This is precisely the approach that Deloitte Switzerland has been consistently implementing –Įfforts that have now been officially recognised with an award presented to it this week by Arbeitsgemeinschaft Swiss LGBTI-Label following a thorough assessment process.
In order to promote a sustainably inclusive organisational culture for LGBT+ employees, it will be incumbent upon leaders and managers to focus on three critical elements: ensuring that all employees feel comfortable at work, creating a zero-tolerance environment when it comes to non-inclusive behaviour, and promoting and communicating visible allyship. Three main elements of an inclusive culture One in five (19%) do not reveal their sexual orientation to anyone at work, while a third (34%) discuss it with their closest colleagues. Many still decide not to share their sexual orientation or gender identity with the majority of their colleagues. Almost three quarters of those experiencing such behaviour had reported it to their organisation, and six out of ten were satisfied with the response. Forms of unacceptable behaviour included unwanted sexual clichés or jokes (33%), hurtful comments about gender identity (25%) or about someone’s appearance (23%), and unwanted physical contact (21%). In spite of the positive steps that organisations are taking to support their LGBT+ employees, 42 percent of the survey respondents reported experiencing non-inclusive behaviour at work. Almost all (93%) of the respondents working for global enterprises (55%) believe that organisation-level communication and actions around LGBT+ inclusion also translate into meaningful support in their home countries. Of these, 95 percent believed that the actions had led to meaningful support for LGBT+ employees in their respective organisations. Every employee must feel they can safely be out at work.”Īround 80 percent of respondents said that their organisation had introduced LGBT+ inclusion measures and initiatives. They need to move beyond isolated campaigns if they are to create a truly respectful culture in which non-inclusive behaviour is not tolerated. “However, organisations both globally and in Switzerland still have a long way to go before achieving a fully inclusive workplace culture. These efforts must now be incorporated into the companies’ general diversity, equality and inclusion policies and approached in a strategic manner,” says Liza Engel, Chief People Officer at Deloitte Switzerland.
“Many organisations around the world have taken steps to increase LGBT+ acceptance and mutual tolerance in recent years, and this is also recognised and appreciated by the LGBT+ community. Swiss companies were not included in the survey, but the situation in Switzerland is comparable. It was designed to help others understand their daily realities and highlight where improvements can be made in the workplace. Surveying 600 people from organisations across a range of sectors in 12 countries around the world (Australia, Brazil, Canada, France, Germany, Hong Kong, Japan, Mexico, the Netherlands, South Africa, the United Kingdom and the USA), the study provides a snapshot of the actual experiences of LGBT+ (lesbian, gay, bisexual, transgender and more). However, in spite of these efforts, 42 percent of respondents reported experiencing non-inclusive behaviour and discrimination at work. Respondents cited visible support from colleagues (so-called “LGBT+ allies”) and the promotion of internal networks and visibility as being major prerequisites for an inclusive culture. This is particularly significant today, given the current climate of skills shortages. Over 70 percent of LGBT+ employees feel more inclined to stay with their current employer because of its active commitment to LGBT+ inclusion. These efforts have a positive impact in the workplace overall, according to around 80 percent of the 600 respondents in Deloitte’s new “LGBT+ study. Many organisations in Switzerland and other developed countries give high priority to LGBT+ inclusion.