How does your business go about recruiting to the LGBT community? Do any of your advertising and marketing practices target LGBT consumers? Do you know how to assist a transgendered employee in their gender transition process at work? And what about those bathrooms—how are you addressing this issue? Workplaces have made progress towards LGBT equality yet LGBT workers still go to work every day with fear that they might lose their jobs because of whom they love and who they are. There is no federal law protecting the LGB community from workplace discrimination and harassment. There is confusion among organizations as to whether the federal civil rights law Title VII protects gay, lesbian, and bisexual (GLB) employees.
The EEOC and several courts clearly have stated that LGB employees are protected by Title VII however other courts have disagreed. Recently, the EEOC has filed its first two sexual orientation lawsuits. These two cases demonstrate the EEOC’s commitment to moving forward to protect LGB employees from discrimination under Title VII. Transgender employees are protected under the Civil Rights Act Title VII because their discrimination is “because of sex” yet discrimination lawsuits continue to arise as to what bathroom and locker room transgender employees can use while at work. Roughly 90% of transgender and 40% of GLB employees experience workplace discrimination according to some surveys.
Heterosexism - the cultural expectation that everyone is, should be, or would prefer to be heterosexual - is the established norm of the workplace; a commonplace bias in American institutions. This bias gets played out in both overt and covert behaviors which in turn negatively impact the organizational culture. However, there have been organizational successes in diminishing the biases. There is an opportunity for your organization to create strategies to ensure LGBT inclusion in your workforce.
WHY SHOULD YOU ATTEND?
As with any other organization, healthcare employs LGBT individuals who deserve to be treated with respect and dignity and feel included in their work culture and environment. When members of the LGBT community do not feel as though they are accepted by others it decreases morale, productivity, increases turnover, and may interfere with their ability to provide the best quality patient care. Treating LGBT employees with respect and dignity is not only required by the EEOC, but also by several states and some federal courts. You run the risk of liability if the LGBT population is not included in the culture of your workplace.
AREA COVERED
- The Implicit Association Test (online)
- Recruitment and Retention
- Heterosexism assumptions
- International LGBT considerations
- Marketing and Advertising
- Restroom access for transgender employees
- Responding to negative reactions to LGBT inclusion
- Workplace dress codes, transgender employees, and gender non-conforming employees
LEARNING OBJECTIVES
- To examine LGBT perceptions and stereotypes
- To discover the business case for LGBT inclusion in the workforce
- To describe the impact on LGBT employees and the workplace when they fear being who they are at work
- To discuss transgender
- To establish gender transition guidelines
- To identify organization practices to minimize discrimination
- To discuss the outcome of LGBT supportive policies and practices
- To develop organization and individual strategies for LGBT inclusion into the workforce
WHO WILL BENEFIT?
- CEO
- COO
- CFO
- VP of HR
- All HR directors, managers, and generalists
- Supervisors
- Managers
- Physicians
- Hospitals
- Clinics
- Pharmacies
- Home health agencies
- Public health agencies
- Nursing homes
- Health insurance companies
- Physician assistants
- Dentists
- Dental hygienists
- Therapists
- Nurses
- Nurse practitioners
- Medical technicians
- Medical assistants
- Administrative assistants
- Compliance managers
- All Management including team leaders, supervisors, middle managers, directors, and senior leaders, administrators, human resources professionals including generalists and HR managers, Risk Managers and Attorneys. Chief Medical officer, Chief Nursing Officer / VP of Nursing, Admissions department, MDs, RNs, Therapists such as PT, OT, Quality Improvement Director, Risk Management
As with any other organization, healthcare employs LGBT individuals who deserve to be treated with respect and dignity and feel included in their work culture and environment. When members of the LGBT community do not feel as though they are accepted by others it decreases morale, productivity, increases turnover, and may interfere with their ability to provide the best quality patient care. Treating LGBT employees with respect and dignity is not only required by the EEOC, but also by several states and some federal courts. You run the risk of liability if the LGBT population is not included in the culture of your workplace.
