LGBTQIA+ workers still go to work every day with fear that they might lose their jobs because of who they love and who they are. There is no federal law protecting the LGBTQIA community from workplace discrimination and harassment. There is confusion among organizations as to whether the federal civil rights law Title VII protects LGBTQIA+ employees. The EEOC and several courts clearly have stated that LGBTQIA+ employees are protected by Title VII however other courts have disagreed.
Heterosexism – the cultural expectation that everyone is, should be, or would prefer to be heterosexual - is the established norm of the workplace; a commonplace bias in American institutions. This bias gets played out in both overt and covert behaviors which in turn negatively impact the organizational culture. However, there have been organizational successes in diminishing the biases. There is an opportunity for your organization to create strategies to ensure LGBTQ inclusion in your workforce.
All organizations strive to meet their mission and goals. Most organizations employ LGBTQIA+ workers. When LGBTQIA+ workers are welcomed and included, without fear as to their sexual orientation and gender identity, the organization is more productive, has better morale, is healthier, and LGBTQIA+ employees are not discriminated against. When a welcoming and inclusive environment is not a reality, productivity drops, morale decreases, and the organization is at risk for liability. The organization’s climate and culture are compromised leading to increased turnover and difficulty hiring LGBTQIA+ employees.
Heterosexism – the cultural expectation that everyone is, should be, or would prefer to be heterosexual - is the established norm of the workplace; a commonplace bias in American institutions. This bias gets played out in both overt and covert behaviors which in turn negatively impact the organizational culture. However, there have been organizational successes in diminishing the biases. There is an opportunity for your organization to create strategies to ensure LGBTQ inclusion in your workforce.
All organizations strive to meet their mission and goals. Most organizations employ LGBTQIA+ workers. When LGBTQIA+ workers are welcomed and included, without fear as to their sexual orientation and gender identity, the organization is more productive, has better morale, is healthier, and LGBTQIA+ employees are not discriminated against. When a welcoming and inclusive environment is not a reality, productivity drops, morale decreases, and the organization is at risk for liability. The organization’s climate and culture are compromised leading to increased turnover and difficulty hiring LGBTQIA+ employees.
WHY SHOULD YOU ATTEND?
- Recruitment and Retention
- Heterosexism assumptions
- International LGBTQIA+ considerations
- Marketing and Advertising
- Restroom access for transgender employees
- Guidelines for the transitioning of a transgender employee
- Responding to negative reactions to LGBTQIA+ inclusion
- Workplace dress codes, transgender employees, and gender non-conforming employees
AREA COVERED
- The Implicit Association Test (online)
- Recruitment and Retention
- Heterosexism assumptions
- International LGBTQIA+ considerations
- Marketing and Advertising
- Restroom access for transgender employees
- Guidelines for the transitioning of a transgender employee
- Responding to negative reactions to LGBTQIA+ inclusion
- Workplace dress codes, transgender employees, and gender non-conforming employees
LEARNING OBJECTIVES
- To examine LGBT perceptions and stereotypes
- To discover the business case for LGBT inclusion in the workforce
- To describe the impact on LGBT employees and the workplace when they fear being who they are at work
- To discuss transgender
- To examine gender transition guidelines
- To identify organization practices to minimize discrimination
- To discuss the outcome of LGBT-supportive policies and practices
- To develop organization and individual strategies for GLB inclusion into the workforce
WHO WILL BENEFIT?
- Human Resources professionals
- Nursing supervisors
- Chief Nursing Officer
- Director of Nursing
- VP of Nursing
- Registered Nurses
- Licensed Practical Nurses
- Hospital Administrators
- CEO
- COO
- CFO
- VP of HR
- All HR directors, managers, and generalists
- Supervisors
- Managers
- Director of risk management
- Recruitment and Retention
- Heterosexism assumptions
- International LGBTQIA+ considerations
- Marketing and Advertising
- Restroom access for transgender employees
- Guidelines for the transitioning of a transgender employee
- Responding to negative reactions to LGBTQIA+ inclusion
- Workplace dress codes, transgender employees, and gender non-conforming employees
- The Implicit Association Test (online)
- Recruitment and Retention
- Heterosexism assumptions
- International LGBTQIA+ considerations
- Marketing and Advertising
- Restroom access for transgender employees
- Guidelines for the transitioning of a transgender employee
- Responding to negative reactions to LGBTQIA+ inclusion
- Workplace dress codes, transgender employees, and gender non-conforming employees
- To examine LGBT perceptions and stereotypes
- To discover the business case for LGBT inclusion in the workforce
- To describe the impact on LGBT employees and the workplace when they fear being who they are at work
- To discuss transgender
- To examine gender transition guidelines
- To identify organization practices to minimize discrimination
- To discuss the outcome of LGBT-supportive policies and practices
- To develop organization and individual strategies for GLB inclusion into the workforce
- Human Resources professionals
- Nursing supervisors
- Chief Nursing Officer
- Director of Nursing
- VP of Nursing
- Registered Nurses
- Licensed Practical Nurses
- Hospital Administrators
- CEO
- COO
- CFO
- VP of HR
- All HR directors, managers, and generalists
- Supervisors
- Managers
- Director of risk management