Odyssey for Equality
LGBTIQA+ Inclusion in the Workplace A guide for employers
by L’Autre Cercle and 114 international volunteers
CONTENT ODYSSEY FOR EQUALITY /
Content
Content
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Introduction
Chapter 1 – LGBTIQA+ Inclusion and Corporate Governance Chapter 2 – LGBTIQA+ Inclusion in HR Management Chapter 3 – LGBTIQA+ Inclusion in Business and Technical Innovations
Conclusion
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About L’Autre Cercle
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INTRODUCTION ODYSSEY FOR EQUALITY /
Introduction
Our sincere expectation is that by 2031, the diverse LGBTIQA+ community will find workplaces fully inclusive and welcoming. This group of talented, productive, engaged professionals will be able to bring their whole self to work and focus on their core professional responsibilities without fear of discrimination and inappropriate language or behavior. In recent decades, many governments, companies, NPOs, and individuals have made great achievements in LGBTIQA+ workplace inclusion. In the coming decade, we still face two primary challenges: • How to promote LGBTIQA+ inclusion in less progressive societies. • In so-called “liberal democracies,” how LGBTIQA+ inclusion can go beyond symbolic declarations to deliver concrete actions that bring about meaningful change? With these questions in mind, L’Autre Cercle, the largest LGBTIQA+ professional non-profit organization (NPO) in France, launched in 2020 the inspiring and ambitious project: “Odyssey for Equality: Think Inclusive, Dare Equality.” More than 100 professionals from 21 countries, representing 14 companies and 18 NPOs responded to the call for volunteers.
Together, they worked on the important question “What should the workplace look like in 2031 for LGBTIQA+ individuals?”
Over a six-month period and leveraging technology during a worldwide pandemic and national lockdowns, this cohort organized “Design Thinking” workshops every month and worked primarily within 6 streams:
• Long-term impact of transnational institutions on LGBTIQA+ topics. • Remote working and new technology: what are the opportunities? • Transgender inclusion in the workplace.
• How to raise awareness about intersectionality in the workplace. • Climate change: leverage or defiance for LGBTIQA+ progress? • Corporate governance and global influence.
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INTRODUCTION ODYSSEY FOR EQUALITY /
On August 18, 2021, the project team gave a 90-minute synthesized presentation of their findings, online and on-site of the Human Rights Conference, as part of World Pride 2021 Copenhagen. They also published their summary in the form of a journal from the future – a fictional and retrospective review of the progress in LGBTIQA+ inclusion between 2021 and 2031. This document summarizes the fruits of the brainstorming done as part of the “Odyssey for Equality” project. Its aim is to suggest a universal and flexible framework for corporate Diversity, Equity and Inclusion leaders to elaborate upon existing Diversity, Equity and Inclusion strategies or create new ones. We have also developed a more detailed guide, which includes this framework and offers an action-oriented, practical tool kit to facilitate the most effective changes for promoting LGBTIQA+ workplace inclusion. In the longer document, the recommendations made by the 6 working streams are organized into 3 chapters to allow Diversity, Equality
and Inclusion leaders of different departments to easily find the recommendations dedicated to their specific domains of responsibility: • Corporate governance, • HR • Business and technical innovations. Each chapter is composed of different sections, for example, allyship, mentoring, etc. Certainly, there is no one-fits-all solution to LGBTIQA+ inclusion in the workplace. Nonetheless, this guide tries to, on the one hand, build a universal framework, and on the other, offer pragmatic solutions taking account for the particularities of each company and country. So, in each section, the recommendations are classified according to the maturity levels of LGBTIQA+ inclusion: awareness, acceptance, embrace, and influence.
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CHAPTER 1 / LGBTIQA+ INCLUSION AND CORPORATE GOVERNANCE ODYSSEY FOR EQUALITY /
Chapter 1 LGBTIQA+ Inclusion and Corporate Governance
Numerous studies prove that inclusive companies not only attract and retain more top talents, but also attain higher levels of customer satisfaction, gain more resilience, and raise their creative game in tech innovation. The commitment and example provided by a company’s Board, CEO, and senior executives are essential for the success of LGBTIQA+ inclusion policies.
More precisely, a company’s top management can work on the following aspects.
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CHAPTER 1 / LGBTIQA+ INCLUSION AND CORPORATE GOVERNANCE ODYSSEY FOR EQUALITY /
1. Fundamental value of the company Recognize Diversity, Equity and Inclusion as a core value of the company Establish a systematic and multidimensional approach to ensure LGBTIQA+ inclusion efforts that reach all levels of the workforce are implemented in all aspects of the company’s management and, for global companies, trickle down into the subsidiaries in all countries. 2. Reporting Make public and clear commitments , from the top management, regarding the company’s internal and external actions to promote LGBTIQA+ inclusion. Manage, measure, and report regularly on the progress of LGBTIQA+ workplace initiatives
3. Communication Apply inclusive guidelines to all internal and external communications and use diversity checking tools . Make sure that specific communications about LGBTIQA+ inclusion reach all levels and subsidiaries of the company with appropriate means, language, and tools. 4. Corporate Social Responsibility (CSR) Enlarge CSR actions to comprise LGBTIQA+ inclusion and go beyond what state laws require to accelerate the equal rights of LGBTIQA+ employees. Implement ISO 30415 and the UN’s LGBTI Standards of Conduct for Business. Support LGBTIQA+ community organizations and reinvest a part of the company’s profits in the health and safety of their LGBTIQA+ employees.
For more detailed recommendations adapted to different Diversity, Equity and Inclusion maturities, please consider becoming a member today.
Contact us at
employeurs@autrecercle.org
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CHAPTER 2 / LGBTIQA+ INCLUSION IN HR MANAGEMENT ODYSSEY FOR EQUALITY /
Chapter 2 LGBTIQA+ Inclusion in HR Management
HR is the traditional and major force behind LGBTIQA+ inclusion in a company. In the mixed context of the talent war, post-lockdown anxiety, social movements such as “Me Too” and “Woke,” integration of refugees, and even geopolitical tensions, LGBTIQA+ inclusion efforts are more urgent and complicated than ever for HR management. New measures are being developed to improve both the general structure of the working environment and the management of the individual employee relationship from recruitment to retirement.
experience, HR can establish allies and mentoring programs within an organization: • Allies offer an important horizontal support for LGBTIQA+ employees by creating a more open and accepting environment and comradery in daily life, • Mentors offer vertical support by providing guidance on both personal and professional development from a more senior perspective.
In terms of improving the individual LGBTIQA+ employee’s working
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CHAPTER 2 / LGBTIQA+ INCLUSION IN HR MANAGEMENT ODYSSEY FOR EQUALITY /
At the organization level, HR management can improve the general structure and the fundamental elements of the working environment.
own levels of Diversity, Equity and Inclusion by self-assessing their Diversity and proposing solutions to improve inclusion.
• Build a shared culture within the organization by organizing effective training and awareness campaigns, such as “Live my life” workshop.
• All LGBTIQA+ people have the same rights as anyone else, and are granted equal access to family and health policies.
• Make remote working an opportunity to build a safe space for LGBTIQA+ individuals, by introducing inclusive culture in a globalized workforce and building team spirit in a hybrid working environment. • Use AI software in hiring to identify the various competencies of a candidate and select the candidate who is most complementary with the current team. This can also change the recruiting philosophy from “Fit in” to “Add on.”
• Promote gender neutral measures, e.g., using gender inclusive language and giving employees more autonomy to manage their gender information in IT tools, as well as creating more visibility through positive imagery of transgender persons in communications. • Use the Intersectionality approach to improve the quality of life of LGBTIQA+ employees in the workplace. For example, encourage employee resource groups (ERGs) to improve their
For more detailed recommendations adapted to different Diversity, Equity and Inclusion maturities, please consider becoming a member today.
Contact us at
employeurs@autrecercle.org
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CHAPTER 3 / LGBTIQA+ INCLUSION IN BUSINESS AND TECHNICAL INNOVATIONS ODYSSEY FOR EQUALITY /
Chapter 3 LGBTIQA+ Inclusion in Business and Technical Innovations
LGBTIQA+ inclusion and business innovation
Today, companies need to constantly explore new markets, develop new products, and reinvent their business models. On one hand, LGBTIQA+ inclusion has proven to be a lever of business innovation. This is already obvious in fashion, food, entertainment, and tourist industries. This trend is still emerging in other industries and in the global view, but increasingly companies are beginning to integrate Diversity, Equity and Inclusion in the review of their business models and making it a prerequisite of their innovations. On the other hand, LGBTIQA+ inclusion’s durability depends on its capacity to create value. LGBTIQA+ inclusion will only be sustainable if it is fully integrated into the business model of a company and contributes effectively to the value creation. This is demonstrated by the decarbonization and environmental protection movements in the companies.
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CHAPTER 3 / LGBTIQA+ INCLUSION IN BUSINESS AND TECHNICAL INNOVATIONS ODYSSEY FOR EQUALITY /
What’s more, a company can cooperate with its business partners regarding LGBTIQA+ inclusion. For example, retailers can execute LGBTIQA+ workplace inclusion in a coordinated way with suppliers, logistics partners, landlords, and subcontractors. - Improve the customer experience by considering LGBTIQA+ inclusion.
and a chatbot used hated speech against lesbians 2 , demonstrating the urgent need to consider Diversity, Equity and Inclusion in the development of AI. Technical development needs LGBTIQA+ inclusion to prevent unconscious bias and to promote sustainable and resilient solutions. LGBTIQA+ inclusion can also help technical development by stimulating creativity and efficiency. That’s why we promote the principle of Inclusion by design and Inclusion by default in all the technical innovations.
- Develop new offers for LGBTIQA+ communities.
- Leverage LGBTIQA+ individuals’ purchasing power to lead positive changes, and add LGBTIQA+ inclusion as compulsory or supplementary criteria in procurement policies. - Make business more sustainable and ethical by integrating inclusion in financing and investing policies.
Especially in AI projects, it is vital to:
- verify the diversity of data used for the training of the AI,
- establish a development team that is as diverse as possible,
LGBTIQA+ inclusion and technical innovation
- and “hard code” inclusion rules into the AI’s output filter.
Numerous incidents of AI hate speech and discrimination have been documented to date, e.g., an AI labeled Black men as “primates” 1
2 South Korean AI chatbot pulled from Facebook after hate speech towards minorities – The Guardian, Jan. 2021
1 Facebook apology as AI labels black men ‘primates’ BBC, Sept. 2021
For more detailed recommendations adapted to different Diversity, Equity and Inclusion maturities, please consult the complete version of the guide
employeurs@autrecercle.org
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CONCLUSION ODYSSEY FOR EQUALITY /
Let’s Start Our Common Journey Odyssey for Equality
LGBTIQA+ inclusion in the workplace does not only benefit a small minority. Even straight cisgender employees can benefit from a more inclusive environment without discrimination and biases. When employees can be who they are without fear, they can bring their full energy to the workplace and society. It is therefore essential for the common benefit of every employee and every workplace to ensure inclusion . There is no doubt that creating an inclusive work environment for LGBTIQA+ people will be a long and arduous journey. That’s why our project is called “Odyssey for Equality.” We are well aware of the social, cultural and economic challenges associated with ensuring its success, but we also have the confidence and courage required to push forward this thrilling change. Promoting LGBTIQA+ inclusion in a company requires coordinated efforts from all seniority levels and from all departments.
More specifically:
There is no one-size-fits-all solution to making the workplace more inclusive towards LGBTIQA+ people. Depending on the inclusion maturity level of each company or subsidiary, we suggest choosing the most appropriate recommendations from our detailed guide, requesting external help from local non-profit organizations, starting with small projects, demonstrating every value created by LGBTIQA+ inclusion in your workplace, making quick iterations, and improving the program over time with feedback and lessons learned. This guide was created thanks to the altruistic contributions of our project members. We hope to enrich it in the future with experiences from public sector employers, small and medium-sized companies, as well as gig economy and self-employed workers. Please feel free to share your comments with us and join us in this common journey – Odyssey for Equality.
• the Board, CEO and senior executives should demonstrate strong leadership and make public their commitment to making Diversity & Inclusion a core value of the company, • the HR department should nurture a working environment that enables LGBTIQA+ inclusion by means of training, new technologies, gender neutral principles, and an intersectional approach. • HR should also encourage employees to become allies and mentors and support their LGBTIQA+ colleagues. • Business and technical teams should integrate LGBTIQA+ inclusion in business development and technical innovations and allow LGBTIQA+ inclusion to create values for the clients and the society in general.
