Bidiversity

We’ve all heard of the “old boys’ network” – a term used to describe the informal system of mutual help white males in a particular group provide each other – but new Catalyst research suggests the prevalence of a “straight boys’ network.”

“LGBT employees experience unique exclusion from workplaces that is distinctly different from other groups,” said Dr. Anika Warren, senior director of research at Catalyst. “They encounter barriers similar to those that women face, such as exclusion from important connections with others; managers’ and co-workers’ lack of awareness regarding LGBT issues; and discriminatory behaviors against LGBT employees.”

The research – titled “Building LGBT-Inclusive Workplaces: Engaging Organizations and Individuals in Change” – surveyed employees in Canada, a country that has implemented policies around human rights in the workplace.

“We thought that because Canada seemed relatively progressive on paper, we might not see as many challenges there,” Warren said. “However, we learned that policy isn’t enough; you’ve got to focus on programs and practices that create inclusion.

“If we’re looking at a country where inclusive issues and policies are more progressive and we’re still seeing this level of challenge, we can extrapolate and assume that similar challenges are happening in the United States and in other parts of the world.”

The report also showed a few distinct differences between the experiences of LGBT men and women in the workplace.

For instance, LGBT women said their managers were less comfortable connecting with them than LGBT men, and they also were less likely to perceive their managers as evaluating them fairly compared to LGBT men.

Certain factors, such as stereotypes, tend to get in the way of workplace success and career advancement opportunities for LGBT individuals, Warren said.

It also could hinder fundamental business objectives for the organization. Organizations that create an inclusive environment for LGBT employees have been linked with greater career satisfaction and organizational commitment, the study shows.

“If the workplace is inclusive and employees are informed about the benefits of having equal access and opportunity for all, they are more likely to be perceived as an employer of choice, which does have an effect on their bottom line in terms of effectiveness of employees and effectiveness of brand or product,” she said.

Warren said it makes business sense for employers to take proactive steps to increase engagement among LGBT employees. These include:

• Helping LGBT employees find mentors and sponsors to further their career prospects.
• Raising awareness about LGBT issues through training.
• Increasing visibility and communication about LGBT issues via different means, such as the intranet or communications from senior leaders.
• Including LGBT issues when formulating programs and policies related to diversity and inclusion.
• Dispelling myths and stereotypes surrounding LGBT issues.

“We need to maximize our talent pool in today’s global economy,” Warren said. “We can’t afford to let talent go untapped, unrecognized or ignored because you run the risk of low productivity, job turnover and other [outcomes] that are costly to the bottom line.”

Source: Diversity Executive