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themselves. To back up their policies, and ensure that they’re implemented across their workplaces, Accenture provides all-staff training sessions on LGBT- inclusion. This includes things like events, awareness raising, public support for international support days such as IDAHOBIT (International Day Against Homophobia, Biphobia and Transphobia). Intersectionality is a key part of Accenture’s approach to diversity and inclusion in Chile. In October, ‘Diversity Week’ is celebrated in the office, which is dedicated to understanding how the different parts of people’s identities make them who they are. During this week, speakers give presentations and group discussions are held on how people can work together to create a culture of equality. But their work doesn’t stop there. Accenture partners with Fundacion Iguales, a Chilean LGBT organisation, and is a member of Pride Connection. Outside of the walls of its offices, Accenture has worked to address the systemic barriers faced by trans people by providing materials and running workshops for Escuela Amaranta, a school for trans children who have not been accepted in the formal education system.
In another part of the world, our briefing about the Czech Republic speaks to a member of Prague Pride, who organise the annual Pride festival, as well as running campaigns and peer support services. In the Czech Republic, LGBT people have legal protections against employment discrimination and in hate crime sentencing, however they do not have equal marriage, nor does the government recognise non-binary people. Prague Pride has been a principle member of the Czech marriage equality campaign. Czeslaw Walek, CEO and Chairperson of Prague Pride, said: “In the past ten years there have been significant advances in LGBT acceptance. However, marriage equality has not yet been achieved (although there is a visible nationwide campaign) and trans people must be sterilised to change their legal gender. Also, as the LGBT rights movement is relatively new, many older LGBT people struggle to come out. Life for LGBT people can also vary depending on whether they live in a large city or more rural area. For instance, in Prague there is a lively and growing selection of LGBT groups and spaces.”
“LGBT people often feel the need to hide their identity at work for fear of negative reactions from colleagues. Many also fear that being out will negatively impact their careers. According to ‘LGBT+ First Job’, research conducted by Vodafone, Prague Pride and Out Now, in the Czech Republic only 24 percent of LGBT people are out at work. Ten years ago, this was 11 percent, so we are making progress, but we have further to go. For example, when young LGBT people take their first job, 47 percent go back into the closet. Prague Pride has worked with employers for nine years and we’ve seen some big successes, particularly with multinationals. Engaging with smaller or local companies can sometimes be challenging, as they often don’t see the benefits of LGBT inclusion. Prague
Pride has just published ten basic steps for businesses to support LGBT employees. To support LGBT organisations and LGBT equality externally, businesses can do things like circulating marriage equality petitions internally, carrying out charity fundraising events in offices, and signing open letters. Additionally, businesses can use their platforms to increase LGBT visibility via social media and adverts - this is a great opportunity to increase acceptance as well as benefiting businesses.”
Learning from other organisations, both local and global, is a great help to companies looking for ways that they can make an impact for LGBT people in each country. That’s why our briefings contain a view from an expert within each country, as well as sharing best practise from organisations doing good work in their countries, who understand what everyday life is like for LGBT people who live there. It is vital that we keep LGBT rights high on the global agenda. All employers should feel passionately about the LGBT community to use our resources, read our Workplace Briefings, learn from other organisations’ work and consider their LGBT staff in the countries that they are based in. We believe that no LGBT person, no matter where they live, should be left behind in the fight for equality, and our mission is acceptance without exception for all LGBT people. For global businesses that value their diversity and inclusion above all else, it is imperative that they work to make an impact in the parts of the world that they operate. Something is very wrong in the world if we are unable to send LGBT colleagues to many countries, for fear of their liberties and even their lives in some cases. Meanwhile, supporting LGBT colleagues wherever they are in the world is a crucial element of the HR provision and it must be at the top of all organisation agendas.
•
SIX UN
MEMBER STATES IMPOSE THE
DEATH PENALTY FOR BEING IN A SAME-SEX RELATIONSHIP, AND IN OVER HALF OF THE WORLD,
LGBT PEOPLE AREN’T PROTECTED FROM DISCRIMINATION BY WORKPLACE LAW
FOR FURTHER INFO
www.stonewall.org.uk
DECEMBER 2019 | thehrdirector | 33
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