LGBT Employees in the Workplace

Introduction 

According to the American Psychological Association (2017), LGBT is the acronym for Lesbian, Gay, Bisexual and Transgender. Individuals who have been categorized into this group especially the Lesbians, Gays, and Bisexuals (LGB) are primarily those who are defined by their sexual orientation regarding what they prefer according to their emotional, sexual and romantic attraction. While the established and expected norm in the society is to engage in sexual attractions between people of the opposite sex, the LGB is composed of individuals who are non-heterosexual hence participate in romantic relationships with or are attracted to people of the same sex. Ideally, lesbians are women who are attracted to women while gay is men who are attracted to men and can end up getting involved sexually. Until recently, both lesbian and gay people are referred to as ‘gay. ’ As for the case of the bisexuals, they are individuals who engage in both heterosexual and non-heterosexual relationships and hence are attracted to people of the same sex at the same time participate in romantic relationships with people of the opposite sex. Transgender, on the other hand, are categorized as the individuals whose sex does not match their gender identity. They are simply people who may pose and identify themselves as women while their reproductive system at birth is that of the male and vice versa. Depending on their preferences, values and environmental effects, the transgender may have a different sexual orientation in regards to their gender identity hence unlike the Lesbians and Gays their sexual orientation is undefined and not limited to a particular form (Robinson, van Esch, & Bilimoria, 2016) . For a very long time, the LGBT group of individuals had not openly come out from their hidden cocoon due to the fear of being stigmatized for being ‘different’ as of the society’s requirements. As mentioned earlier the norm of the society is for people to engage in romantic relationship and be attracted to individuals of the opposite sex. The expectations of the community are linked to requirements that are defined by either religious values or the scientific aspect of reproductions (Lassiter, 2016) . Furthermore, it is unlikely for the LGBT community to open up and freely express their preferences to heterosexuals. As a result, individuals within the group of LGBT have not been fully embraced and accepted which has led to them being categorized as a minority group. As Emir Ozeren (2014) explains, the population of the LGBT within our community has immensely grown, but it is one group that has not been sufficiently studied and explored to understand who they are, why and their distinction or similarities and contributions in the society. Despite their differences, which are based on the sexual orientation and gender identity, the lesbians, gays, bisexuals and transgender have a similar social background and history. In this research paper, we shall take a look at who exactly are the LGBT within the workplaces, their contributions, the importance of including them in work matters, the problems and challenges that they face and ways that can be implemented to provide and inclusive environment for the LGBT individuals within the workplace. 

Importance of LGBT Inclusion in the Workplace 

Discrimination against the LGBTs contributes to an increase in the population of unemployed people who fall under this group. For a long time, the inability to fully associate and embrace the LGBT has denied them a chance to exercise their skills while contributing to the development and growth of different institutes. With the formulation and implementation of policies that protect the rights of LGBTs, most employees have no option but to accept the push to allow and be able to work with them. According to the Gay & Lesbian Alliance against Defamation (GLAAD) as reckoned by Michaela Krejcova (2015), there are several benefits of inclusive working ethics with the LGBT. For instance, a simpler example is the fact that currently, there is vast diversity in the workplace regarding races, ethnicity, nationality, gender and religion which have played a significant role in the growth of institutes and businesses. Therefore, just like the mentioned individual diversities, LGBT inclusion within the workplace is equally important (Boerties, n.d.) . Despite its impact on the people and colleagues, the business immensely benefits in the case that it embraces LGBT inclusion the workplace and society as a whole. As Krejcova explains nations like the United States can be in a position to accumulate more than nine billion dollars annually in the case where businesses and companies can implement LGBT policies that are inclusive and diverse. Moreover, statistics show that businesses and organization are in a better position to increase their revenues and cut on unnecessary costs on the grounds of proper diversity management within the workforce (Edwards-Leeper, Leibowitz, & Sangganjanavanich, 2016) . With this statistics at hand, while business improves on their income production, and the government reducing its expenses, economic growth will be impacted hence supporting everyone in the market chain. From the producer to the final consumer and all other stakeholders in the business, there will be an improvement and increase in the revenues earned. Implemented LGBT policies in the workplace ensure that there is good communication which is a key factor in the business environment and work ethics. The communication lines will be fully opened since discrimination within the workplace will be reduced, and freedom of expression on an individual’s sexual orientation will be enhanced. For the LGBT to be in a position to freely interact with each other, the ability of each member to participate in the business operations increases its chances of expansion. Acceptance of the LGBT employees in the workplace boosts their confidence and impacts their commitment to their duties and responsibilities which lead to job satisfaction from superiors and other colleagues because of diligence and loyalty among employees. The ability of employers to enhance inclusive policies makes sure that employees learn to appreciate their differences which on the other hand impacts teamwork that positively affects the operations of the organization. Zero tolerance to stigmatization against the LGBT staff ensures that the employees respect each other’s choices and preferences which on the other hand highly contribute to employee satisfaction which plays a significant role in the delivery of duties (Mallory & Sears, 2015) 

