{"id":8811,"date":"2021-08-17T17:26:42","date_gmt":"2021-08-17T17:26:42","guid":{"rendered":"https:\/\/affinityhrgroup.com\/?p=8811"},"modified":"2023-11-27T20:29:17","modified_gmt":"2023-11-27T20:29:17","slug":"diversity-equality-inclusion","status":"publish","type":"post","link":"https:\/\/theworkplaceadvisors.com\/diversity-equality-inclusion\/","title":{"rendered":"Diversity, Equality & Inclusion"},"content":{"rendered":"

Federal and in some instances state and local law protects several groups of people in the workplace based on their sexual or gender identity.\u00a0 Given the newness of these protections, as well as the diversity of characteristics and people within this group, some employers are finding it difficult to know how to react to and accommodate the needs of this group.<\/span><\/p>\n

Definitions:<\/b><\/p>\n

LGBTQ+ <\/b>stands for<\/span> Lesbian, Gay, Bisexual, Transgender, and Queer with the \u201c+\u201d representing the numerous other sexualities and gender identities covered by this broad term. While employers are not required to know all of the terms, they are required to be accepting, treat an employee equally, and protect them from discrimination, harassment, or retaliation.<\/span><\/p>\n

DEI<\/b> is a term encapsulating the goals companies should have when creating policies, procedures, and practices with respect to employees in any protected group (including race, national origin, age, and\/or LGBTQ+).\u00a0 While descriptions vary slightly from source-to-source, common definitions include (as found at <\/span>DEI Expert Hub<\/span><\/a>):<\/span><\/p>\n

Diversity<\/b> \u2013 Having different types of people from a wide-range of identities with different perspectives, experiences, etc.<\/span><\/p>\n

Inclusion<\/b> \u2013 Putting diversity into action by creating an environment of involvement, respect, and connection \u2013 where the richness of ideas, backgrounds, and perspectives are harnessed to create value.<\/span><\/p>\n

Equity<\/b> \u2013 Removing the predictability of success or failure that currently correlates with any social or cultural factor, examining biases, and creating inclusive environments.<\/span><\/p>\n

The basics \u2013 legal protection:<\/b><\/p>\n

On June 15, 2020, the US Supreme Court issued a landmark 6-3 decision that includes sexual orientation, including LGBTQ+ employees, as protected under Title VII. This means that terminating or taking other negative employment actions against an LGTBQ employee based on their sexual or gender identity constitutes sex discrimination and therefore is against the law.\u00a0 While several states, counties, and cities had these protections prior to the ruling, the US Supreme Court\u2019s decision makes it the law for every employer who falls under Title VII of the Civil Rights Act (which applies to most employers).<\/span><\/p>\n

In response to the US Supreme Court\u2019s decision, the minimum action all employers should take is to:<\/span><\/p>\n