In the article “LGBTQ+ inclusion in the workplace,” the authors Ellsworth et al. discuss the challenges and opportunities in creating inclusive workplaces. Particularly at higher levels, the LGBTQ+ group is underrepresented in the workforce. As a result, many face microaggressions at work and feel like the only ones. Also, they may feel unable to talk openly and confidently about themselves or continually have to refute assumptions about their personal lives. Although there are many outstanding examples of LGBTQ+ people succeeding in the workplace, general obstacles and difficulties still exist. Moreover, The workplace has some of the most pronounced discrimination against the trans population. For instance, they are three times more likely to feel that they cannot discuss their personal lives outside of work and are twice as likely to hear sexist remarks about persons of their gender. As a result, they become far more prone to consider leaving their employer.
Research emphasizes the significance of coworkers and teammates, who have a significant impact on people’s perceptions of an inclusive environment. Ellsworth et al. look at individual behaviors—leaders and team members—then rules in the whole organization to assist leaders in understanding whether their workplace seems inclusive. Strong indicators for workplace inclusion of the LGBTQ+ population have previously been given to employees, such as the language used, the website’s graphics, and the availability of options other than male and female on the job application.
In the reading material for this week, titled “Institutional support of queer rights,” the author also focuses on the discussion of changing the institutions to accommodate the need of these individuals. Starting with the Dignity for All movement, institutional leaders began to recognize the needs of minority communities. This signals that workplaces will have to change their practices to accommodate the needs of all; however, much work must be done. Institutional support must include the discussion on how the queer and other community’s rights can be supported and how to create a safe work or study place for them.
As a white cisgender woman, I understand that the scope of the problem cannot be fully grasped by me as I do not share the same experiences as the LGBTQ+ community. Moreover, as a sociologist, I understand that it is essential to incorporate the members of these communities in the discussion to transform the system in a way that accommodates these individuals. Thus, these readings changed the way I see LGBTQ+ issues and made me rethink the institutional practices that I have considered normal before.
Work Cited
Ellsworth, Diana et al. “LGBTQ+ inclusion in the workplace.” McKinsey, Web.