Dawn Hough

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Dawn Hough

  1. 1. Sexual orientation and gender identity in the workplace The ultimate litmus test for inclusion
  2. 2. Who are we and what do we do?
  3. 3. Diversity vs Inclusion Brian McNaught
  4. 4. Australian Diversity Practice L esbian G ay B isexual T ransgender I ntersex Less common (risks not addressed) Most common (covered)
  5. 5. Why is LGBT inclusion SO important? <ul><li>Sexual orientation and gender identity </li></ul><ul><ul><li>Applies to us all </li></ul></ul><ul><ul><li>Naturally on display, at the core of who we are </li></ul></ul><ul><li>Inclusive culture for all employees regardless of … </li></ul><ul><li>Ultimate litmus test </li></ul><ul><li>Addresses hidden population at risk </li></ul><ul><li>Impacts of stigma, social exclusion and homophobia </li></ul><ul><li>Fear of repercussions, confrontation, impacts </li></ul><ul><li>Imposed silence  lack of personal authenticity </li></ul><ul><li>Constant need for self editing of conversations, responses, lifestyle </li></ul><ul><li>Heightened levels workplace stress </li></ul><ul><li>Negative impacts to mental health and wellbeing </li></ul><ul><li>Auditing of perceived discrimination / homophobic behaviour </li></ul><ul><li>For the organisation </li></ul><ul><li>Diminished team cohesion </li></ul><ul><li>Health and wellbeing risk </li></ul><ul><li>Risk to employee productivity and engagement </li></ul><ul><li>Unaddressed : risk to culture of respect and inclusion </li></ul><ul><li>Turnover </li></ul><ul><li>Reputation </li></ul>
  6. 6. What LGBT inclusion is / is not about …
  7. 7. The dangers of heterosexism Intersex Transgender Androgynous Man Sex Male Gender (Identity) Masculine Gender (RoIe) Opposite sex Orientation Woman Female Feminine Bisexual Same Sex
  8. 8. Diversity of Sex, Gender, Orientation Intersex Transgender Androgynous Man Sex Male Gender (Identity) Masculine Gender (RoIe) Opposite sex Orientation Woman Female Feminine Bisexual Same Sex
  9. 9. Stereotyping Aussie Male Aussie Female Gay man Lesbian
  10. 10. Cultural Scan How inclusive is your organisation? (1-10) How comfortable would you be with an openly gay colleague working next to you? (1-10) Scenario: Family picnic
  11. 11. WORKPLACE CULTURE Assessed Internal policies, diversity training, education, awareness, values, support Management commitment / follow-through (leadership) Individual responses (you) STRATEGY A: Personal Authenticity STRATEGY B: Avoidance STRATEGY C: Fictionalise partner 4x more likely discriminated against Personal / Team / Organisational Impacts Personal / Team / Organisational Impacts
  12. 12. What we know <ul><li>Silent or “hidden” population : false sense of security. </li></ul><ul><li>According to research, 2 out of 5 LGBT staff members have changed jobs due to discrimination and are 4 times more likely to be discriminated against. Irwin, J (2002), The Pink Ceiling is too low, University of Sydney. </li></ul><ul><li>Almost half of LGBT people experiencing discrimination in the workplace report that they achieve less at work . The gay census (2008), SameSame.com.au </li></ul><ul><li>50% of LGBT employees would feel more committed and loyal to employers who introduced LGBT diversity policies and programs. The gay census (2008), SameSame.com.au </li></ul><ul><li>Concealing one’s sexual orientation at work reduces performance and has significant impacts on employee health and wellbeing, workplace stress and depression. In Australia, approximately one third of LGBT staff hide their orientation to all or some of their colleagues. The gay census (2008), SameSame.com.au </li></ul><ul><li>Young People : growing up in a somewhat more accepting culture – confronted with exclusion for the first time in a workplace – generational changes – significant impact on ability to attract and retain and on managerial ability to manage difference or diversity conflicts. </li></ul>
