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In this PPT,
we'll be talking about LGBT issues in the workplace and on a global scale.
LGBT stands for lesbian, gay, bisexual and transgender, and
refers to a population with diverse sexual orientations and gender identities.
Here are four questions to start our thinking about LGBT issues,
in workplaces around the world.
In your opinion, which of the countries in the following list prohibit discrimination
employment because of sexual orientation?
What do you think are some possible consequences for
the LGBT community in countries where LGBT rights are not recognized?
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To answer these questions,
let's first take a look at a map of LGBT legislation around the world.
As you can see, Europe provides the most protection against discrimination
based on person's sexual orientation or gender identity.
Many other parts of the world offer some protection, but
a vast majority still offers no protection at all.
For example, in India law stating from the colony
era prohibit LGBT from having same sex relations.
In countries with such laws in place is difficult for
the LGBT community to have legal protection in the workplace.
In United States, there's no federal law protecting the rights of LGBT employees.
At the state level, however, there's state level protection for
sexual orientation in 31 of the 50 US states such as Utah and Maryland.
If you focus on gender identity,
there's no state level gender identity protection in 33 of the 50 US states.
This means that in states with no such protection, firm can fire employees for
being LGB or transgender, with no or limited negative consequences.
As you can see as of 2015, 61 countries prohibit
discrimination in employment on the basis of sexual orientation.
In some countries such as India, Singapore and
Morocco, homosexuality itself is illegal, so
the LGB people are not protected against discrimination in or out of the workplace.
In other countries such as the United States or
Canada, laws of anti-discrimination in the workplace exist for
sexual orientation but not for gender identity.
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Lastly, many European countries including France prohibit
employment discrimination based on sexual orientation and gender identity.
On other continents, countries such as Mexico, South Africa and
Australia also do the same.
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Discussion of LGBT rights at the United Nations,
shows the diverse nature of this diversity category.
On one hand, there are countries that sponsor the Human Rights Council's
2011 resolution on LGBT rights.
And on the other hand, countries that have signed an official statement opposing LGBT
rights, after which countries in which LGBT rights are not recognized.
Homosexuality is illegal in 79 countries with consequences including housing and
employment discrimination.
But also imprisonment and in ten countries, the death penalty.
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In Ireland, for example, one in four LGBT employees in a survey,
reported having been verbally abused at some stage in their careers,
on the basis of sexual orientation or gender identity.
20% of LGB respondents in the EU study and overall,
over 40% of LGB employees reported experiencing discrimination at work or
while job hunting because of their sexual orientation.
This percentage is estimated to be as high as 90% for transgender employees.
In order to combat LGBT harassment, discrimination and
mistreatment, firms can take several initiatives.
For example, in Fortune 500,
over 90% of firms prohibit discrimination on the basis of sexual orientation.
Approximately 60% of firms prohibit discrimination based on gender identity,
compared to just 3% in 2,000.
And the majority provides domestic primary health insurance benefits to
their employees.
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Even in cultures where there is distinction between work and home.
Most of us will discuss what we did with our family over the weekend, or
during vacation with our colleagues.
A hostile working environment, LGBT employees may hide their
identities behind a straight personnel, married to an appropriate fictitious
spouse with fictitious children, for example, in order to fit in.
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However, the cost of this facade is higher level of stress and
anxiety, resulting in health problems and work related complaints.
LGBT supportive workplaces encourage people to
bring their authentic selves to work, and has an impact on their coming out.
Sharing personal information with colleagues.
A 2013 report by the Williams Institute revealed 36 research studies
that investigated the impact of the LGBT-Supportive Policies,
of workplace climates on business outcomes.
The results were clear.
They found that LGBT-supportive workplaces are a most strongly associated with more
openness about being LGBT.
They also found a correlation between LGBT-supportive workplaces and
less discrimination, improved health outcomes,
increased job satisfaction and greater job commitment.
We conclude with these stories.
In 2007, the CEO of BP,
Lord Brown, resigned from his position after he was outed for being gay.
For the past 41 years of my career at BP,
I have kept my private life separate from my business life.
I have always regarded my sexuality as a personal matter, to be kept private.
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Only ten years ago, it was unacceptable to be gay in business and
most definitely the oil business.
In 2014, the CEO of Apple Tim Cook voluntarily announced that he was gay.
His outing had no negative impact, either on the Apple brand or his own career.
LGBT issues touch upon our fundamental beliefs about people in the society.
The divisive nature of this topic makes it difficult to bring different
beliefs together in the workplace.
However, as Tim Cook points out, firms are starting to understand that they
can only flourish when you embrace people's differences.
They're gradually taking actions towards an acknowledgement and
a better understanding towards LGBT issues in the workplace.
Junko TakagiTeaching Professor
