“In business, we can really all act for the inclusion of LGBTQI+ employees”

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Every year since 2005, the World Day Against LGBTphobia is held on May 17. That it still exists in 2022 clearly shows that while undeniable progress has been made on equal rights for LGBTQI+ people, discrimination, aggression and even persecution persist all over the world. In London, they are punishable by law, which does not prevent ordinary discrimination from continuing. And the world of work unfortunately remains a terrain that is too often conducive to these.

Much remains to be done so that everyone, in all their uniqueness, can thrive at work and develop their creativity, energy and talent.

However, many companies work concretely and with sincerity to include all diversities, by training their management committees and their managers, by developing their recruitment methods or by actively supporting initiatives and associations beyond the sole pride month. Supporting the LGBTQI+ community does not mean changing your logo to the colors of the rainbow flag once a year, it means implementing a real HR strategy and financial and human resources.

Become an “Employee Resource Group”

Today, it is up to new employees, young or more experienced, to act as soon as they join the company, to instil the momentum necessary for the implementation of concrete and measurable actions in favor of equality. Previous generations led the first part of the fight, acquired rights that seem obvious today and set up the structures that make it possible to fight and make the voices of discriminated people heard.

It is the turn of a younger generation, militant and very largely opposed to any form of inequality, to make its voice heard, to embody inspiring role models, to recount varied backgrounds.

In an increasing number of companies, groups of employees are forming to defend a cause and act outside the HR circuit, and in a cross-functional way allowing everyone to get involved regardless his profession or hierarchical level. They are called “Employee Resource Groups” (ERG). They are a great opportunity to act in a very practical and concrete way and to have an impact on all employees.

We can cite the example of the BNP Paribas Pride network, the first of its kind to have been created in London in 2015 and which today has 1,500 members. We also think of “Out@L'Oréal”, “London TV for all”, “Pride @ BCG” (at the Boston Consulting Group) or “Friends by Engie”. A panorama far from being exhaustive and which extends to (almost) all sectors, from tech to banking and from consulting to consumer products. If it does not exist in your company? Create it! All it takes is often a few motivated people and a little time to get the ball rolling and unite energies.

43% of LGBTQI+ people were visible at work

Companies most often enthusiastically welcome these employee initiatives, which of course do not exempt them from implementing HR actions aimed at all employees.

Making all diversities visible is another challenge for advancing mentalities. This requires more people at all levels of companies. Recent studies point in particular to the glaring lack of visibility of lesbian women in the workplace. The Boston Consulting Group's Out@Work study, published in 2021, highlighted that only 43% of LGBTQI+ people were visible at work (down 9 points from 2018) and that 38% of them thought that being out at work was a disadvantage (+8% compared to 2018). It is therefore up to leaders, ERGs and visible and allied people to show a path so that finally, everyone can be 100% who they are at work.

Whether you are a recent graduate, whether you are new to the job market, whether you hold a managerial position, whether you are part of the LGBTQI+ community or an ally, you are concerned! Take up these topics, make your voice heard, set up a group within your company, whether it is a start-up or a large group, and act for more equality. Society as a whole will gain!

stubborn connect, what is it?

The first think tank that brings together actors from the world of work to promote LGBTQI+ talents and promote their inclusion in all professional environments. têtu·connect's expertise is deployed through awareness-raising workshops, events and business networking. The goal of têtu connect: to help create a truly inclusive corporate culture.

To note

This forum was written by a contributor outside the editorial staff. HR Consultant UK does not pay him, nor did he pay to publish this text. The choice to publish it was therefore made solely on editorial criteria.

Conclusion

HR Consultant can help if you have any questions about “In business, we can really all act for the inclusion of LGBTQI+ employees”
.Our HR consultant in London can assist you if you live in London. Suppose you live further afield thats not an issue! Visit our HR Consultants Near Me page to find the best consultancy in the UK and USA.
See you next time!

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