If workplaces are where everyone spends most of their lifetime, then why shouldn’t they be the place where everyone belongs regardless of their gender? This question has been circulating lately as attempts to create “gender-inclusive” workplaces. However, to make it come true many overlooked aspects should be considered:
Gender-inclusive workplaces don’t reflect solely on the number of women or LGBTI hired but on the company’s culture that embraces diversity and listens to women and LGBTI’s experience and struggles while empowering them to be confident in their own identities.
The United Nations also supports working towards the gender inclusive workplace; in 2017 they issued “standards of conduct for business” to tackle LGBTI discrimination in the private sector. They include 5 standards as listed below:
- RESPECT the human rights of their LGBTI workers, customers, and members of the public. For instance, policy and evaluation could be issued to monitor if the company respects human rights standards or the company can also advertise to the public about their policy.
- ELIMINATE workplace discrimination against LGBTI employees from recruitment, welfare, work environment, to respecting employee’s boundaries and handling sexual misconduct promptly.
- SUPPORT LGBTI staff at work by creating the environment that LGBT staff can work with dignity and without being discriminated against.
- PREVENT discrimination and related abuses against LGBTI customers, suppliers and distributors—and insist that business partners do the same.
- STAND UP for the human rights of LGBTI people in the communities where they do business.
Gender inclusivity means that every aspect of the company will support and foster the well-being of employees of all genders through its policies, language, codes of conduct as well as physical environment. Ultimately, gender-inclusive workplaces that support and do not leave LGBTI behind will not only become safe spaces for them but also help increase productivity and help the companies retain their employees.
For companies who are ready to foster gender equality and diversity, Thailand Policy Lab would like to introduce a checklist to recheck if your workplace is gender-inclusive or not. If not, let’s see where you can improve!
- Use gender-neutral languages
Don’t use gendered languages which can discriminate LGBTI
- Normalise sharing of pronouns
Ask your staff their pronouns and call them by the preferred pronouns to respect their gender identity - Allow any dress codes that represent their gender identity
Stop enforcing gender-binary dress codes and let them wear anything that best express their gender identity - Have gender-neutral toilets
Offer gender-neutral toilets as alternatives for non-binaries, transmen, and transwomen - Stop gender discrimination in the recruitment process
Don’t use gender as the elimination criteria. Embrace LGBTI applicants to support gender balance in the company - Organise workshops on gender equality and diversity
Foster knowledge in gender equality among staff - Have a protocol for sexual harassment in workplace
Have a protocol in handling sexual harassment in workplace that protects the victims and brings about justice - Provide welfare that promotes gender equality and diversity
Provide welfare that meets different needs of LGBTI staff