TRANSFORMING Teams By Paige McAllister
Diversity, equality and inclusion:
LGBTQ+ employees
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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 di cult to know how to react to and accommodate the needs of this group. Definitions LGBTQ+ stands for Lesbian, Gay, Bisexual, Transgender 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 LGBT ). While descriptions vary slightly from source-to-source, common definitions include (as found at DEI Expert Hub): 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.
Q. We are reopening the office and have some employees who are vaccinated while others are not. Do we have to implement any different procedures or policies?
A. Our best recommendation is to follow the current guidelines established by the CDC, OSHA and other health & safety experts. Right now, their guidance includes maintaining most of the safety procedures implemented last year: social distancing (possibly with barriers), wearing masks when walking through the workplace or within 6 ft. of others, limited use of common areas, hand washing/sanitizing, and regular disinfecting of the workplace. This guidance is the same for vaccinated and unvaccinated people, so you do not need to implement different policies based on an employee’s vaccination status or philosophy. In situations where CDC guidance differs for vaccinated and unvaccinated people, such as the need to quarantine after travel or exposure to someone with COVID-19, you can implement different procedures as long as you are not targeting or discriminating against a particular group.
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The Merchant Magazine n
June 2021
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 une 15, 2020, the .S. Supreme Court issued a landmark 6-3 decision that includes sexual orientation, including LGBT employees, as protected under Title VII. This means that terminating or taking other negative employment actions against an LGTB 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 LGBT 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. Train all managers and employees that any and all discrimination, harassment, sexual harassment, and retaliation violates the law and therefore company policy, including the newly-protected groups. Enforce all policies fairly and discipline any employee, manager, client, or vendor who discriminates, intentionally or unintentionally, against an employee in a group protected under Title VII or any other law such as ADA, ADEA, USERRA, and IRCA. Building-Products.com
