So regardless of personal beliefs or opinions
Mar 9, 2024 6:22:05 GMT -5
Post by account_disabled on Mar 9, 2024 6:22:05 GMT -5
Will never be positive to contribute to a situation that is not positive for another person, and in this case, a collaborator.
10 steps to make your company more inclusive of the LGBT+ community
1. Establish and enforce policies
The first step to having an LGBT+ friendly workplace is to establish specific policies that outline your company's position on LGBT+ rights.
If you don't have one of these policies, you're behind. According to Catalyst, 91% of Fortune 500 companies now have nondiscrimination policies that include sexual orientation, and 83% include gender identity.
However, having a policy is not enough on Chile Mobile Number List its own. You should also make sure you are very clear about what is and is not acceptable behavior in your company, and establish procedures for dealing with people who violate these policies. You should then follow up on those processes, ensuring that allegations of discrimination or harassment are taken very seriously.
2. Change your hiring strategies
If you already have LGBT+-friendly policies, you're ready to welcome new collaborators. To ensure you do this correctly, you will need to check the wording of your vacancy advertisements to ensure that the message you are giving is correct.
It will never hurt to make an explicit mention of your commitment to equality and diversity. It will also be important to communicate beyond your usual demographics, for example you can look to partner with LGBT+ employee networks and organizations in your area.
Consider presenting at LGBT+ recruitment events and posting your vacancy ads on job boards that focus on this community.
Next, ensure that the interview and selection processes are transparent and fair, without room for bias.
3. Provide training
If up to this point you have already achieved inclusive hiring, you should not assume that the rest of your collaborators are ready for it.
A 2018 survey found that about a quarter of American workers may feel uncomfortable seeing an LGB+T coworker's wedding photo. And the same report found that 55% of LGBT+ Americans experienced discrimination in 2017, up from 44% the year before.
Although discomfort is not always synonymous with discrimination, many employees will need a nudge through training to ensure that they treat their coworkers with respect. Therefore, be sure to provide diversity training to your staff that includes a module on sexual orientation and gender identity.
4. Join support events
Today, events are held around the world every year to celebrate and support this community.
Pride parades and festivals are the largest and most well-known, but there are others like Spirit Day where millions of people stand against bullying and support LGBTQ+ youth.
Participate in these events! This demonstrates your commitment to LGBT rights and sends a clear message to your staff and clients about your position!
5. Increase profits
The benefits for all your collaborators should not exclude anyone. Make sure benefits like social security or life insurance are inclusive and support the medical needs of transgender people.
10 steps to make your company more inclusive of the LGBT+ community
1. Establish and enforce policies
The first step to having an LGBT+ friendly workplace is to establish specific policies that outline your company's position on LGBT+ rights.
If you don't have one of these policies, you're behind. According to Catalyst, 91% of Fortune 500 companies now have nondiscrimination policies that include sexual orientation, and 83% include gender identity.
However, having a policy is not enough on Chile Mobile Number List its own. You should also make sure you are very clear about what is and is not acceptable behavior in your company, and establish procedures for dealing with people who violate these policies. You should then follow up on those processes, ensuring that allegations of discrimination or harassment are taken very seriously.
2. Change your hiring strategies
If you already have LGBT+-friendly policies, you're ready to welcome new collaborators. To ensure you do this correctly, you will need to check the wording of your vacancy advertisements to ensure that the message you are giving is correct.
It will never hurt to make an explicit mention of your commitment to equality and diversity. It will also be important to communicate beyond your usual demographics, for example you can look to partner with LGBT+ employee networks and organizations in your area.
Consider presenting at LGBT+ recruitment events and posting your vacancy ads on job boards that focus on this community.
Next, ensure that the interview and selection processes are transparent and fair, without room for bias.
3. Provide training
If up to this point you have already achieved inclusive hiring, you should not assume that the rest of your collaborators are ready for it.
A 2018 survey found that about a quarter of American workers may feel uncomfortable seeing an LGB+T coworker's wedding photo. And the same report found that 55% of LGBT+ Americans experienced discrimination in 2017, up from 44% the year before.
Although discomfort is not always synonymous with discrimination, many employees will need a nudge through training to ensure that they treat their coworkers with respect. Therefore, be sure to provide diversity training to your staff that includes a module on sexual orientation and gender identity.
4. Join support events
Today, events are held around the world every year to celebrate and support this community.
Pride parades and festivals are the largest and most well-known, but there are others like Spirit Day where millions of people stand against bullying and support LGBTQ+ youth.
Participate in these events! This demonstrates your commitment to LGBT rights and sends a clear message to your staff and clients about your position!
5. Increase profits
The benefits for all your collaborators should not exclude anyone. Make sure benefits like social security or life insurance are inclusive and support the medical needs of transgender people.