BY PAIGE McALLISTER
Federal and in some instances state and local law protects several groups of people in the workplace based on their sexual or gender identity. Given the newness of these protections, as well as the diversity of characteristics and people within this group, some employers are finding it difficult to know how to react to and accommodate the needs of this group. DEFINITIONS: LGBTQ+ stands for Lesbian, Gay, Bisexual, Trans-gender and Queer with the “+” representing the numerous other sexualities and gender identities covered by this broad term. While employers are not required to know all of the terms, they are required to be accepting, treat an employee equally, and protect them from discrimination, harassment or retaliation. DEI is a term encapsulating the goals companies should have when creating policies, procedures and practices with respect to employees in any protected group (including race, national origin, age and/ or LGBTQ+). While descriptions vary slightly from source-to-source, common definitions include (as found at DEI Expert Hub):
Safety Mat Systems (NSD) & Safety Light Curtains for Machine Guarding
Scan me
VERY DURABLE • VARIETY OF SHAPES & SIZES • MADE IN USA
412-262-3950 • www.pinnaclesystems.com • sales@pinnaclesystems.com
40
SURFACEANDPANEL.COM
DIVERSITY: Having different types of people from a wide range of identities with different perspectives, experiences, etc. INCLUSION: Putting diversity into action by creating an environment of involvement, respect and connection—where the richness of ideas, backgrounds, and perspectives are harnessed to create value. EQUITY: Removing the predictability of success or failure that currently correlates with any social or cultural factor, examining biases, and creating inclusive environments. THE BASICS—LEGAL PROTECTION On June 15, 2020, the U.S. Supreme Court issued a landmark 6-3 decision that includes sexual orientation, including LGBTQ+ employees, as protected under Title VII. This means that terminating or taking other negative employment actions against an LGBTQ employee based on their sexual or gender identity constitutes sex discrimination and therefore is against the law. While several states, counties, and cities had these protections prior to the ruling, the U.S. Supreme Court’s decision makes it the law for every employer who falls under Title VII of the Civil Rights Act (which applies to most employers). In response to the U.S. Supreme Court’s decision, the minimum action all employers should take is to:
•
Review and revise their non-discrimination, harassment, sexual harassment, and non-retaliation policies to include protections for LGBTQ+ groups relating to sexual orientation, gender expression, and transitioning status.
•
Update other policies that may be impacted (directly or indirectly) by sex and gender stereotypes, such as dress code, benefit coverage, job requirements, and leave entitlement.
•
Ensure all policies and procedures are applied equally to both sexes without regard to sexual orientation, gender identity, or transgender status.
©ISTOCKPHOTO.COM/VEJAA
Diversity, Equality and Inclusion: LGBTQ+ EMPLOYEES
