There are some great examples of workplace LGBT networks over at the Are there non-LGBT people in your workplace who are passionate about or interested in LGBT rights? Involve LGBT and non-LGBT employees and celebrate important days and events to continuously spread awareness of your policies.Looking for further guidance on how to manage and include diverse employees in your organisation? This is because all employees will feel less stressed and more productive as respected members of a cohesive team.Here are some key LGBT inclusion strategies that SMEs can consider adopting for a more LGBT-friendly workforce:Having LGBT policies in the workplace is crucial for setting the guidelines on how to be more inclusive and avoid discrimination. Research supports the existence of many positive links between LGBT-supportive policies or climates and outcomes that will benefit employers.LGBT-supportive policies are linked to greater job commitment, increased job satisfaction, and better health outcomes among LGBT employeesLGBT-supportive policies and workplace climates are also linked to less discrimination against LGBT employees and more openness about being LGBT.

The LGBT community is statistically one of the most discriminated against demographics in the world today. Also, an employer’s workplace environment should have policies in place stating that all employees are treated equally. Furthermore, LGBT-supportive policies and workplace climates are also linked to less discrimination against LGBT employees and more openness about being LGBT. We conclude that this body of research supports the existence of many positive links between LGBT-supportive policies or workplace climates and outcomes that will benefit employers.

LGBT workplace issues fall into two categories: overt discrimination and subtle issues that exist in a workplace’s social dynamics. LGBT Policy At the U.S. Department of Labor, our mission is to promote and protect opportunity for all workers. Promoting inclusivity isn’t just a moral imperative for companies, it’s a smart business decision.

An official website of the United States government.At the U.S. Department of Labor, our mission is to promote and protect opportunity for all workers. These findings are also summarized in Figure 2.We make several recommendations about directions for future research:Finally, researchers and business officials should collaborate to fully utilize data collected by employers and to make findings available to policymakers, the public, and other businesses. No current federal law protects LGBT workers from employment discrimination. Stigma and methodological barriers make it difficult to get an accurate count of the Lesbian, Gay, Bisexual, and Transgender (LGBT) population.1 The following statistics are the best estimates from surveys around the world. In all cases, the goal is to ensure the safety, comfort, and healthy development of transgender or gender non-conforming employees while maximizing the employee’s workplace integration and minimizing stigmatization of the employee.

According to surveys done by UCLA’s William’s Institute, approximately four percent of the United States workforce identifies as lesbian, gay, bisexual or transgendered (LGBT). One in ten black, Asian and minority ethnic LGBT employees (10 per cent) have been physically attacked by customers or colleagues in the last year. This will be a great boost to LGBT awareness and inclusion throughout the year.You can use these dates and milestones as learning opportunities for all staff. The “business case for diversity” suggests that diversity in the workplace will lead to lower costs and higher revenues, improving the bottom line. With harsh immigration policies and lack of nondiscrimination protections, undocumented LGBT workers are at increased risk for discrimination and exploitation. Less discrimination and more openness, in turn, are also linked to greater job commitment, improved workplace relationships, increased job satisfaction, improved health outcomes, and increased productivity among LGBT employees.Figure 1 presents the number of studies finding that employers’ LGBT-supportive policies and workplace climates lead to positive business outcomes compared to the number of studies that find a negative relationship or no relationship to business outcomes. LGBT inclusion in the workplace is fast becoming a priority for organisations of all sizes across the UK. In Canada, 1.7% of Canadians between the ages of 18 and 59 are gay or lesbian, and an additional 1.3% are bisexual.2 2. Our nation and workforce are stronger when we embrace diversity, and when workers can apply their unique skills and talents to jobs that provide fair wages, benefits, and safe and healthy working conditions, and ensure respectful inclusion.

Header Bottom A network means LGBT employees can meet in a safe space within their place of work to relate to one another.As a focus group, network members can also help you identify and improve upon issues affecting LGBT staff, so you can continually improve your approach. So too are there many ways we can ensure LGBT people are supported and included in their places of work, some of which are easy for SMEs to adopt.The benefits to an LGBT inclusive workplace extend beyond that of making sure employees of all sexualities and gender expressions feel safe and valid, though of course this is the primary reason. An official website of the United States government.At the U.S. Department of Labor, our mission is to promote and protect opportunity for all workers. More than a third of LGBT staff (35 per cent) have hidden that they are LGBT at work for fear of discrimination.

Gender-neutral toilets, those without a sex assigned to the door, are a clear sign that gender is a …