  13. 13. What we know <ul><li>Organisational Culture and evidence of LGBT inclusion plays a significant role in an individuals assessment of a safe environment, and hence decision for personal authenticity. Raymond Trau, Postdoctoral researcher, Sydney University. </li></ul><ul><li>LGBT inclusion serves as a litmus test for all other aspects of inclusion – statements all encompassing and without prejudice. Significant message for non LGBT employees re: organisational stand on safe and inclusive workplace for all … regardless … </li></ul><ul><li>Globally : career / advancement impacts for global movements. </li></ul>
  14. 14. Still misunderstood: common responses <ul><li>We treat everybody the same, we don’t discriminate </li></ul><ul><li>We don’t think we have enough people to form an LGBT network </li></ul><ul><li>We don’t have a problem here, we have several high profile people who are open about their sexuality and nobody has ever raised a complaint </li></ul><ul><li>Sexual orientation is a private issue that doesn’t belong in the workplace </li></ul><ul><li>We don’t think sexual orientation is something we can </li></ul><ul><li>People should not be forced to disclose their sexuality </li></ul><ul><li>Our executive have concerns for lost </li></ul><ul><li>Not the right time for us </li></ul>can’t be an inclusive organisation if you are still choosing to exclude … non-inclusion sends a very real message.
  15. 15. Consideration <ul><li>Who are you asking if your culture is LGBT inclusive? </li></ul><ul><ul><li>If your culture is not visibly inclusive, your population is invisible </li></ul></ul><ul><li>Where do you send global talent? </li></ul><ul><ul><li>Are you inadvertently negatively impacting careers? </li></ul></ul><ul><li>What do your new graduates believe? </li></ul><ul><ul><li>Do they need to learn to be personally “inauthentic”? </li></ul></ul><ul><li>Legislation has changed for same-sex couples / families? </li></ul><ul><ul><li>Are your policies up to date? </li></ul></ul><ul><ul><li>Is your HR team well informed? </li></ul></ul><ul><li>People who are used to taking on false personas suffer the consequences </li></ul><ul><ul><li>Is your workplace safe and inclusive for ALL your employees? </li></ul></ul><ul><ul><li>Do you promote personal authenticity as a leadership quality? </li></ul></ul><ul><li>Visible inclusion is the single greatest factor in determining an organisations inclusivity? </li></ul><ul><ul><li>How visible is your LGBT inclusion (beyond legal EEO)? </li></ul></ul><ul><ul><li>How active is your LGBT employee network group? Do you have one? </li></ul></ul>
  16. 16. Leading the way <ul><li>IBM </li></ul><ul><li>Australian Federal Police </li></ul><ul><li>KPMG </li></ul><ul><li>Goldman Sachs </li></ul><ul><li>Telstra </li></ul><ul><li>Accenture / Macquarie University </li></ul><ul><li>PricewaterhouseCoopers </li></ul><ul><li>University of Queensland </li></ul><ul><li>University of WA / Curtin University </li></ul>
  17. 17. Some of our members <ul><li>KPMG </li></ul><ul><li>ING Australia </li></ul><ul><li>IBM </li></ul><ul><li>Australian Federal Police </li></ul><ul><li>Goldman Sachs </li></ul><ul><li>Department of Defence </li></ul><ul><li>Lend Lease </li></ul><ul><li>Telstra </li></ul><ul><li>Dept Health and Ageing </li></ul><ul><li>Suncorp </li></ul><ul><li>Allens Arthur Robinson </li></ul><ul><li>PriceWaterhouseCoopers </li></ul><ul><li>Accenture </li></ul><ul><li>Carers NSW </li></ul><ul><li>National Australia Bank </li></ul><ul><li>Griffith University </li></ul><ul><li>Deutsche Bank </li></ul><ul><li>British American Tobacco </li></ul><ul><li>ANZ </li></ul><ul><li>Chevron </li></ul><ul><li>American Express </li></ul><ul><li>Bank of America / Merrill Lynch </li></ul><ul><li>Centrelink </li></ul><ul><li>Medicare </li></ul><ul><li>Child Support </li></ul>Thank you & Questions

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