. Furthermore, it ensures that there is a firm foundation among colleagues in their ability to collaborate and facilitate a strong interaction. As mentioned earlier, the LGBT employees have not been fully embraced in the workplaces hence discrimination against their sexual orientation psychologically affects them. Consequently, these workers are more likely to face stress and depression which tampers with their ability to deliver quality and efficient services to the company. Moreover, their psychological status may affect their physical well-being which may result into a shortcoming in the full engagement of employees in the business (Ozeren, 2014) . 

With the adverse effects on the LGBT staff, the firm directly will be affected which on the other hand contributes to their failure and derail in the operations. The decrease in the company’s operations and service provision, it is more likely for the company to face a decline in revenues generation and miss out on the chance to meet their visions and missions. Considering the failures that the company may be facing due to the inability to implement inclusive LGBT policies, the biggest menace it might be posing on itself is business breakdown and closure. Therefore, it is advisable for companies to consider LGBT inclusion in the workplace to avoid incidences of the closure of business which is the biggest failure experienced and feared by most businessmen and shareholders (Dietert & Dentice, n.d). 

With the gains that the LGBT personnel will accumulate from an inclusive work environment, Badgett, Durso, Kastanis and Mallory (2013) affirm that the institute will also benefit from the fact that it will not incur legal costs that may be related to file lawsuits by their LGBT staffs due to discrimination. It is illegal for other individuals or employees to discriminate on potential employees by their distinct characteristics or gender identity or sexual orientation. Therefore, LGBT inclusion in the workplace hinders judicial interventions because of stigmatization or the move to deny a qualified individual work opportunity due to their sexual orientation. On the other hand, the business will be in a position to reduce its costs on insurances because of good health that the LGBT will eventually acquire due to the peaceful, inclusive work environment that does not discriminate against them leading to psychological health conditions like depression and stress. Lack of equilibrium in an individual’s state of mind highly affects their physical state because of the scientific explanation of the release of harmful hormones that are impacted by depression, anxiety, and stress. Hence, with reduced costs in these particular areas, the company will be in a position to use the finances in other requirements that may impact its increase in profits and annual revenues. The image of a company affects its immediate relationship with its clients. Therefore, in the case of association of discrimination within a particular company, the customers who used to be loyal may slowly drift away because of the notion of poor customer care that might be conducted to other clients. On the contrary, a company’s ability to formulate a caring and efficient customer service and attention indicate an improvement in its image and brand that quickly helps in the market expansion through an increase in its clients who will impact its operations and income generation. Besides, considering the rise of the LGBT community, it is easier for them to associate and do business with firms that are socially considerate and have respect towards their employees who have different sexual orientation. Hence may be in a position to enhance sales within the company while marketing it through word of mouth to other LGBT individuals. Furthermore, reaching out to the LGBT customers through the implementation of LGBT policies narrows the gap of negative differences among colleagues who have distinct sexual orientation (Mizock, & Lundquist, 2016) . Hence it will help in handling possible hindrances of proper work relationships and ethics within the company that may lead to poor performance among employees especially the LGBT. 

