Creating Equitable Workplaces

For your GLBT employees

Gay Lesbian Bisexual Transgender

A diversity of sexuality and gender identity-based culture

Anyone who is non-heterosexual

What is GLBT?

GLBT employees face social discrimination, which can be subtle in form but potent in effect. Social discrimination involves differential access to social networks, relationships and activities that can improve an employee’s job performance and promote their careers…A lack of access to social resources has been found to damage the careers of women and employees of color…The exclusion from valuable work relationships is a pervasive barrier faced by GLBT employees.

- Belle Rose Ragins“Sexual Orientation in the Workplace”

Workplace Challenges

Not being hired Not being promoted or denied training Denied mentoring or other networking Biased performance reviews Assigned less desirable work Harassment or discrimination Actual or fear of rejection by co-workers Anti-gay jokes or remarks Actual or fear of physical violence

Issues GLBT employees face

Source: Federal GLOBE

Lack of awareness regarding GLBT issues

Discriminatory behaviors against GLBT employees

Exclusion from important connections with others

Issues We Face

Without information about the experiences and challenges of GLBT employees, people may rely on stereotypes which can lead to a hostile workplace.

Lack of Awareness

Most co-workers and supervisors know each others sexual orientation (60-70%)

Not as high as friends or family members (>90%)

Why?◦ It is not as easy to identify someone’s sexual

orientation as it is other typical stigmatized identities

Coming Out at Work: Reasons and Strategies◦ Line Chamberland

Sexual Orientation and the Workplace

Blatant and direct forms of discrimination◦ Harassment leads to LGBT employees to stay

silent or “in the closet” Inadvertent discrimination

◦ Some employees make rude jokes using homophobic phrases or words

Discriminatory Behaviors

I don’t believe it is anyone’s business

vs. I want to be upfront and honest

Coming Out at Work: To Disclose or Not

Avoid conversations about private life Talk about personal life in a ambiguous or

neutral way Avoid co-workers outside of work Pretend to be single when not Refer to partner in opposite gender

Coming Out at Work: Reasons and Strategies◦ Line Chamberland

Concealing sexual orientation at work

Giving clear answers when asked a question Talking about partner Defending gay or lesbian rights when the

topic comes up at work Take the initiative to tell someone at work Bring partner to social activity where

partners or spouses are invited

Coming Out at Work: Reasons and Strategies◦ Line Chamberland

Disclosing sexual orientation at work

Determine what you know and don’t know about LGBT inclusion and learn anti-discrimination policies and resources for LGBT employees

Support equitable career advancement and development opportunities and practices

Listen to LGBT employees and learn about their workplace experiences

Demonstrate your commitment to inclusion publicly

Strategies: Managers

Remain open to education and information Learn and use the correct pronoun for

transgender and transsexual employees Never make homophobic jokes Treat GLBT co-workers with the same level

of professionalism and respect as other employees.

Strategies: Individuals

Federal GLOBE Gay, Lesbian, Bisexual, Transgender

Employees of the Federal Government www.fedglobe.org

For More Information: