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
8
Made with FlippingBook. PDF to flipbook with ease