Research shows that an average American worker spends 47 hours per week. Since a considerable portion of our life is spent at the workplace, it is essential that organization strive to make the workplace a favorable environment for every individual. For lesbians, gays, bisexuals, transgender and queer ( LGBTQ), I believe that inclusivity is very important since they are more likely to suffer discrimination from other employees. It is said that more than 45% of LGBTQ employees do not disclose their sexual orientation and gender identity to their employers, (Theriault, 2017). Title VII of the Civil Rights Act proscribes any discrimination based on disability, age, sex, religion, national origin, color, and race. Organizations must, therefore, ensure LGBTQ inclusion is among their objectives.
There are several ways in which an organization can actively increase LGBTQ inclusivity. The first method is to ensure that the organization formulates and implement LGBTQ inclusive policies within the organization. The organization policies play a crucial role in shaping employee perception of LGBTQ populations. One of such policies is having strict punishment measures for employees found guilty of discriminating against the LGBTQ. The second method is for an organization to establish an LGBTQ employee resource group. This will make the LGBTQ employees feel a sense of belonging and this fosters inclusivity. The other way an organization can actively increase LGBTQ inclusivity is by donating to LGBTQ- related groups and charities, (Joy and Numer, 2018). The organization can also take part in community events that support the rights of the LGBTQ population.
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Inclusivity plays a vital role in improving the client-provider relationship. Creating a rapport between client and provider is a critical aspect of every business organization. Inclusivity promotes appreciation and respects the cultural and sexual diversity between the client and provider enabling understand and smooth operations.
Reference
Joy, P., & Numer, M. (2018). Queering educational practices in dietetics training: a critical review of LGBTQ inclusion strategies. Canadian Journal of Dietetic Practice and Research, 79(2), 80-85.
Theriault, D. (2017). Implementation of promising practices for LGBTQ inclusion: A multilevel process. Joual of Park and Recreation Administration, 35(3).
