Wednesday, July 6, 2016

LBGT inclusion in the workplace relies on FM and HR best practice - WORKPLACE INSIGHT

by Peter Holmes
Originally published: July 5, 2016
Publisher: WorkplaceInsight.net

Much has been written about the business case for diversity and inclusion with one overarching theme; people perform better when they can be themselves. This is especially true for lesbian, gay, bisexual and trans employees. Have you ever hesitated before talking about your partner to a colleague at work? Anticipated how they will react when they find out the person’s gender? Have you ever thought twice about going to the toilet in the office? Spent more time worrying about which facilities you’ll use than the looming deadline you have coming up? These are just a few examples of the thoughts that can consume the mental power of an LGBT person when you create a working environment which isn’t inclusive. According to last year’s Open For Business report, LGBT diversity and inclusion in the workplace impacts two key areas of productivity – business and individual performance, which rely on a focus on sound management and an inclusive workplace design.

Business performance is improved through attracting diverse talent to your organisation. Bringing together staff with different backgrounds helps to facilitate innovation and collaboration adding to a variety of perspectives on business problems and solutions.