As Wesley Combs (2012) elaborates, openness within the workplace ensures that there is a free interaction among staff members. Hence plays a prominent role in ensuring that teamwork is enhanced. Therefore, an inclusive company will not only help its LGBT staff members to openly interact with the rest of the team but will influence the staff’s ability to share their innovative ideas that facilitate creativity in the company and improve on its competitive cutting edge. On the contrary, inability to promote inclusiveness in a workplace increases the chances of employees to leave their positions contributing to an increase in employee turnover which is costly to the company’s human resource especially in the instances where new hires have to be interviewed, hired, and trained (Everly, & Scharz, 2014). Considering that employee turnover is very expensive, companies will save a lot of its resources that include innovative workforce, finances and time by just exercising LGBT inclusion in their work environment. Diversity impacts creativity which as mentioned earlier plays a significant role in maintaining or improving on the strengths of the companies that practice LGBT employee inclusion hence facilitates the existence of stiff competition in the market. As a result, the companies will be literary fighting for clients since competition means quality and efficiency which deliberates on the consumers’ satisfaction that is a goal of most companies. 

Individuals of the LGBT community do not have any mental defects hence are equally capable of handling any task within the companies. Therefore, a company that appreciates and embraces distinct and diverse sexual orientation and gender identity within their workplace encourages the ability of the LGBT to spread their wings and explore their talents and skills. Consequently, the company will inevitably increase its production because of the growth in customer base and market. Positivity among employees which can be influenced by the inclusion of LGBT policies generates the fuel to impact productivity among staff members who on the other hand facilitates improvement in the company generation of income and growth. 

Challenges faced by the LGBT in the Workplace 

Despite the formulation of policies that discourage discrimination of the LGBT due to their sexual orientation, it has been close to difficult to engage employers to embrace LGBT inclusion in the work environment. For instance, as stated by GLEN.IE (2017), many of the LGBTs have had to take in insults from their colleagues who are heterosexuals. Verbal insults are among the primary causes of psychological effects that may tamper with their ability to give their best in service delivery. 

On the other hand, most of the LGBT staff members fear to reveal their sexual orientation or to come out to the open and let everyone know who they are. The inability to freely be ‘out’ in the workplace develops a sense of insecurity within the LGBT individuals who will always be in a state of feeling victimized by the rest of the teammates. Inability to expose their sexual orientation is because some careers are very strict despite the inclusion policies formulated. One of the career fields that remain strict in hiring or implementing the LGBT inclusion policy is education and health. Hence, the LGBT employees would rather stay dumb with their choices rather than being victimized or fired from their positions in these career fields and others. While some individuals may face harsh treatment in the workplace, others are denied the chance of employment or to offer the expertise in the company. Lack or few jobs for the LGBT has resulted in the increase in the number of the unemployed LGBT fellows. Unlike the recognition and awarding of best-performing employees within the workplace, individuals who reveal their sexual orientation in the workplace may be subjected t the lack of recognition and awarding despite their qualifications. Important employee recognition that most companies make use of is the promotion from position to a higher one, hence chances of promoting an LGBT in the workplace is minimized with the lack of inclusion policies. Missed opportunities in improving LGBTs in the work environment hinder them from developing their careers and participating in the development of the economy since they have the abilities to impact institutions with their skills and knowledge. 

Kurina Baksh (2016), a specialist in health, safety and environmental issues with the Huffington Post clarifies that LGBT employees face severe harassments within the workplace specifically with immense mockery on their sexual orientation. While some may be strong enough with a high self-esteem to overlook mockery and some mild verbal insults, most of the LGBT get affected psychologically due to the sexual harassment that they have to at times face within their workplaces induced by fellow colleagues. It may not be easy for the LGBT to endure some aspects of bullying done to them by their colleagues in the workplace hence a high number of them choose to leave their jobs for other personal activities. With harassment on the rise in the workplace and increase in some employee turnover, businesses are subjected to complicated processes of maintaining a good platform for work ethics that will help keep skilled personnel in the work environment (Day, Snapp, & Russell, 2016) . Some western countries like the US and the UK have enacted policies that are helping in the embracing of the LGBT community in the workplace. While other nations especially those with strong religious foundation subject LGBT individuals within their communities to torture both physical and psychological or lock them up in prison with hard labor and harsh treatments some of which lead to death. 

