Professional Documents
Culture Documents
Lin
McDevitt-Pugh
MBA,
4
June
2011
*
Reading
material
for
the
Promoting
Equality:
Lesbian
Women
in
the
Workplace
workshop
at
the
2011
CPP
International
LGBT
Business
Conference.
2 Keuzekamp S. (red). Steeds gewoner, nooit gewoon, Sociaal en Cultureel Planbureau, the
starting the conversation is lower. There is a subtle yet present willingness for lesbian women to do business with each other. The willingness is to really connect as people, without the flirting expected in female-male contacts, without the annoyance with men prevalent when straight women connect. It is about getting to work and making it work. 5. Work life policies Lesbians may be excellent choices for foreign assignments. HR departments must be aware of the special actions that are needed to accommodate the partner and, potentially, the children, in a foreign posting. Companies must have the same policies for the spouse and family in a married lesbian couple and in a married heterosexual couple; it is not good enough to apply the law of the host country of the foreign assignment. Unless the company has specific policies supporting lesbian women on foreign assignments, lesbian women will not even contemplate taking the assignment. They may not even be aware that they are avoiding the assignment. The employer misses out on being able to use her skills unless policies are in place to support lesbians and their families on foreign assignments. Many lesbians are able to work full time. Companies must break through any heteronormative assumption that women will not work full time and will not pursue their careers. In a heteronormative culture, being a lesbian requires breaking through the concept of what is normal. Yet there is nothing abnormal about being lesbian. It is simply who we are. Lesbians want to be valued for their contribution to the work. Heteronormative workplace practices often have the inbuilt assumption that men and women will interact in a certain way. Lesbians often do not adhere to these interaction practices. The practices are often the result of bringing majority norms from the outside world into the workplace practice. The workplace must learn to differentiate itself by building a culture of inclusion. 6. Leadership Lesbians in many cultures experience being rejected by families. Work is a place where they could simply be. If the workplace is supportive of lesbians, lesbians will support the workplace. A culture of sexual identity secrecy interferes with an organizations effectiveness. When women hide their identity at work, the organization is faced with an organizational and not a personal weakness. It is often public knowledge that a top-level heterosexual leader has a spouse and children, yet even in rankings like Opzijs 100 most influential Dutch women, lesbians usually choose not to expose their private circumstances. Secrecy at the leadership level does not simply affect the woman herself: all lesbians in the company receive the message that they should leave who they are at home, and adopt a purely work persona at work. Workplaces that are not spaces where lesbians can be out of the closet do not benefit fully from competent women. Many companies in the Company Pride Platform acknowledge that LGBT network leaders and others spend time developing the networks and that these networks add value to the company. Very few companies however adjust the performance KPIs to include the work in promoting a workplace that works for lesbians. When lesbian diversity results are made measurable, SMART and included in the KPIs, middle management are enabled in supporting leaders.
7. Public Service Motivation Lesbians in many cultures experience being rejected by families. Work is a place where they could simply be. If the workplace is supportive of lesbians, lesbians will support the workplace. Lesbian women do not always feel safe being out at work. This includes women who are comfortable with their sexuality. There is always the chance in the background that at some point in their career, being an out lesbian will be used against them. This can be best will discrimination, such as a company not approaching a lesbian for a foreign placement because they know it to be unsafe. It can also be more malicious, like not wanting to promote an out lesbian who might at some time embarrass the company. Do not assume a single woman is single, or straight. Sensitize upper management, middle management and the work floor to the implications of embracing difference. Rather than singling out LGBT people, make this an explicit part of a total business campaign to allow all employees to be fully themselves at work.