Dear All, Give e some suggestions to handle Gay or lesbian employees and how to create niche for them in the organization? regards ashish banka HR & Hospitality
From India, Calcutta
10From India, Calcutta
Greetings,
Please consider my suggestions towards managing Gay, lesbian, bisexuals and trans-genders as shared below:
Feel free to share any escalation and allow us to brainstorm a solution for you.
Regards,
(Cite Contribution)
From India, Mumbai
Please consider my suggestions towards managing Gay, lesbian, bisexuals and trans-genders as shared below:
- First and foremost, if your organization had declared to be an equal opportunity employer, please ensure that you make every attempt to imbibe the right values.
- Discriminating can be testified legally. Hence please speak to your legal advisor to identify the 'Don'ts' for your company.
- At the point of hire, you may not identify. Please avoid asking any questions pertaining to that. Generally, this is revealed as the employee starts working in the organization.
- If any cases gets reported or detected, please avoid creating any discrimination.
- Ensure a usual incident-reporting process, equally for all.
- Train your leadership team to manage any dissent shown by other employees towards them. Please retain a non-discriminating attitude.
- Finally, Here's an experience while managing them. They are efficient and well skilled. Please treat them respectfully. They are your employee.
- Manage the workplace-romance cases, with the same policy that stands equally for all. If your organization is non-tolerant towards it, maintain that, for all. In case a behavioral issue is reported by any employee on them, treat it individually. Please do not generalize them. Managing it in isolation with the right amount of counseling for both the parties would retain a healthy environment.
Feel free to share any escalation and allow us to brainstorm a solution for you.
Regards,
(Cite Contribution)
From India, Mumbai
Hi Ashish,
I'm really glad that someone raised this question in the forum, for the benefit of our members, These are my views and experiences:
# First of all, a clear cut Non discrimination policy is developed.
# A diversity policy needs to be drafted and implemented.
# A policy on equal opportunity, as already suggested by (Cite Contribution).
# Companies interested in implementing a more transgender-inclusive workplace is
to codify gender identity protection within their non-discrimination policies
# Create focus groups, who can work for the benefits of these people in company or/and outside company as well.
# One of the most important issues that companies with transgender employees face is those employees’ access to restroom facilities.(this becomes a very crucial topic of discussion if not dealt with properly)
# One should treat them in the similar manner as you will treat your gay, transgender customers, with utmost respect and dignity.
# Employee diversity training for managers and supervisors
# Create an inclusive work environment that motivates all employees to reach their full potential, only on the basis of their hard work, achievements and performance.
Statement by BANK OF AMERICA CEO for their diverse workforce(including many gays, lesbians, trans gender employees):
“Our most valuable asset are the people who work at our banks and in order for them to reach their full potential, they must feel included, respected, and understood in the workplace, From the very beginning, we’ve had a long-standing commitment to diversity; it’s woven into our culture. We’re always looking at employees to see what they’re facing; we’re always seeking out ways to make things more inclusive. It’s a constant evolution. It’s the journey that’s important to Bank of America, not the destination.”
Hope it will be of help.....:)
From India, Delhi
I'm really glad that someone raised this question in the forum, for the benefit of our members, These are my views and experiences:
# First of all, a clear cut Non discrimination policy is developed.
# A diversity policy needs to be drafted and implemented.
# A policy on equal opportunity, as already suggested by (Cite Contribution).
# Companies interested in implementing a more transgender-inclusive workplace is
to codify gender identity protection within their non-discrimination policies
# Create focus groups, who can work for the benefits of these people in company or/and outside company as well.
# One of the most important issues that companies with transgender employees face is those employees’ access to restroom facilities.(this becomes a very crucial topic of discussion if not dealt with properly)
# One should treat them in the similar manner as you will treat your gay, transgender customers, with utmost respect and dignity.
# Employee diversity training for managers and supervisors
# Create an inclusive work environment that motivates all employees to reach their full potential, only on the basis of their hard work, achievements and performance.
Statement by BANK OF AMERICA CEO for their diverse workforce(including many gays, lesbians, trans gender employees):
“Our most valuable asset are the people who work at our banks and in order for them to reach their full potential, they must feel included, respected, and understood in the workplace, From the very beginning, we’ve had a long-standing commitment to diversity; it’s woven into our culture. We’re always looking at employees to see what they’re facing; we’re always seeking out ways to make things more inclusive. It’s a constant evolution. It’s the journey that’s important to Bank of America, not the destination.”
Hope it will be of help.....:)
From India, Delhi
How do we come to know whether a person is gay or lesbian. ,,,,,,,,,,,,,, gay and lesbian are just like normal people only transgender look different,, i dont think you will have a column in interview form as Sexual Preference: Gay . Lesbian . Straight
From India, Madras
From India, Madras
Dear Ashish
Under Indian constitution, it is illegal to discriminate any person on the basis of sex,creed, caste, religion or on the basis of sexual orientation.
Some of the links will provide further understanding of the issue you have raised.
Homosexuality - Tulika Srivastava
Indian IT opens-up to lesbians, gays
Indian IT drafts policy for gays, transgender - Business news
Rampant violation of rights of sexuality minorities
www.outlookindia.com | Beyond The Pink Rupee
Regards
Octavious
From India, Mumbai
Under Indian constitution, it is illegal to discriminate any person on the basis of sex,creed, caste, religion or on the basis of sexual orientation.
