Newly released briefings show how employers can have an equal workplace.
Shining a spotlight on how LGBTQ+ people are treated around the world from within their place of work, Stonewall have unveiled fourteen global workplace briefings that aim to educate employers on how to create an inclusive environment for its employees.
The new and updating briefings provide an insight into the legal status for LGBTQ+ people in terms of freedom of expression, association and assembly, family and same-sex relationships, equality and employment, gender identity and immigration. They also include case studies from local LGBT organisations and country-specific advice on best practice for LGBT inclusion.
The fourteen briefings include updated versions of previous briefings for Brazil, China, Hong Kong, India, Italy, Poland, Russia, Singapore, South Africa, and Turkey.
The four new briefings are:
- United Kingdom – the legal landscape for LGBT people, overseas territories & commonwealth countries, case studies from the Rainbow Project in Northern Ireland, and best practice for LGBT inclusion at work
- United States – classified as a Zone 2 country, which means sexual acts between people of the same sex are legal, but no clear national employment protections exist.
- South Korea – classified as a Zone 2 country (same as US & The Philippines)Additional info includes: legal landscape for LGBT people & a case study from Solidarity for LGBT Human Rights of Korea, and next steps for LGBT inclusion
- The Philippines – classified as a Zone 2 country (same as US & South Korea). Additional info includes: legal landscape for LGBT people, case study from GALANG, and next steps for LGBT inclusion
In the briefing for the Philippines, Maroz Ramos, Deputy Executive Director of GALANG, a Philippine organisation with a special focus on the rights of lesbians, bi women and trans men, spoke to Stonewall about the situation for LGBT people in the Philippines:
Accessing work is often very difficult for people who are visibly LGBT. If an applicant’s gender expression is perceived to be outside the male-female binary, they are often not hired no matter their qualifications. Many LGBT people only find work in the informal sector or even have to move abroad. Those who do find work often experience discrimination and harassment by colleagues.
LGBT employees are often told to change their physical appearance to look more ‘feminine’ or ‘masculine’. Many also hide their sexual orientation and gender identity to be treated more equally.