Being out at work for many of us is not an option, there is no way to hide our transition or to blend in to the workforce. Being able to be closeted at work is a privilege.
Well think is like the article says they don’t want to go against their best employees, we see this in sports all the time where coaches and star athletes can get away with rape with little fear.
Now with more companies requiring employees to sign binding arbitration agreements it is only going to get worst. You will not even be able to file a complaint with the state or federal human rights agencies if you face out right discrimination. You will have to have binding arbitration with a company appointed judge and you will have to pay for the arbitration costs.
Let’s face it, we are the targets of harassment and discrimination at work and HR is going to look the other way unless you are a “key” employee.
Half of LGBT Workers Stay Closeted, Unmoved by Diversity EffortsOkay, notice they say “gay and straight” and then the article says “LGBT employees” so they are not even talking about trans employees!Bloomberg Business
- Employees say jokes, stereotypes, negative comments persist
- A third of LGBT people remain unhappy or depressed at work
By Jeff Green
June 25, 2018
A little more than half of LGBT workers say they’re comfortable being out at work, according to a study released today by the Human Rights Campaign. It’s roughly the same number as a decade ago, and it calls into question how well many big companies’ ubiquitous diversity initiatives are working.
In the survey of 1,615 workers both gay and straight, LGBT employees said they don’t come out because they’re afraid of being stereotyped, damaging relationships with co-workers or making people feel uncomfortable. Among the straight respondents, about half said there aren’t any openly gay employees where they work.
“While LGBTQ-inclusive corporate policies are becoming the norm, LGBTQ workers too often face a climate of bias in their workplace,” Deena Fidas, director of HRC’s Workplace Equality Program, said in a statement.
About a quarter of LGBT workers said they’ve heard more negative comments in the past year, according to the survey. A third reported being depressed or unhappy.So what does HR do about the hostile work environment?
Why Your HR Department Can't Stop Sexual HarassmentSo why don’t they enforce their policies?
In several recent cases, human resource personnel have sided with alleged abusers over victims.
Bloomberg Business
By Rebecca Greenfield
October 30, 2017
In an ideal world, anyone who experiences harassment at work would head directly to the human resource department. That's where a sensitive, well-trained professional would conduct an “immediate and impartial” investigation followed by “appropriate action to remediate or prevent the prohibited conduct from continuing," in the procedural language preferred by the Society for Human Resource Management, a national trade group.
The recent spate of high-profile workplace harassment allegations demonstrate how far things are from that standard. Susan Fowler took her complaints of harassment to Uber's HR department, only to have her concerns dismissed because her harasser was a “star-performer.” At the Weinstein Company, meanwhile, HR allegedly funneled every complaint back to Harvey Weinstein, employees told the New Yorker. An employee at Signet Jewelers, which is facing allegations of gender discrimination, said she never heard from HR after filing her complaint. “As far as I am aware nothing was ever done about it,” she said in legal documents about the case. (A spokesperson for Weinstein didn’t immediately respond to a request for comment; Signet says it “has had strong systems in place for reporting and addressing” workplace issues.)
Well think is like the article says they don’t want to go against their best employees, we see this in sports all the time where coaches and star athletes can get away with rape with little fear.
Gender also plays a role in these power dynamics. Three-quarters of HR managers are women, according to the Bureau of Labor Statistics, and that means alarms over harassment might be met with skepticism by male-dominated leadership. “That is a huge factor in the whole story,” said Lewis. “It's an underlying aspect of what happens when you’re bringing complaints and issues overwhelmingly about men's behavior towards women.”It is ironic that the department in charge to enforce the non-discrimination laws and company non-discrimination policy is itself faces gender bias.
Now with more companies requiring employees to sign binding arbitration agreements it is only going to get worst. You will not even be able to file a complaint with the state or federal human rights agencies if you face out right discrimination. You will have to have binding arbitration with a company appointed judge and you will have to pay for the arbitration costs.
Let’s face it, we are the targets of harassment and discrimination at work and HR is going to look the other way unless you are a “key” employee.
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