Supporting Transgender Trainees
When talking about general preparations from the first day they report to you, should we recognize them as transgender from the start? Should we proceed with extra care, additional preparations, and so on? You may even need to allocate an exclusive washroom for them. If so, why? If not, why not?
Of course, there are certain guidelines provided in recent enactments that vest equal rights and privileges to them. But these may not be sufficient to handle other sensitive issues, if I am correct. There are other possibilities as more of them will be employed in the future, and it is necessary for us to engage in addressing problems such as those mentioned in the query.
Regards
From India, Bangalore
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Clarification on LGBT Community and Corporate Training
It appears that you have not read the thread properly. Who has questioned whether the LGBT community is normal or not? Corporate training has nothing to do with the existence of the LGBT community. The discussion at hand is about how one of the trainees "confided" with the trainer that he/she is part of the LGBT community.
Companies spend their precious funds on employee development. In order to maximize ROI on this spend, the trainer or faculty must restrict the discussion within the purview of the objectives of the training and nothing else. While the trainer or faculty may add an element of humor or fun, nevertheless developing undue familiarity with the trainees is not appreciated. They must maintain a discreet distance from the participants. Neither should they pry into the trainees' sexual orientation.
What was the training subject that needed divulgence of one's sexual orientation in the corporate training? This is not disclosed by the poster of this post.
The requirement of psychological therapy for the LGBT community for their settlement has nothing to do with corporate training. Both are unconnected issues.
If productivity hampers because one is part of the LGBT community, then larger companies could recommend counseling. However, this is part of employee welfare and not employee training per se.
Thanks,
Dinesh Divekar
From India, Bangalore
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It appears that you have not read the thread properly. Who has questioned whether the LGBT community is normal or not? Corporate training has nothing to do with the existence of the LGBT community. The discussion at hand is about how one of the trainees "confided" with the trainer that he/she is part of the LGBT community.
Companies spend their precious funds on employee development. In order to maximize ROI on this spend, the trainer or faculty must restrict the discussion within the purview of the objectives of the training and nothing else. While the trainer or faculty may add an element of humor or fun, nevertheless developing undue familiarity with the trainees is not appreciated. They must maintain a discreet distance from the participants. Neither should they pry into the trainees' sexual orientation.
What was the training subject that needed divulgence of one's sexual orientation in the corporate training? This is not disclosed by the poster of this post.
The requirement of psychological therapy for the LGBT community for their settlement has nothing to do with corporate training. Both are unconnected issues.
If productivity hampers because one is part of the LGBT community, then larger companies could recommend counseling. However, this is part of employee welfare and not employee training per se.
Thanks,
Dinesh Divekar
From India, Bangalore
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Just to add a couple of points. As a trainer, one is responsible for all the trainees in a group. Interpersonal relationships between the trainer and individual trainees are as important as interpersonal relationships between the different trainees. One needs to consider the concerns of the other so-called "normal" people as well, so that they do not feel ill-at-ease or scared in any way. As a trainer, one should be aware of the problems that can arise during the course of training programs. Your concern for such persons is really appreciable.
From India, Kolkata
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From India, Kolkata
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The replies given by Sushi and Dinesh are spot on.
There is only a different participant - we trainers would be bored with the same type of participant. How that differs shouldn't be a problem unless it disrupts the workshop. Then such a participant should be treated the same as any participants who disturb.
To answer your question regarding how to get everyone to participate when such people are in the batch - treat them the same as others.
Regards,
From India, Mumbai
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There is only a different participant - we trainers would be bored with the same type of participant. How that differs shouldn't be a problem unless it disrupts the workshop. Then such a participant should be treated the same as any participants who disturb.
To answer your question regarding how to get everyone to participate when such people are in the batch - treat them the same as others.
Regards,
From India, Mumbai
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