Workplaces have made progress toward LGBT equality, yet many LGBT employees still fear losing their jobs because of who they are. Surveys suggest roughly 90% of transgender and 40% of gay, lesbian and bisexual employees experience workplace discrimination.
Heterosexism, the assumption that everyone is or should be heterosexual, is a common bias that shows up in overt and subtle behavior and harms culture. This 120-minute webinar looks at LGBT perceptions and stereotypes, the impact of fear at work, and how organizations have reduced bias.
You'll cover transgender issues, gender transition guidelines, restroom access, dress codes, recruitment and retention, marketing, international considerations and how to respond to negative reactions.
WHY SHOULD YOU ATTEND?
When LGBT employees feel welcome and included, organizations see better productivity, morale and health. When they do not, productivity drops, morale falls, turnover rises, hiring gets harder and the organization faces greater liability risk.
This session suits executives, HR leaders and generalists, supervisors, managers and risk management directors in healthcare.
AREA COVERED
- LGBT perceptions and stereotypes
- Heterosexism assumptions
- The Implicit Association Test (online)
- Impact on employees and the workplace when people fear being themselves
- Transgender employees and gender transition guidelines
- Restroom access for transgender employees
- Dress codes for transgender and gender non-conforming employees
- Recruitment and retention
- Marketing and advertising
- International LGBT considerations
- Practices that reduce discrimination and the outcomes of supportive policies
- Responding to negative reactions to LGBT inclusion
- Organizational and individual strategies for inclusion
LEARNING OBJECTIVES
- Examine LGBT perceptions, stereotypes and heterosexist assumptions
- Describe the impact of fear and exclusion on employees and the workplace
- Establish gender transition guidelines, including restroom access and dress codes
- Identify practices that reduce discrimination
- Respond to negative reactions to LGBT inclusion
- Develop organizational and individual strategies for LGBT inclusion
WHO WILL BENEFIT?
- CEO
- COO
- CFO
- VP of HR
- All HR directors, managers, and generalists
- Supervisors
- Managers
- Director of Risk Management
When LGBT employees feel welcome and included, organizations see better productivity, morale and health. When they do not, productivity drops, morale falls, turnover rises, hiring gets harder and the organization faces greater liability risk.
This session suits executives, HR leaders and generalists, supervisors, managers and risk management directors in healthcare.
- LGBT perceptions and stereotypes
- Heterosexism assumptions
- The Implicit Association Test (online)
- Impact on employees and the workplace when people fear being themselves
- Transgender employees and gender transition guidelines
- Restroom access for transgender employees
- Dress codes for transgender and gender non-conforming employees
- Recruitment and retention
- Marketing and advertising
- International LGBT considerations
- Practices that reduce discrimination and the outcomes of supportive policies
- Responding to negative reactions to LGBT inclusion
- Organizational and individual strategies for inclusion
- Examine LGBT perceptions, stereotypes and heterosexist assumptions
- Describe the impact of fear and exclusion on employees and the workplace
- Establish gender transition guidelines, including restroom access and dress codes
- Identify practices that reduce discrimination
- Respond to negative reactions to LGBT inclusion
- Develop organizational and individual strategies for LGBT inclusion
- CEO
- COO
- CFO
- VP of HR
- All HR directors, managers, and generalists
- Supervisors
- Managers
- Director of Risk Management