Over three-fourths (77 percent) of LGBTQ+ job seekers said they'd hesitate about applying for a position in a state with anti-LGBTQ+ legislation, and 52 percent said they would never apply for a position based in a state with anti-LGBTQ+ laws, according to a recent Indeed survey.
Examples of what is considered anti-LGBTQ+ legislation include bills limiting the ability to update gender information on IDs and records, bills attempting to weaken nondiscrimination laws, and bills prohibiting transgender people from using the public bathroom facilities they choose.
We've rounded up articles from SHRM Online and other outlets to provide more context on the news.
LGBTQ+-Specific Benefits to Highlight
LGBTQ+ job seekers said they look to job postings to see if a potential employer offers specific benefits, such as health care services with access to LGBTQ+-friendly providers, mental health benefits and benefits extended to employees' domestic partners.
(Indeed)
Progress Made, Still Work to Do
Great strides have been made for LGBTQ+ equality in the workplace, but absolute equality for LGBTQ+ employees is an ongoing struggle, and coming out at work is an exhausting, everyday reality for those who are lesbian, gay, bisexual, transgender, nonbinary or queer.
How to Create an Inclusive Space for LGBTQ+ Workers
Many LGBTQ+ workers still find themselves feeling excluded, unwelcome and uncomfortable in their workplaces, which can increase stress levels and have additional negative psychological and physiological effects on these individuals.
How Employers Can Avoid 'Rainbow Washing'
If Pride celebrations aren't coupled with meaningful action, such as implementing initiatives to ensure safe work environments for LGBTQ+ employees and donating to relevant causes, then the organization is engaging in "rainbow washing," which can compromise recruitment and retention efforts while also discouraging workers from coming out at work.
(SHRM Online)
Transgender Inclusion at Work Reaches Record Numbers
As organizations around the world celebrate the accomplishments of transgender people, the number of companies incorporating policies to protect transgender workers has surged in recent years.
Related Content
HR must always include human intelligence and oversight of AI in decision-making in hiring and firing, a legal expert said at SHRM24. She added that HR can ensure compliance by meeting the strictest AI standards, which will be in Colorado’s upcoming AI law.
The proliferation of artificial intelligence in the workplace, and the ensuing expected increase in productivity and efficiency, could help usher in the four-day workweek, some experts predict.
Advertisement
An organization run by AI is not a futuristic concept. Such technology is already a part of many workplaces and will continue to shape the labor market and HR. Here's how employers and employees can successfully manage generative AI and other AI-powered systems.
Advertisement