Some of the links will provide further understanding of the issue you have raised.
Homosexuality - Tulika Srivastava
Indian IT opens-up to lesbians, gays
Indian IT drafts policy for gays, transgender - Business news
Rampant violation of rights of sexuality minorities
www.outlookindia.com | Beyond The Pink Rupee
Regards
Octavious
From India, Mumbai
Hello Ashish
Greetings. You have raised a "one of incident/case" which is going to become widespread, common with more and more humanities seeking gay and lesbian relationships. 'Live In' relationship, is now a part and fact of life. On the suggestions point, its needless to mention that whatever sexual behavior they adopt in person, after all they are your human force on the work premises and they have to be judged by mere performance standards and not on personal relationship standards. We may have been brought up and trained by so called management institutions but this topic was 'taboo' that time and very few answers would be available in the history. But, as you rightly pointed out, this is future and every case, situation, individual, will be unique and different. As such, an open mind without losing sight of skill sets and deliverables expected from any individual whether straight, gay or lesbian will make work life more meaningfull for everyone. Few of forum colleagues have given good steps to follow in the near future. BEST LUCK. Please feel free to write for any inputs.
From India, Mumbai
Greetings. You have raised a "one of incident/case" which is going to become widespread, common with more and more humanities seeking gay and lesbian relationships. 'Live In' relationship, is now a part and fact of life. On the suggestions point, its needless to mention that whatever sexual behavior they adopt in person, after all they are your human force on the work premises and they have to be judged by mere performance standards and not on personal relationship standards. We may have been brought up and trained by so called management institutions but this topic was 'taboo' that time and very few answers would be available in the history. But, as you rightly pointed out, this is future and every case, situation, individual, will be unique and different. As such, an open mind without losing sight of skill sets and deliverables expected from any individual whether straight, gay or lesbian will make work life more meaningfull for everyone. Few of forum colleagues have given good steps to follow in the near future. BEST LUCK. Please feel free to write for any inputs.
From India, Mumbai
Dear All,
Isn't the notion of being an equal opprtunity employer intended towards being non-discriminate in any aspects related to employees. For e.g. rejecting a female candidate on grounds of lesbianism is more of a highlight on the recruiter's capability to identify who is who rather than the company ironically being labelled an equal opportunity employer. Such identification is doubtful and is not justifiable.
So the risk lies in the post-hire behaviors of such employees (i.e. once hired and at the duty station thorugh daily behaviors) which may be disagreeable / un-comfortable to other staffs on job. Moreso, if such behaviors get recorded in writing and submited by another staff(s) as a "grievance" then the matters become disciplinary.
Does that also mean that the recruiter is guaranteeing the post-hire behavior of other normal candidates selected ? No. Thus, the risk will always remain irrespective of preferences.
To conclude, its' a matter of weighing risks after hire. Gender preferences has little to do with work performance. Within office premises a lesbian is an employee. Outside premises, it does not bother as long as company reputation is not risked.
From Nepal, Kathmandu
Isn't the notion of being an equal opprtunity employer intended towards being non-discriminate in any aspects related to employees. For e.g. rejecting a female candidate on grounds of lesbianism is more of a highlight on the recruiter's capability to identify who is who rather than the company ironically being labelled an equal opportunity employer. Such identification is doubtful and is not justifiable.
So the risk lies in the post-hire behaviors of such employees (i.e. once hired and at the duty station thorugh daily behaviors) which may be disagreeable / un-comfortable to other staffs on job. Moreso, if such behaviors get recorded in writing and submited by another staff(s) as a "grievance" then the matters become disciplinary.
Does that also mean that the recruiter is guaranteeing the post-hire behavior of other normal candidates selected ? No. Thus, the risk will always remain irrespective of preferences.
To conclude, its' a matter of weighing risks after hire. Gender preferences has little to do with work performance. Within office premises a lesbian is an employee. Outside premises, it does not bother as long as company reputation is not risked.
From Nepal, Kathmandu
Dear Mr. Ashish
Please avoid making any discripancy between lesbian, gay, bisexuals & trans-genders, which will irrecoverably hurt them.
As long as they indulge outside the premises of company and other than the office hours we cannot question about their activities.
But, if they indulge in office hours and/or in office premises, you can call them personally one by one and not together, and counsel them that they have to maintain the work culture and office discipline and company will not bother if they indulge outside the premises of the company. Further while indulging outside also, they should not use the company's name anywhere, which is contrary to the company's policy.
Make sure that their behaviour should not disturb the work or distress the other employees from their work.
From India, Kumbakonam
Please avoid making any discripancy between lesbian, gay, bisexuals & trans-genders, which will irrecoverably hurt them.
As long as they indulge outside the premises of company and other than the office hours we cannot question about their activities.
But, if they indulge in office hours and/or in office premises, you can call them personally one by one and not together, and counsel them that they have to maintain the work culture and office discipline and company will not bother if they indulge outside the premises of the company. Further while indulging outside also, they should not use the company's name anywhere, which is contrary to the company's policy.
Make sure that their behaviour should not disturb the work or distress the other employees from their work.
From India, Kumbakonam
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