Simple and straight query... Does Employee’s Sexual Orientation matter JOB’s and companies?
From India, Mumbai
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3From India, Mumbai
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It should not, but it does. Unless it is stamped out at the grassroots level, companies are losing out on a tremendous amount of talent. And then where does this type of discriminatory thinking and attitude end? Tall people versus short people? Large versus thin? Married or Single?
Regards, Harsh
From United Kingdom, Barrow
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Regards, Harsh
From United Kingdom, Barrow
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I echo Harshad. There is no end to discrimination. Biases know no logic. However, discrimination on the basis of sexual orientation is sector-specific. IT, Private Banking, and Outsourcing have very stern policies on such acts of discrimination. Any case reported gets severely punished. Equal employment opportunity is a prime part of the employer Code of Conduct.
May we ask, what did you face? Responding is optional; we respect your privacy.
Regards, (Cite Contribution)
From India, Mumbai
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May we ask, what did you face? Responding is optional; we respect your privacy.
Regards, (Cite Contribution)
From India, Mumbai
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I personally believe sexual choice is an individual's personal matter. However, as long as his or her performance pertaining to the allotted job is not affected, the organization's decorum is not disturbed, the working atmosphere within the organization's image is not damaged, and these kinds of acts are not happening within the organization's precincts and within working hours, why should organizations stop an individual or how can one be stopped from his/her personal choices?
In such instances, draw a clear line on what to do, where, and when.
Suresh
From India, Pune
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In such instances, draw a clear line on what to do, where, and when.
Suresh
From India, Pune
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Gender/Sexual orientation does not matters to job, but highly matters to the profile due to assignments & tasks
From India, Chennai
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From India, Chennai
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Hi everyone,
In any company, the work culture that is prevailing and the values that the company stands for are very important to thwart/minimize the evils of the queries raised. What we see in practice is discrimination in one way or another, with sexual orientation being no exception. While mature organizations have a lower degree of inequality, it is prevalent to a high level in an autocratic setup.
V. Raghunathan
From India
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In any company, the work culture that is prevailing and the values that the company stands for are very important to thwart/minimize the evils of the queries raised. What we see in practice is discrimination in one way or another, with sexual orientation being no exception. While mature organizations have a lower degree of inequality, it is prevalent to a high level in an autocratic setup.
V. Raghunathan
From India
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No organization/company ever has a specific sexual orientation; it is the individuals who hold the positions that do. Sexualities vary among individuals, some of whom may seek to exploit others for various reasons. In such scenarios, it becomes relevant when deviations from the natural order of work reveal underlying sexual orientations at the basic level of holding a position.
In fact, when the employment recruitment process fails to select the right employee, the individual who obtains the position despite being less competent may engage in various activities to maintain their position. This can lead to the prevalence of sexual orientation-based biases within the organization. Body language often reflects these biases, with individuals exploiting situations to undermine those in higher positions.
It is also true that those in higher positions often seek employees who will unquestioningly follow their orders, rather than those who can truly excel in the long run. Such exploitation can remain unchecked.
Therefore, sexual orientation should never be a factor in job considerations. Individuals may harbor biases, suspicions, and lack of trust, but these should not influence hiring decisions or workplace dynamics.
From India, Arcot
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In fact, when the employment recruitment process fails to select the right employee, the individual who obtains the position despite being less competent may engage in various activities to maintain their position. This can lead to the prevalence of sexual orientation-based biases within the organization. Body language often reflects these biases, with individuals exploiting situations to undermine those in higher positions.
It is also true that those in higher positions often seek employees who will unquestioningly follow their orders, rather than those who can truly excel in the long run. Such exploitation can remain unchecked.
Therefore, sexual orientation should never be a factor in job considerations. Individuals may harbor biases, suspicions, and lack of trust, but these should not influence hiring decisions or workplace dynamics.
From India, Arcot
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In most companies, policy-wise, there will not be any discrimination; they will proudly claim that the company is free from all sorts of bias. But in reality, there is a lot of discrimination. As I discussed in some other thread, they have issues with unmarried women at marriageable age, those in divorced relationships, women with small kids, individuals in gay or lesbian relationships, and those with dark skin. Some companies will not hire dark or not conventionally good-looking women for HR/admin/front office jobs.
I am an HR professional, and my colleagues from other departments usually face challenges when hiring resources with the aforementioned issues in their departments.
From India, New Delhi
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I am an HR professional, and my colleagues from other departments usually face challenges when hiring resources with the aforementioned issues in their departments.
From India, New Delhi
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In western countries, discrimination in jobs based on sexual orientation is illegal. However, in India, we can still get away with that.
Let me recall an incident that happened a few years back. There was a post for a typist cum data entry operator in one company. After many tests and a round of interviews, there was a tie between a male and a female interviewee. The employer was biased towards the male, believing that the female would marry soon and might not be able to work late if required. The company was seeking a long-term commitment from the new recruit, and the employer thought the female candidate would not be able to handle pressure.
These were preconceived notions of the employer. Despite the female candidate performing better in the final round of the interview, the male candidate was selected. The HR team remained silent as the employer had already expressed his biased views.
To the surprise of the employer and the company, the new male recruit left the company for a better opportunity overseas in about two months. The company then approached the female candidate, who was still looking for a job. She continued with the company for many years, even after getting married and having two kids. Eventually, the employer had to apologize to her.
Today, HR is being replaced with "Talent." Gender issues persist in workplaces, which contradicts the essence of professionalism. If we are still entangled in such biases, we cannot truly consider ourselves professionals.
From India, Delhi
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Let me recall an incident that happened a few years back. There was a post for a typist cum data entry operator in one company. After many tests and a round of interviews, there was a tie between a male and a female interviewee. The employer was biased towards the male, believing that the female would marry soon and might not be able to work late if required. The company was seeking a long-term commitment from the new recruit, and the employer thought the female candidate would not be able to handle pressure.
These were preconceived notions of the employer. Despite the female candidate performing better in the final round of the interview, the male candidate was selected. The HR team remained silent as the employer had already expressed his biased views.
To the surprise of the employer and the company, the new male recruit left the company for a better opportunity overseas in about two months. The company then approached the female candidate, who was still looking for a job. She continued with the company for many years, even after getting married and having two kids. Eventually, the employer had to apologize to her.
Today, HR is being replaced with "Talent." Gender issues persist in workplaces, which contradicts the essence of professionalism. If we are still entangled in such biases, we cannot truly consider ourselves professionals.
From India, Delhi
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