I would start this carnival narrating my personal experience about the state of sexual orientation awareness in one of the organizations.
One of my colleagues has a different sexual orientation, and he was proud of it. Be informed that Indians are far behind in accepting the different sexual orientation with open arms.
In one of the large office gathering, he cross-dressed. It was a fantastic red dress with a black tie.
During the gathering, the anchor (whether he did it ignorantly or to create a sensation) addresses this male colleague in a wrong manner -“the cute female in the red dress.” This was a clear-cut error of being misgendered (using the wrong name/pronoun);
It bought a considerable embarrassment to HR Department and the Management. Although the anchor was quick to apologize, he had already spoiled the show. My colleague could not stop himself and broke down.
I am sure this is not an exceptional case, the LGBTQ community has been struggling hard to get the due respect & recognition. The decades of efforts are paying off, and organizations realize the need to train employees on inclusivity and sexual orientations.
Carnival is parading among the LGBTQ community blogs to churn out some impressive ones.
Grovo’s blog is revolutionary. Rae Feshbach, Director of Learning Experience at Grovo is quick to point figure out that 81% of people talk about their social and personal lives at work at least weekly. The same study found that over 70% of people think it’s inappropriate for LGBTQ people to talk about their personal lives at work.
She is angry at the double standard and digs deeper into the real personal and professional impacts it can have.
Moving forward, the legislature for employment in California has also matured. Senate Bill No. 396 of The California Workforce Innovation and Opportunity Act has expanded the definition of an “individual with employment barriers” to include transgender and gender nonconforming individuals, which means LGBTQ and some other variants. That’s excellent news for communities.
The change in the law required a change in the learning and training material. TargetSolutions updated its existing “Sexual Harassment Prevention for Supervisors (California’s AB 1825)” training course to ensure it contains the most recent changes according to SB 396. This 2 hours course is in line with the law which says “An employer having 50 or more employees shall provide at least two hours of classroom or other effective interactive training and education regarding sexual harassment to all supervisory employees in California within six months of their assumption of a supervisory position.”
Electronic Platform for Adult Learning in Europe (EPALE) has listed several “Benefits of fostering a safe LGBT+ and non-binary educational environment.” The blogger Laila El-Metoui gives the concrete example how Ignorance leads to some common misconceptions and discriminatory behaviors.
And here is a tinker for all employers. A federal appeals court in New York has sided with a gay skydiving instructor in Central Islip and became the second American court to rule that federal anti-discrimination law protects workers from being fired over their sexual orientation.
Even SHRM is discussing this case and says that Title VII Bars Sexual Orientation Discrimination, 2nd Circuit Decides.
Braeden Fair, Webinar Producer at Paycom is quick to suggest 4 Steps Toward Training Your Workforce on Sexual Harassment Prevention. We hope you to include these in your workforce policies.
Finally, UNAIDS, the body which is leading the global effort to end AIDS as a public health threat by 2030 as part of the Sustainable Development Goals has declared 01 March as Zero Discrimination Day 2018. It vows that “No one should ever be discriminated against because of their age, sex, gender identity, sexual orientation, disability, race, ethnicity, language, health (including HIV) status, geographical location, economic status or migrant status, or for any other reason.”
eLearning Carnival too promises the fellow LGBTQ community members that we will make every effort to propagate the concept of Zero Discrimination at the workplace in whatever way we can.