Diversity and inclusion in the Workplace
Diversity and inclusion in the Workplace

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<strong>Diversity and inclusion in the Workplace</strong>
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14/01/2023
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The experience of LGBT+ individuals in the workplace can vary greatly depending on factors. Factors include the specific workplace culture, the policies and protections in place, and the individual’s own level of comfort and safety in disclosing their identity. In general, research has shown that LGBT+ people can face discrimination and bias in the workplace, which can lead to a lack of comfort and a negative impact on their well-being and job performance. 

However, employing professionals from vulnerable groups such as lgbtiq+, women, CALD, disability or carers and creating a culture that embraces these groups can produce a collaborative and engaged workforce that also allows people to be themselves.

By doing so, not is your business treating all people fairly, but also gaining a competitive advantage. By activating its most important asset, its people.

Is there an issue with diversity and inclusion in the workplace?

Yes. It is still difficult for LGBT+ people to be themselves at work – just over a third report that they hide their sexual orientation or gender identity at work, and another fifth report that they have experienced negative comments or negative behavior in the workplace because they are LGBT (Stonewall 2018).

Additionally, discrimination, bullying, and harassment of trans employees must be unallowable – 12% of trans individuals have been physically attacked by colleagues and customers in the past year (Stonewall, 2018).

Both sexual orientation discrimination and gender reassignment discrimination (and any discrimination for that matter) are illegal in many countries, including Australia. These problems occur when someone is unfairly disadvantaged because of their sexual orientation or because they are transsexual – their gender identity differs from that assigned at birth. 

Worknice viewpoint

Worknice acknowledges that its skilled and diverse workforce is a significant asset that contributes to its competitive advantage. The company’s achievements are a testament to the abilities and expertise of its employees. Worknice is dedicated to recruiting and retaining top talent in order to maintain high levels of engagement and productivity.

Managing diversity is beneficial for everyone, including employees, teams, the organisation, and its stakeholders and clients. At Worknice, we understand that each employee brings their own unique skills, perspectives, and backgrounds to their work. We appreciate and embrace diversity at every level of the organisation in all aspects of our operations. In summary, the best person for the job, get’s the job.

Why do you need a diversity and inclusion policy in the workplace

A diversity and inclusion policy in the workplace helps to create a more equitable and inclusive environment for all employees. Regardless of their race, ethnicity, gender, sexual orientation, disability, religion, or other personal characteristics. This can lead to a more positive and productive work culture. It can also helps with better decision-making and problem-solving, as a diverse group of people brings different perspectives and ideas. Additionally, a diversity and inclusion policy can also help to attract and retain a more diverse workforce, which can be beneficial for a company in terms of both talent and market reach.

We have a policy! Does that ensure diversity and inclusion policy in the workplace?

The effectiveness of a diversity and inclusion policy in the workplace can vary depending on a number of factors. This includes the specific goals of the policy, the level of commitment and resources provided by the company, and the level of buy-in and engagement from employees. Importantly, diversity and inclusion is often dictated by the example set from the top (boardroom) down.

Research suggests that companies with more diverse and inclusive workplaces tend to perform better financially, have more innovative ideas, are more successful in recruiting and retaining employees, and have more satisfied employees. However, simply having a policy in place is not enough to create a truly diverse and inclusive workplace. It is important that the policy is implemented and reinforced in a meaningful way, and that the company is willing to make the necessary changes and investments to create a more inclusive environment.

It’s also important to note that creating a diversity and inclusion policy is just the first step, it is necessary to have ongoing efforts to address bias and discrimination, and to create opportunities for all employees to contribute and advance in the company.

Overall, a well-crafted and effectively implemented diversity and inclusion policy can be an important step in creating a more equitable and inclusive workplace, but it is not a one-time solution, it requires ongoing effort and dedication.

Recommendations for employers

  • HR teams should establish clear standards of behaviour through policies that prohibit discrimination based on sexual orientation and gender identity. It’s crucial that these policies are upheld across the organisation to foster a safe and inclusive environment for everyone.
  • To build an inclusive culture, it is important to critically evaluate your organisation’s current culture and practices. Are they inclusive and welcoming of diversity? Do they have systems in place for employees to report discrimination and provide feedback on areas of improvement?
  • Ensure that your policies are inclusive and gender-neutral. Having clear and enforced policies can reduce instances of bullying and discrimination based on sexual orientation and gender identity. They should also provide specific examples of unacceptable behaviour.
  • Collaborate with managers to ensure they are treating all employees fairly.
  • Engage with an LGBT+ staff network, utilising their insight and expertise to evaluate and improve company policies, processes, and culture.
  • Leadership should also actively promote LGBT+ inclusion through their actions and support.

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