Creating Inclusive Workplaces: Acknowledging the LGBTQQIP2SAA Community and Ensuring Safety for Women

by Team Iamsafeatwork

16-05-2023

Safety

Acknowledging and including LGBTQQIP2SAA community members who are lesbian, gay, bisexual, transgender, queer, questioning, intersex, pansexual, two-spirit (2S), androgynous, and asexual in the workplace has become increasingly important in recent years. Accepting diversity and fostering an inclusive atmosphere for all employees, regardless of sexual orientation or gender identity, not only demonstrates a commitment to equality but also provides several benefits to organisations. This blog discusses the significance of the LGBT community in the workplace and the benefits of fostering an inclusive work culture.

The LGBTQQIP2SAA community is also known as homosexuals. Gender equality is a well-known subject in today’s society all across the world. This issue appears to be present not only in today’s society, but also in the past. Historically, homosexuality was not considered equal and was also denied civil rights. Because of their sexual orientation, these persons experience harassment, discrimination, and the danger of violence confronts numerous challenges.

Being a member of the LGBTQQIP2SAA group is a life-threatening sin in several nations. These people continue to experience prejudice, exclusion, and violence in society. The majority of members of this community conceal their sexuality for fear of losing their jobs. This adolescent endured alienation from family and friends, as well as invisibility and harassment at school, which resulted in mental illness, dropping out of school, and homelessness. This prejudice has an impact on the LGBTQQIP2SAA community’s primary social goods, such as education, employment, health care, and housing. The primary causes of violence against LGBTQQIP2SAA people are institutional, cultural, and psychological discrimination. Although prejudice and aggression against LGBTQQIP2SAA people are wrong, members of this community are more likely to be victims of these crimes. Workplaces, educational institutions, and governmental organisations such as banking, renting or purchasing a home, and going to the mall can all be areas where these people face discrimination and threats. Policy changes and transparent views by elected officials are the most effective early intervention techniques for reducing prevalent violence and discrimination encountered by LGBTQQIP2SAA people in practically every aspect of their lives.

Some of the key initiatives taken by various corporate entities to overcome such taboo-

In June 2022, Microsoft promotes Pride around the world, even in the metaverse, by donating to LGBTQIA+ NGOs and releasing the Xbox Pride controller, among other things. Microsoft Pride is a grassroots organisation formed with and for LGBTQIA+ employees all across the world. Our aim is to empower every individual and organisation on the earth, and we feel it is our responsibility to work towards increased visibility, equity, and equality for LGBTQIA+ people.

Nowadays Aggression and discrimination can have a negative impact on women’s lives, prohibiting them from fully participating in the job, society, and economy. Because of workplace sexual harassment, many women are scared from getting employment.

Organisations must recognise that female employees confront physical and psychological dangers at work. Physical dangers can include molestation on the way to work or sexual harassment. Aside from that, Men’s verbal abuse, to seemingly innocuous ‘mansplaining’ and stereotyping, can all pose psychological hazards. Many women describe being structurally excluded from specific events that allow for after-hours networking. Due to inherent discrimination and working conditions, many functions, such as sales and manufacturing, have fewer female personnel. Being the only female in the room or the office makes them feel insecure and humiliated.

To prevent such situations, Companies began enacting stronger anti-harassment policies, offering training programmes, and developing anonymous reporting methods. Likewise, Amazon has signed the United Nations Women’s Empowerment Principles in December 2021. The WEPs were established by the United Nations Global Compact and UN Women to provide enterprises with recommendations on how to promote gender equality and encourage women in the workplace and globally. Another key initiative taken by African Women on Board in November 2021, it is a Safety in the Workplace Initiative to protect women from workplace violence and harassment. As AWB is a non-profit organisation dedicated to women’s leadership, economic development, and works for improving the worldwide realities of African women and girls.

Such increased emphasis on women’s empowerment resulted in the selection of more women to senior positions, promoting a culture of gender equality. These initiatives have been critical in increasing women’s workplace safety. To protect the safety and well-being of all employees, organisations must continue to promote inclusive environments, provide training and education, and reinforce policies. Workplaces may become places where people can succeed regardless of their gender identity, sexual orientation, or any other element of their identity by recognising intersectionality and taking proactive efforts. Only through continual efforts will we be able to establish workplaces that are really secure, supporting, and welcoming to all.

Conclusion:

Ensuring the safety of women at work is a shared responsibility, not an independently one in particular. Organisations may build a safe and inclusive work environment by fostering an environment of respect, implementing strong policies, and empowering women through awareness and training. When women feel protected, they may thrive effectively, contributing their skills and expertise to the organization’s growth and success. Let us collaborate to create every workplace a safe and empowering environment for women.