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The Business Case for LGBTQIA+ Inclusion in the Workplace: Navigating Policies, Procedures, Practices and Bathrooms
- To examine LGBTQIA+ perceptions and stereotypes
- To discover the business case for LGBTQ inclusion in the workforce
- To describe the impact on LGBTQIA+ employees and the workplace when they fear being who they are at work
- To discuss transgender
- To establish gender transition guidelines
- To identify organization practices to minimize discrimination
- To discuss the outcome of LGBTQIA+ supportive policies and practices
- To develop organization and individual strategies for LGBTQIA+ inclusion into the workforce
Overview of the webinar
LGBTQIA+ workers still go to work every day for fear that they might lose their jobs because of who they love and who they are. There is no federal law protecting the LGBTQIA community from workplace discrimination and harassment. There is confusion among organizations as to whether the federal civil rights law Title VII protects LGBTQIA+ employees. The EEOC and several courts clearly have stated that LGBTQIA+ employees are protected by Title VII however other courts have disagreed.
Heterosexism – the cultural expectation that everyone is, should be, or would prefer to be heterosexual - is the established norm of the workplace; a commonplace bias in American institutions. This bias gets played out in both overt and covert behaviors which in turn negatively impact the organizational culture. However, there have been organizational successes in diminishing the biases. There is an opportunity for your organization to create strategies to ensure LGBTQ inclusion in your workforce.
All organizations strive to meet their mission and goals. Most organizations employ LGBTQIA+ workers. When LGBTQIA+ workers are welcomed and included, without fear as to their sexual orientation and gender identity, the organization is more productive, has better morale, is healthier, and LGBTQIA+ employees are not discriminated against. When the welcome and inclusive environment is not a reality, productivity drops, morale decreases, and the organization are at risk for liability. The organization’s climate and culture are compromised leading to increased turnover and difficulty hiring LGBTQIA+ employees.
Who should attend?
- Human Resources professionals
- Nursing supervisors
- Chief Nursing Officer
- Director of Nursing
- VP of Nursing
- Registered Nurses
- Licensed Practical Nurses
- Hospital Administrators
Why should you attend?
- Recruitment and Retention
- Heterosexism assumptions
- International LGBTQIA+ considerations
- Marketing and Advertising
- Restroom access for transgender employees
- Guidelines for the transitioning of a transgender employee
- Responding to negative reactions to LGBTQIA+ inclusion
- Workplace dress codes, transgender employees, and gender non-conforming employees
Faculty - Dr.Susan Strauss
Dr. Susan Strauss is a national and international speaker, trainer and consultant. Her specialty areas include management/leadership development, organization development, communication, and harassment and bullying. She trains and consults with business, education, healthcare, law, and government organizations from both the public and private sector. She has been an adjunct professor at several universities. Susan has held positions in training, organization development, and management, which enable her to use her multitude of real life experiences to draw on in her training sessions and organization development consulting. She has presented to thousands of people during her career and to a variety of audiences and receives outstanding evaluations.
Dr. Strauss has authored over 30 book chapters, books, and articles in professional journals. She has been featured on 20/20, CBS Evening News, and other television and radio programs as well as interviewed for newspaper and journal articles such as the Times of London, Lawyers Weekly, and Harvard Education Newsletter.
Susan has presented at international conferences in Botswana, Egypt, Thailand, Israel, Bali, Beirut and the U.S. She has consulted with professionals from other countries such as England, Australia, Canada, Beirut and St. Martin. She has her doctorate in organizational leadership, is a registered nurse with a bachelor’s degree in psychology and human services, a master’s degree in community health, and professional certificate in training and development.
Credits
ComplianceIQ is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for [1] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.
HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org