a4: going global with lgbt inclusion - stonewall · 2019. 12. 3. · global lgbt rights: positive...
TRANSCRIPT
Jake Laws
Programmes Officer, Stonewall Scotland (He/Him)
Serrena Tanna
Empowerment Events Development Officer, Stonewall (She/Her)
A4: Going Global with LGBT inclusion
A4: Going Global with LGBT inclusion
Learning Objectives
• Understand the experience of LGBT people across the world and the role of
organisations supporting LGBT inclusion across their global operations
• Develop a plan to kick of your global LGBT inclusion strategy that includes
concrete actions
• Discover different support mechanism to turn your values into reality
Stonewall’s International Approach
• Engaging with Government and International Bodies (i.e. United Nations)
• Working with in-country activists and NGOs
• Raising awareness of LGBT rights Internationally
• Supporting Global Employers
Global LGBT Rights: Positive Progress
• 9 UN Member States constitutionally prohibit discrimination on the grounds of
Sexual Orientation
• 74 UN Member States have laws prohibiting employment discrimination on the
grounds of Sexual Orientation
• At least 43 countries have outlawed homophobic hate crimes
• 29 countries recognise same-sex marriage
• 9 countries operate a self-determination system for Gender Recognition, with an
additional 4 countries having at least some regional (or state) self-determination.
However…
• 70 UN member states criminalise same-sex sexual acts
• 6 UN member states impose the death penalty, with an additional 5 UN member
states where it is possible.
• 41 UN member states have laws that restrict the possibilities of registering or running
NGOs that work on issues related to sexual orientation.
• Over a quarter (29%) of the world’s population believe being LGBT should be a crime.
• In more than half the world, LGBT people may not be protected from discrimination
by workplace law
• Most governments deny trans people the right to legally
change their name and gender from those that were assigned
to them at birth
• A quarter of the world’s population believes that trans people
should not be granted full legal recognition of their gender
identity
• 1612 trans people were murdered from 2008 to 2014
Challenges for LGBT inclusion in Global Organisations
To get started in global LGBTI inclusion, employers should consider the following steps
to identify the needs of LGBTI employees:
• Understand the Experiences of LGBTI People
• Ensure Policies are inclusive of LGBTI identities
• Identify ongoing support requirements
• Make specific considerations for trans employees
Legal Factor Example of Barriers Examples of Impact
Criminalisation • Sexual activities between people of the
same sex are illegal and may be
punishable with imprisonment, corporal
punishment or death
• LGBT employees at risk of arrest and
harassment by authorities
Lack of Protection • LGBT people are not protected by
antidiscrimination law
• LGBT employees can be overlooked for
promotion or fired for being who they are
• LGBT employees are refused
accommodation or other services
Lack of
Recognition
• Same-sex relationships are not
recognized
• Parental rights of LGBT parents are not
recognised
• A trans person’s gender identity is not
legally recognized
• Dependents are unable to relocate
• Trans employees are unable to obtain a
national ID card reflecting their gender
identity
2. Getting Your Policies Right
There are key policies that organisations should implement
globally:
• Discrimination Policy
• Bullying and Harassment Policy
• Mobility Policies
Have you also considered:
• Are your family leave policies LGBT-inclusive?
• Do managers and leaders have training on LGBT- inclusive
policies?
• Are Employee Benefits schemes LGBT-inclusive?
3. Identify Ongoing Support Requirements
• What support do you have available to support colleagues
travelling to international operations?
• Do you provide an in-country point of contact for LGBT
staff?
• Are in-country managers trained to understand the issues
LGBT people travelling between countries may face?
• Does your LGBT network have international operations?
• Do you give employees the opportunity to give their
perspective?
4. Make Specific Considerations For Trans Employees
Trans people make vast contributions in workplaces across the world.
However, throughout the employee lifecycle, trans people can face a range of
challenges and discrimination on the grounds of their gender identity and
expression. You should consider the following trans-specific issues when
approaching global policies:
• Ensuring policies use Gender Neutral Language
• Communicating a strong to commitment to trans equality globally
• Banning discrimination, bullying and harassment against people based on their Gender Identity, Expression or Trans Status
• Where necessary, have country specific trans policies
Business Case for LGBT inclusion in Global Organisations
Championing LGBTI inclusion benefits organisations and allows staff to flourish. It also
allows employers to:
✓ Live their values, wherever they are in the world
✓ Attract and retain the best talent
✓ Unlock the potential of their staff
✓ Make Corporate Social Responsibility a reality and adhere to international standards
Introducing the UN Standards for BusinessIn 2017, the UN Human Rights Office developed Five Standards of Conduct to
support business in tackling discrimination against LGBTI people. These
standards say companies should:
• Respect Human Rights
• Eliminate Discrimination
• Support LGBTI Staff
• Not Discriminate
• Stand up for human rights
Liam FogartyInclusion Manager, RBS(He/Him)
Sandy EdmondVice-President, Global Shareholder ServicesFranklin Templeton Global Investors (She/Her)
Group Activity
Beginning Your Action Plan
Use the hand-out to consider how the learning from this session can translate
into your workplace context. We want you to consider the following:
• Your key objective (what are you hoping to achieve)
• Intervention Required
• Who can support this?
• Are there any special considerations you need to make?
• What KPIs can help you judge progress?
Stonewall Global Diversity Champions Programme
• Expertise and resources• Dedicated Account Manager
• Access to Stonewall’s library of global research and resources
• Benchmarking and assessment• Take part in our Global Workplace Equality Index
• A chance to be recognised as a Top Global Employer
• Networking and events• Attend exclusive Global Diversity Champions Events
• Opportunities to network with other Global Diversity Champions,
including our Global Founding Partners
• Visibility and branding• Use of the Stonewall Global Diversity Champions brand
• A profile and access to Proud Employers
Global Workplace Equality IndexA comprehensive tool to benchmark your progress on
Global LGBT Equality
• Open for submissions until Monday 2 March 2020
• Top Global Employers Launch in July 2020
• Benchmarking in Summer 2020
Find out more at https://www.stonewall.org.uk/global-
workplace-equality-index
Any Questions?