Disadvantages of LGBT in the Workplace 

Every employee is entitled to some benefits that are incorporated in the agreement they have with the employers on the instance of being hired into the company. Therefore, some of the LGBT employees who come out are at a high risk of denying themselves some of this benefits that are assumed do not apply to them. For example, the increase in homophobia has demonstrated cases of denial of family leave offered to other employees with the perspective that the LGBT are not legible or do not qualify for these kinds of benefits provided to employees in the workplace. While it may be an inconsiderate move, LGBT individuals tend to feel left out in the company policies and involvement of its employee satisfaction. Incidences of small salary remuneration for the LGBT are on the increase as one way of victimizing this community and ensuring that they suffer and face difficulty in their work environment. Inequality in the provision of wages and salaries within the workplace especially with the imbalance on the duties and responsibilities bestowed upon an individual should match. On the contrary, some of the LGBT staffs who have high credentials and exceptional skills may find themselves in a position of low income earning less than their colleagues who are either under them or lack the skills they possess. This kind of inequality in the workplace, particularly in the discrimination on the right amount of salary required to be earned by a particular LGBT individual about their skills and capabilities, increases the chances of the LGBT to forgo their work positions rather than commit to harassment and inequality even in salary provision. As mentioned earlier, some employees who have not embraced inclusion policies in their workplace tend to deny their LGBT staffs to develop their careers through developmental pieces of training and continuous mentorship because of the inability to positively associate and interact with the LGBT staff members (Harley, & Teaster 2014). While service delivery and diligence in the workplace increases the opportunity for employees to be recognized and rewarded, LGBT employees lack the chance of being paid for a good job done. In any case, the increase of harassment within the workplace facilitates the ability of employers and colleagues to appreciate the positive contributions of the LGBT personnel into the company or business. Biases and favor over sexual orientation deny the LGBT group the opportunity to engage in activities that boost both their performance and income generations. Hence, logical choices made by the employers in making use of its employees to impact their businesses may leave out Lesbians, Gays, bisexual and transgender. 

While all the individuals in this minority group face the same kinds of harassment, the transgender is at higher risk of facing discrimination because of their gender identity that differs with their sex. Most of them stand a significant risk of being laid off indefinitely or facing injustice in the case of conflicts that may arise within the workplace (Köllen, 2016) . Despite the set-out company norms and requirements, it is easy for LGBT not to report incidents of harassment because of the lack of trust to be provided with the ethical decision making of resolution of the issue at hand. Hence in most cases, LGBT members silently suffer discrimination because of the lack of proper and fair conflict resolution that may neither facilitate justice of work in their favor. Furthermore, reporting incidences of harassment may contribute to more prejudice from the colleagues and bosses alike demeaning them and subjecting them to intense psychological torture. 

Just like the heterosexuals, some employers are lesbians, gays, bisexuals or transgender. Hence they may face challenges in hiring individuals who have a negative perspective of the LGBT group, and may, therefore, hinder them from exercising diverse management within the work environment. Besides, these employees may have a chance to hire other LGBTs, but the lack of a distinctive character of possible heterosexuals may influence the productivity of the business which impacts its profit generation and company growth. Similar to LGBT employees, LGBT bosses face even harsh discrimination in the marketplace since many despite the fact that the increase in the population of the LGBTs, the ratio of heterosexuals to the LGBT is still high hence the referring to them as a minority group. LGBT investors are at an increased risk of losing investors, clients and meaningful partnerships. Consequently, LGBT employees may not be in a position to change the perspectives of their potential customers who pose as the most important requirement in the business world. Hence may stand a chance of failing in the firm operations due to the reduction in sales and productivity. Employers, on the other hand, may need a strategy that might help them in the formulation of LGBT policies that other employees will be in a position to practice and implement for purposes of being in a place to embrace distinct sexual orientation. It is inevitable for an LGBT employer to enhance inclusiveness because they understand better the needs of facilitating equality within the workplace and its importance. Considering that LGBT employers may be creating an opening for LGBT employees and provision of job opportunities, the company may stand a high possibility of hiring a bigger number of LGBT individuals which will not only help in the fight against LGBT but will enhance positive relationships among team partners who have different sexual orientations. 

Unsupported Working Conditions 

Considering that LGB individuals are more interested and attracted to partners of the same sex, it is possible that their heterosexual colleague may question how Tran’s genders meet their sexual desires. With this unanswered questions, most of the LGBT personnel in the workplace may be harassed through being assigned duties that are quite comfortable being handled by people of the opposite gender. A lesbian may be required to treat male jobs like carrying hefty products which may deter them from performing better because of the inability to accept their sexual orientation. On the other hand, a gay man may be asked to pose as a woman and do things that are more related to the female gender which in most cases may not only interfere with their relationships but their mental state which in many cases may lead to an immense lack of productivity among LGBT staff members. 

