LGBTQI+ Challenges in the Workplace-Navigating Policies, Procedures, and Practices

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Webinar Duration90 Min
Webinar Date28 Jul. 2022
Webinar IdAT2747

Description

Workplaces have made progress towards LGBTQ+ equality, yet LGBTQ +workers still go to work every day with fear that they might lose their jobs because of who they love and who they are. There is confusion among organizations as to whether the federal civil rights law Title VII protects gay, lesbian, and bisexual (LGB) employees. The EEOC and several courts clearly have stated that LGBTemployees are protected by Title VII however other courts have disagreed.

Transgender employees may be protected under the Civil Rights Act Title VII because their discrimination is “because of sex” yet discrimination lawsuits continue to arise as to what bathroom and locker room transgender employees can use while at work. A recent appellate court ruled that transgender employees may be protected under the ADA. Roughly 90% of transgender and 40% of LGB employees experience workplace discrimination according to some surveys. Heterosexism – the cultural expectation that everyone is, should be, or would prefer to be heterosexual - is the established norm of the workplace; a commonplace bias in American institutions. This bias gets played out in both overt and covert behaviors which in turn negatively impact the organizational culture. However, there have been organizational successes in diminishing the biases. There is an opportunity for your organization to create strategies to ensure LGBTQ inclusion in your workforce.

The webinar will specifically address:

The Implicit Association Test (online)
Recruitment and Retention
Heterosexism assumptions
International LGBT considerations
Marketing and Advertising
Restroom access for transgender employees
Guidelines for the transitioning of a transgender employee
Responding to negative reactions to LGBT inclusion
Workplace dress codes, transgender employees, and gender non-conforming employees

Area Covered In The Webinar

To examine LGBTQ perceptions and stereotypes
To discover the business case for LGBTQ inclusion in the workforce
To describe the impact on LGBTQ employees and the workplace when they fear being who they are at work
To discuss transgender
To establish gender transition guidelines
To identify organization practices to minimize discrimination
To discuss the outcome of LGBTQ supportive policies and practices
To develop organization and individual strategies for LGBTQ inclusion into the workforce

Why should you attend?

All organizations strive to meet their mission and goals. Most organizations employee LGBTQ workers. When LGBTQ workers are welcomed and included, without fear as to their sexual orientation and gender identity, the organization is more productive, has better morale, is healthier, and LGBTQ employees are not discriminated against. When the welcome and inclusive environment is not a reality, productivity drops, morale decreases, and the organization is at risk for liability. The organization’s climate and culture are compromised leading to increased turnover and difficulty hiring LGBTQ employees.