Gabriela Augusto, founder of the consulting Community in companies firm Transcendemos, comments on what diversity can represent for companies: “diversity should be seen as a strength and not as charity. In this sense, we must raise awareness, especially among leaders, of the value that diversity represents for business. In addition to social responsibility, the gains in creativity, productivity, customer satisfaction and financial performance, in general, are significant and should not be .”
What is the reality of LGBTQIAP+ people in the job market?
Although there are laws that protect Community in companies people from discrimination at work on gender identity or sexual orientation, we have seen that many people have already unpleasant situations in companies. When it comes to homophobia in the job market, the scenario is still far from ideal.
Numbers reveal the lack of access to job vacancies: almost 40% of the LGBTQIAP+ population is . And if we look only at trans and transvestite people, the rates reach 70%, according to a 2021 survey by the organization Aliança Nacional LGBTI. All of this, of course, undermines the autonomy and even the mental health of these people.
PRE-CONTRACTUAL Community in companies DISCRIMINATION
As the name suggests, pre-contractual Community in companies discrimination occurs when a person is against even before a possible hiring, in the selection process or during the interview.
This can be , for example. When questions are asked that are not directly related to the challenges of the position, such as questions about sexual preferences, relationships or children.
MORAL OR SEXUAL HARASSMENT
As described by law, examples of moral harassment may include: inventing and telling rumors about other people’s personal lives, spreading who is blogger number or malicious nicknames, excluding a collaborator from certain activities and even changing their job position without clear reasons.
Sexual harassment includes any physical contact, such as kisses and hugs, that are or without consent. Embarrassing questions and comments, including about bodies or clothing, can be included in this list.
WAGE INEQUALITY
Article 461 of the CLT, the Consolidation Community in companies of Labor Laws, indicates that employees who perform equal functions how to increase sales with hubspot’s crm must receive equal salaries, regardless of gender, social class or skin color, except when the difference in length of service two years.
Even so, one of the biggest challenges that the LGBTQIAP+ community faces is lower pay than colleagues who perform the same activities. However, workers can demand this guarantee through a legal claim.
Can LGBTQIAP+ discrimination lead to dismissal?
The answer is simple: yes. Even for just cause, if the crime occurs on company premises, the company may dismiss the employee who Community australia database directory in companies does not respect the organizational values.
It is also important to highlight that reports of discrimination can affect the employer brand, as more and more talents and clients are joining forces to combat prejudice against minority and groups.
Why support affirmative action?
Affirmative action positions for the LGBTQIAP+ community are synonymous with historical and social reparation. In other words, they are ways to truly include diversity in companies. Given that these people are still against in the job market today.
It is important to highlight that, from a Community in companies legal point of view, there is nothing preventing organizations from creating employment opportunities for this specific audience. On the contrary, by embracing plurality, companies gain in engagement, productivity, creativity and innovation, as we have previously said.
LGBTQIAP+ LEADERSHIP
The lack of LGBTQIAP+ representation in leadership positions is not exclusive to Brazil: a survey conducted in the United States showed that among CEOs of the 500 largest companies in the world, only 0.5% identify as part of the community, and only 3 openly declare themselves to be.
How to become a more diverse and inclusive company?
Even though the job market is constantly changing, we know that big changes don’t happen overnight. Therefore, diversity and inclusion only become a reality when companies make progressive changes.
Therefore, we have prepared some tips for your organization’s HR team to start including LGBTQIAP+ professionals in future selection processes, changing the workforce.
SHOWING SUPPORT
Before selecting and hiring LGBTQIAP+ talent, it is important for employers to show that they support the community. Therefore, it is essential to make clear the position of the company and its leaders in relation to social issues that are part of the daily lives of the Brazilian population. Remember that actions speak louder than words, right?
DEVELOPING AN INCLUSIVE POLICY
To include LGBTQIAP+ people in the workforce, it is important that other employees are engaged with the cause and know how to welcome them. Therefore, holding training sessions, lectures and discussion groups can be a good first step towards creating a code of conduct that reinforces the position.