LGBTQIA – Discrimination works both ways in society and in the workplace. Inclusivity is also rampant in the workplace and we may not give attention too much on this but we have to. We cannot tell when it will gonna last but one thing’s for sure that the USA is on the go to eradicate this pressing issue especially the LGBTQIA+ community. It is indeed a big step forward, and one that I hope compels companies that continue to discriminate to change their ways. The law will give more justice to the victims of discrimination.
On June 15, the U.S. Supreme Court ruled for an employer who fires an individual for being gay or transgender violates Title VII of the Civil Rights Act of 1964. You heard it right; discrimination against lesbian, gay, bisexual, and transgender individuals is now forbidden under federal law. The law has hailed as life-saver for the specific community. Discrimination does not only conform in the workplace but also in sports organizations. Good thing policymakers have brought up the diversity in sports which spans 20 years. Actually this is a good start is enacting strong policies that emphasize that discrimination based on sexual orientation is always inappropriate. Moreover, this also means a wide awareness and regular education on the newly imposed law which helps encourage more interpersonal interactions around the issue and challenging discussions that force people to confront their own prejudices. Indeed, it is really essential to instill understanding and tolerance with gender orientation and identity inside the organization.
Leaders must also be the epitome of equality and they also play a key role by modeling what inclusiveness is and how it will affect everybody’s level of perception. Inclusive workplaces also tend to instill this spirit throughout the organization, from its mission statement to how it conducts employee evaluations. There were also several studies conducted last 2019 about LGBT inclusion at 65 of the biggest university athletic departments in the U.S. and compared it with how well their teams performed in the specific sport they are into and how does their performance will have to do with the identity prejudices.
We measured inclusion by looking at factors such as department nondiscrimination policies, the existence of LGBT-focused resources, and a fan code of conduct that explicitly prohibits homophobic, transphobic, and sexist behavior. We measured performance with team wins and losses.
Also based on the study conducted, LGBT inclusiveness increased, so too did the overall success of the school’s teams. The results are promising and the outcomes were especially positive when the state in which the university was located had a high number of sexual minority residents and low levels of discrimination toward LGBT students inside the university.
Indeed, these findings are essential and strong that strongly connect with previous sports-related empirical work, experimental studies, and in-depth case studies. This connection between work environments that are supportive and welcoming to LGBT individuals and better performance isn’t limited to sport organizations and other groups. To add data, there is also research in human resource management, business ethics, and organizational psychology that have all come to similar conclusions. For instance, in a study of thousands of companies, researchers found that LGBT inclusion also correlates with employee productivity, profitability, and business performance. Other research has shown companies recognized for their inclusive efforts see higher stock prices as well as more success in recruitment and retention. Apparently, LGBT individuals who are working in inclusive workplaces experience less discrimination and prejudice, making it easier for them to be authentic at work, which helps improve psychological well-being. So although the Supreme Court has finally and firmly banned LBGT discrimination, companies that have already embraced more inclusive workplaces and harmony and acceptance float above all.