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Become a member of L’Autre Cercle to have access to the full guide.
employeurs@autrecercle.org
THANKS ODYSSEY FOR EQUALITY /
Thanks to all the volunteers who contributed to this guide:
AXA Aïda de Faria LEGRAND Aurélien Poisson Benoît Matet
SCHNEIDER ELECTRIC Arnaud Beaumont
AUDENCIA Christine Naschberger ATOS Denise Reed Lamoreaux Duc Dao Janine Skinner Mathilde Guibert Olivier Li Stephen Middleton AIRBUS Antonio Shu Arnaud Taffin de Tilques Franklin Ortiz
CGLCC (COLOMBIA) Felipe Cardenas PRIDE IN DIVERSITY
OUT & EQUAL (USA) CV Viverito
Our project team:
Hector Solis Lucy Finlay HERBERT SMITH FREEHILLS Sharif Abousaada ORANGE Claire Lamberti Nicolas Got
(AUSTRALIA) Jessica Mayers Mark Latchford TRUESELF (CHINA) Alan Lai Jason Wang Johnny Ho Mighty Wang APCOM (THAILAND) Midnight Poonkasetwattana Ramil Andag
PLUS LGBTI+ Business Network (SOUTH AFRICA) Zimkhitha Guma OUTLEADERSHIP (USA) Fabrice Houdart SARAJEVOOPENCENTRE (BOSNIA-HERZEGOVINA) Aida Malkic HELEM (LEBANON) Tarek Zeidan DIVERSITY BBOX (BRAZIL) Tiago Marinho Cota Pri Bertucci QLOVE (HONG KONG, CHINA) Abigail Lee Elisabeth (Betty) Grisoni WEAREOPEN (HUNGARY) Melinda Miklos
Christine Laruelle Denise Scarpelli Dyennifer de Melo Luca Hélène Tagliabue
Project Manager: Christophe Margaine Stream 1 leaders: Catherine Dall’agnol Guillaume Vidal Stream 2 leaders: Olivier Li Sébastien Vienot Stream 3 leaders: Sophie Delannoy Ram Sinha Fabrice Houdart Stream 4 leaders: Eric Moss-Metra Guillaume Semene Stream 5 leader: Philippe Nicolas Stream 6 leaders: Thierry Nicol-Serna Guillaume Renart
Mathilde Roger Michelle Mestres Muriel Flouriot
Valérie Tiacoh MICROSOFT
Paul-André Richert Sandrine Faucher RENAULT GROUP Guillaume Renart LINKLATERS Anne de Mazières Antoine Galvier Jean-Charles Jaïs Morgane Anderson Pierre Sikorav SANOFI Cristina Vitrian Deborah Woods Jake Prodoehl
Lionel Pires Marie Robin
Jean-Christian Alauzet Myriam Boigey Trubert Pierre Auger Sébastien Vienot Tarik Lahlou BNP PARIBAS Alexander Kador Bruce Hedgcock Giovanna Spinazzola Guillaume Semene Lukasz Fraczek Mehmet-Ali Altunbas Minh-Duc Pham Pippa Dale AFMD Chloé Torcol
ACCENTURE Laura Jamieson Manuel J. Mayansky Paula Anahi Prete Régina Russ UNIVERSIDAD COMPLUTENSE DE MADRID (SPAIN) Ignacio Pichardo Galán PRIDE CIRCLE (INDIA) Medha Sandill Ram Sinha Srini Ramaswamy Vidushi Manoraj
Sukcham Phongnarin EAST MEETS WEST (BELGIUM) Ludo Swinnen THE OTHER FOUNDATION (SOUTH AFRICA) Samuel Shapiro Sebenzile Nkambule
Philippe Nicolas Stephen Bolton
PINK DOT SG (SINGAPORE) Deryne Sim Christopher Khor
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About L’Autre Cercle
Nonprofit created in 1997, L’Autre Cercle – meaning “The Other Circle” in English – is the leading French inclusion advocate for LGBTIQA+ people at work. Its values are respect, humanism, independence, commitment, and pragmatism. Its goals are a fulfilling professional environment that is respectful of people in all their diversity, regardless of their sexual orientation or gender identity. Through the delivery of events, programs, thought leadership, and advisory services, L’Autre Cercle helps businesses drive cultural change and create inclusive work environments. L’Autre Cercle and its NPO partners around the world form an international network offering a global vision of Diversity, Equity and Inclusion and localized solutions.
A guide created by L’Autre Cercle with
www.autrecercle.org
Director of publication: Christophe Margaine Editor in chief: Olivier Li Main contributors: Mark Latchford, Myriam Boigey Trubert, Stephen Middleton, Guillaume Renart Communications team: Sébastien Petit, François Leloup-Collet
For more detailed recommendations and to access the complete version of this guide, please consider becoming a member today. Contact us at
Headquarters Fédération de L’Autre Cercle 18 Rue Ramus • 75020 Paris • FRANCE
international@autrecercle.org
employeurs@autrecercle.org
© L’Autre Cercle 2022 | All rights reserved
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