The LGBT community as observed is at a high risk of contracting sexually transmitted diseases which on the other hand not only affects their physical well-being in the workplace but interferes with their ability to work consistently without the need to go for frequent medical checkups. Their need for regular visits to the healthcare centers interferes with the employees’ schedule that is required to foresee the company’s goal achievements. Moreover, their health needs may lead to the employer’s blockage of their health insurance benefits that may be costing the company a lot of time and finances which may have grave consequences to the health of LGBT staff members and their performance. 

The lack of not involving LGBT in critical decisions that need to be made within the company may enhance the inability to maximize on the company’s potential creativity that is diverse among its employees and can result in the withdrawal of LGBT staff members from contributing to positive matters within the company or business. 

Dismissal of LGBT innovative ideas within the business or workplace deters the ability of the employees to enhance their skills that will profoundly contribute to its production and revenue generation. Therefore, every time an employee of the LGBT community is not given a chance to voice their views may result to intolerance towards inequality and harassment faced within the work environment leading to resignation or forgoing responsibilities bestowed upon them. It is possible for employers to deny LGBT staff enough resources they require in handling their duties which on the other hand they demand delivery of quality service from these individuals (Gratwick, Jihanian, Holloway, Sanchez, & Sullivan, 2014) . Consequently, staff members that are lesbians, gays, bisexual and transgender may feel overwhelmed in their working environment which may increase their chances of poor performance that may eventually lead to them being fired. Therefore, in most cases refusal to provide enough resources to the LGBT staffs is a tactic used to ensure that they end up getting tired of the assigned jobs that may result to self-release from the job. 

Ways to Provide Inclusive Environment for LGBT Employees 

As observed in the research, the inclusion of the LGBT staff members in the workplace have immense benefits to both personnel and the business. Some of the things that employers can consider in ensuring that there is inclusion of character diversity and sexual orientation among its employees, is the facilitation of effective communication which contributes to openness among employees that will enable them to exercise respectful freedom of verbal expression among employees who may be lesbians, gay, bisexual, transgender and the heterosexuals. It is easier for staff members to interact and understand each other when the communication is based on respect and tolerance. Furthermore, it plays a massive role in ensuring that there is teamwork among colleagues which facilitates productivity in the business environment. Good communication will also highlight the areas that deter good performance among personnel hence give an opportunity to increase the company’s ability to facilitate positive interactions between the workmates. On the other instances, employees will be in a position to understand the likes and dislikes of their partners which increase their chances of staying out of the lines that interfere with the mental status of the employees ( Jackson, & Mohr, 2016). 

LGBT tolerance and acceptance in some governments have enabled the formulation of policies that protect LGBT groups from work harassment and discrimination. Therefore, employers have a mandate to embrace the policies and implement them in their company which is a vital move to exercise LGBT inclusion in the workplace. The procedures will ensure that LGBT staff members have the opportunity to fully deliver their duties without feeling victimized within the workplace. 

It is vital for some of the employers to engage and enroll their LGBT employees in Counselling and therapy sessions within the workplace to help them fully accept their ‘differences.’ As a result, this will boost confidence in the workplace and encourage them to perform much better in the workplace (Sánchez et al., 2015). Moreover, Counselling for heterosexual concerning ways they can be able to associate with the LGBT will improve their ability to interact well and not subject their LGBT colleagues to harsh treatments within the workplace since they will be in a position to understand the psychological behaviors that lead to character addiction (Petry, 2003). The ability of other employees to read LGBTs will facilitate an environment that encourages teamwork which is a vital aspect in the business world (Edewor, & Aluko, 2007). 

According to George Alabaster (2017), it is possible to facilitate LGBT inclusion in the workplace using networks across the organization that monitors the strengths of the company in handling LGBT and areas that require improvement. Such systems give the employer the ease in handling arising conflicts against the LGBT and therefore will be in a position to maintain proper work ethics among employees. Moreover, the superiors can take the opportunity of rewarding individuals primarily heterosexuals who engage in monitoring the formulated LGBT networks to keep respect among employees which is a vital business aspect. Rewards will improve and encourage the association of colleagues with distinct sexual orientation within the workplace. 