- The Implicit Association Test (online)
- Recruitment and Retention
- Heterosexism assumptions
- International LGBT considerations
- Marketing and Advertising
- Restroom access for transgender employees
- Responding to negative reactions to LGBT inclusion
- Workplace dress codes, transgender employees, and gender non-conforming employees
- To examine LGBT perceptions and stereotypes
- To discover the business case for LGBT inclusion in the workforce
- To describe the impact on LGBT employees and the workplace when they fear being who they are at work
- To discuss transgender
- To establish gender transition guidelines
- To identify organization practices to minimize discrimination
- To discuss the outcome of LGBT supportive policies and practices
- To develop organization and individual strategies for LGBT inclusion into the workforce
- CEO
- COO
- CFO
- VP of HR
- All HR directors, managers, and generalists
- Supervisors
- Managers
- Physicians
- Hospitals
- Clinics
- Pharmacies
- Home health agencies
- Public health agencies
- Nursing homes
- Health insurance companies
- Physician assistants
- Dentists
- Dental hygienists
- Therapists
- Nurses
- Nurse practitioners
- Medical technicians
- Medical assistants
- Administrative assistants
- Compliance managers
- All Management including team leaders, supervisors, middle managers, directors, and senior leaders, administrators, human resources professionals including generalists and HR managers, Risk Managers and Attorneys. Chief Medical officer, Chief Nursing Officer / VP of Nursing, Admissions department, MDs, RNs, Therapists such as PT, OT, Quality Improvement Director, Risk Management
Speaker Profile
Dr. Susan Strauss is a national and international speaker, trainer and consultant. Her specialty areas include management/leadership development, organization development, communication, and harassment and bullying. She is an expert witness for discrimination and harassment lawsuits. She trains and consults with business, education, healthcare, law, and government organizations from both the public and private sector. Dr. Strauss has authored over 30 book chapters, books, and articles in professional journals. She has been featured on 20/20, CBS Evening News, and other television and radio programs as well as interviewed for newspaper and journal articles. She has her doctorate in organizational leadership, is …
Upcoming Webinars
California Meal and Rest Breaks: What You Dont Know Can Cos…
Responding to EEOC Discrimination Charges-What's Your Busin…
Implementing an Effective Human Error Reduction Program
Conflict Resolution - Prevent, De-escalate, Resolve
When Employees Travel: Wage and Expense Rules Employers Mus…
With Mandatory Paid Leave Gaining Ground Is It Time To Do A…
Female to Female Hostility @Workplace: All you Need to Know
Form 1099-MISC and 1099-NEC Compliance Update 2024
Validation Statistics for Non-Statisticians
The Totally Organized Professional Is All About Outcomes
Why EBITDA Doesn't Spell Cash Flow and What Does
GAMP5, Second Edition and Alignment with Computer Software …
Project Management for Non-Project Managers - Scheduling yo…
Sunshine Act Reporting - Clarification for Clinical Research
Understanding the Math of HR… So You Can Show How HR Impact…
FFIEC BSA/AML Examination Manual: What Compliance Officers …
How to Address ISO's New Climate Change Requirements
I-9 Audits: Strengthening Your Immigration Compliance Strat…
Re-imagine Finance & Accounting Made Simple. Three Webinars…
Stay Interviews: A Powerful and Low-Cost Employee Engagemen…
How To Conduct An Internal Harassment And Bullying Investig…
Effective Onboarding: How to Welcome, Engage, and Retain Ne…
Managing Toxic & Other Employees Who Have Attitude Issues
Analytical Method Validation Under Good Laboratory Practic…
Do's and Don'ts of Documenting Employee Behaviour, Performa…
Do's and Don'ts of Giving Effective Feedback for Performanc…
Onboarding New Hires: Leverage the Potential of Artificial …
Project Management for HR, Administrative Professionals, an…
Tattoos, hijabs, piercings, and pink hair: The challenges …
Using Behavior Based Interviewing for Finding the Best Matc…
How to Document Employee Discussions and Why it is Important
Stressed Out: How to Handle Conflict, Difficult People and …
Harassment, Bullying, Gossip, Confrontational and Disruptiv…
Best Practices for Working With Vendors and Suppliers
Understanding the Artificial Intelligence Landscape
Marketing to Medicare or Medicaid Beneficiaries - What You …
Accounting For Non Accountants : Debit, Credits And Financi…
Principles & Practices for the Cybersecurity of Legacy Medi…
Independent Contractor vs. Employee New Rule Issued by The …
Ultimate Persuasion Strategies! - Secret Influence Tools & …
Kicking your Employee Retention Efforts into Overdrive: Sta…