Volunteer Hotseat
Improving LGBT+ working lives
Organisations must create the space where differences are genuinely celebrated through authentic leadership, shared values and embed inclusive behaviours. Leadership is vital here in championing acceptance and difference and having zero tolerance for discriminatory behaviours and actions. Championing inclusion: CIPD Merseyside & North Cheshire Branch As a branch we have held events which have been centred around real lived workplace experiences of LGBT+ employees. This sharing of lived histories had had real impact. It provided LGBT+ employees to candidly share barriers and challenges faced within the workplace, whilst also celebrating experiences where employers have really achieved inclusive practices. This approach has been specifically helpful in exploring inclusive practices for bisexual, non-binary and transgender colleagues. Moving forward and from September 2022, the CIPD Merseyside & North Cheshire Branch will be holding events particularly aimed at raising awareness about diverse gender identities and gender expressions.This is an area of increasing importance.
CIPD research revealed that 40% of LGBT+ workers and 55% of trans workers have experienced workplace conflict, compared with 29% of their hetrosexual counterparts. In this Volunteer Hotseat, Paul McEvoy- Clarke MCIPD, Senior Lecturer and Programme Leader in Human Resources at LJMU, tells us more about the importance of creating an inclusive culture. He also explains the inspiring work his local CIPD Branch is doing to help improve LGBT+ working lives.
From an LGBT+ perspective, being free to be proud of who you are and be your authentic true self is incredibly important. When we have a sense of belonging, we develop a commitment and citizenship towards the organisation. Sadly, there are still too many occasions where LGBT+ employees feel unable to truly be themselves in fear of being treated differently. There is work to be done. Barriers to workplace inclusion I think the largest barrier to LGBT+ workplace inclusion is lack of knowledge and limited platforms for our voice to be heard and meaningfully listened to. I spend a lot of time with organisations wishing to improve the sense of inclusion and belonging of LGBT+ colleagues and not really knowing where to start. The term LGBT+ covers a wide range of identities, each with their own story tell. Do not let this be a barrier and do not feel afraid to start up open, honest, and educational conversations. Create a culture where all staff can be their true authentic selves A sense of inclusion and belonging must be cultivated to create a culture where employees feel safe to be their authentic selves at work. This takes time, planning and requires long-term, continuous commitment.
Paul McEvoy-Clarke MCIPD, Equality, Diversity and Inclusion Lead, CIPD Merseyside & North Cheshire Branch
Employees should not have to fear being treated differently Inclusion and belonging are arguably important to everyone within the workplace, whether this be consciously or subconsciously. The individualisation of the employment relationship has further driven this need to feel included and heard.
Build an inclusive workplace with the CIPD Building Inclusive Workplaces Report .
REGIONAL INSIGHTS
Summer 2022
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