Does your organization create a safe harbor for your associates year-round?

Current state and federal laws don’t always protect every sector of our community, and things are simply getting worse, for both queer individuals and women.

June shouldn’t be the only month to be aware of and support the LGBTQ+ community, though the month should be used to remember why we care year-round.

Nexus has implemented some practices that we have had internal success with, and we would like to offer these suggestions to have a more inclusive, understanding work culture:

• If you have a large enough staff, attempt to recruit a group of employees to volunteer to become an alliance sounding board and provide input — not just when planning for Pride Month, but to ensure support all year long. This will demonstrate that you are listening to and implementing your employees’ feedback, creating a sense of support and community within your company, and acting as a proactive measure against mistakes that could ultimately alienate and frustrate members of the LGBTQ+ community in and outside your company.
• Show your support for the LGBTQ+ community year-round, not just in June, by making sure your management and staff are up to date on all diversity and inclusivity training and ensuring your company policies follow those procedures. This involves updating your mission statement to include fair treatment and open support of the LGBTQ+ community, having equal benefits for all employees regardless of their sexual orientation (adoption leave, parental leave, health benefits, and pay), and adding an anti-discrimination policy with clear and enforceable consequences. This may require updates as local or national legislature shifts.
• Learn the origins and history of Pride Month. This includes how Pride began, the progress that has been made since then, and how much room for growth and advocacy still remains, even after all of this time.
• Put your efforts toward an activity or organization that will positively impact the queer community. Monetary donations are helpful, but sometimes volunteering at community events or spending time with LGBTQ+ advocacy organizations can have a bigger impact. This is recommended not just for LGBTQ+ advocacy, but for any other advocacy programs your staff may be passionate about.

Please remember that in today’s world, we are still fighting for equality. Everything you do in your company can and will show your support for the LGBTQ+ community.

Here’s where our country stands right now with laws related to queer workplace environments:

• In June 2020, the U.S. Supreme Court ruled that employers could not discriminate based on sexual orientation and gender identity (Bostock v. Clayton County).
• Currently, however, only 23 states and D.C. have employment protection laws for sexual orientation AND gender identity.
• According to NBC News, sexual harassment is a problem for 1 in 4 (25.9%) LGBTQ+ employees, while 1 in 5 (20.8%) report physical harassment, “including being ‘punched,’ ‘hit,’ and ‘beaten up’ on the job.”
• They also report that 46% of LGBTQ+ workers had been “passed over for a job, harassed at work, denied a promotion or raise, excluded from company events, denied additional hours, or fired” because of their sexual orientation or gender identity.
• 57% of LGBTQ+ employees reported the unfair treatment was motivated by religious beliefs.
• More than 25% of transgender people who held or applied for a job in the last year reported being fired, not hired, or denied a promotion because of their gender identity.
• One-third (34.2%) of LGBTQ+ employees have left a job because the environment was unwelcoming.
• Nearly half of all LGBTQ+ employees report that discrimination has negatively affected their work environment.

Sources:

• • https://www.nbcnews.com/nbc-out/out-news/half-lgbtq-workers-faced-job-discrimination-report-finds-rcna1935
  • https://transequality.org/issues/employment
  • https://www.adp.com/spark/articles/2018/06/transgender-equality-in-the-workplace-what-employers-need-to-know.aspx
  • https://www.americanprogress.org/article/state-lgbtq-community-2020/
  • https://www.lgbtmap.org/equality-maps/employment_non_discrimination_laws
  • https://williamsinstitute.law.ucla.edu/publications/lgbt-workplace-discrimination/

Interested in learning more about Nexus Direct? Meet our talented team of Nexies, check out our other blog posts, see our work in action, and contact us today to see how we can help you get the most out of your direct marketing programs.