Companies must apply strategies and tactics that will enable them to ensure LGBT and other sexual oriented individuals mingle within the workplace without prejudicing either by their sexual preferences. Furthermore applying harsh measures in case of harassment will minimize LGBT victimization and discrimination against their sexual orientation. When there are no strict standards in governing the actions of other colleagues within the company, it will be easy for the minorities within the workspace to face both psychological and physical torture bestowed on them through harassment (Human Rights Campaign, 2017) . 

On the contrary, engagement of personnel who do not identify as LGBT will encourage inclusion in the workplace which will influence other businesses and organizations that have not yet embraced LGBT inclusion in their work environment. Ann Brooks and Kathleen Edwards (2009) affirm that the individuals involved in this case are referred to as ‘allies’ who help identify the support of LGBT inclusion in the workplace. As Robin Madell (2015) explains, LGBT staff members are rarely included in the company’s families because they lack a proper definition of their family structures and need. Consequently, they end up missing out on their proper company provision of household benefits. To handle this inequality, Madell advice that businesses should provide equal benefits that are given to heterosexuals because it is a right they deserve and they contribute to the growth of the company which is responsible for the well-being of its employees. Besides, companies are advised to make use of their policies that can help in the achievement of parity that will equally enhance a leveled acquiring of benefits among employees. 

According to the Society for Human Resource Management (2016), the Human Resource management is advised to apply policies that will also be in a position to engage gender transition in the company which will encourage total inclusion even for the transgender. For example, strict measures of dress code may interfere with the comfort of desires of a transgender employee, meaning if men are strictly required to dress in trousers while women in skirts, some transgender individuals may be disoriented and inconvenienced interfering with their psychological need that might tamper with their job performance. Moreover, it is possible for employers to maximize on employee retention in the case of respecting transgender staffs within the company and sensitively minding their presence. Unlike the lesbians, gays, and bisexuals, transgender individuals are at a higher risk of being dismissed from the workplace due to lack of full understanding of who they are and how they should be treated (Gedro, 2007). 

Joanne Davies (2017) on the other hand emphasizes on employee rights despite their sexual orientation where they should be given equal opportunity in the employment and creation of employment. Joanne Davies, a team leader of Blake Morgan hiring a crew, advises on the need for Human Resource department to make available workspaces for the LGBT just like in the case of other diverse characteristics like nationality, race, and ethnicity. 

Different companies can also come together and facilitate the importance of LGBT inclusion in the workplace, and deliberate on better ways that can be used to enhance positivity among distinct employees in the workplace. Partnership in coming up with effective policies that will help in governing the operations of the institute that will assist in ensuring that LGBT inclusion has been practiced (Sánchez et al., 2015) . It is possible for heterosexuals to embrace colleagues with a different sexual orientation in the case where the company emphasizes on tolerance, positive interactions, and association between personnel (Ozturk, & Tatli, 2015) . 

Conclusion 

The lesbian, gay, bisexual and transgender (LGBT) group is categorized a minority group primarily because of the lack of a firm foundation in accepting them just as they are. On the other hand, it has been tough for employers to hire LGBT individuals for fear of being identified as a supporter of these sexual orientations and gender identity. It is hence a challenge within the workplaces that require being addressed adequately to ensure that the skills and expertise that LGBT individuals have are maximized and help in the growth of the company in question and the economy. While some companies are embracing LGBT employees, their colleagues on the other hand who are heterosexuals may end up victimizing the LGBTs and subjecting them to immense psychological torture that will negatively affect their performance and job delivery. In other cases, LGBT employees are denied their rights to benefits that are included in the company policies and employment agreement. The primary reasons for not giving LGBT employees some of their benefits are the notion that they lack families that they can include their job benefits or register as ‘next of kin.’ Discrimination against the LGBT has led to significant employee turnover around different economies which poses adverse effects to both the individuals and the companies. Therefore, Human Resource department are required to deploy employee policies that ensure that LGBT is hired, trained and maintained just like in the case of heterosexuals within the workplace. Moreover, openness ensures that LGBTs do not face serious questions that might put them on the spot around other colleagues which might result in prejudice and being laid off from the companies. 

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