LGBT community isn’t supported enough in the workplace, according to specialists
As society continues to shift around the ever growing awareness and acceptance of the lesbian, gay, bisexual and transgender (LGBT) community, concerns are being raised that the workplace is falling behind.
A study by Mercer has examined LGBT benefits across the globe, and while plenty of companies have adopted broader policies on diversity and inclusion, just over half have specifically tailored programs for LGBT employees with a third of firms not offering any official support at all. One big step to change this, according to the consulting firm, is for companies to ensure that benefits for couples is extended beyond opposite-sex relationships. As it stands, one in five companies don’t yet offer the same life, medical and retirement benefits to LGBT couples.
National laws and lack of vendors have been cited as the leading factors restricting benefits to LGBT workers and couples, with 75% of Western European companies admitting that legal restrictions stop benefits being extended to all of their employees. Within the UK, half of companies cannot find a capable benefit vendor, and a third don’t know what support is needed or how to implement it. Although a recognised medical condition in the UK, the study found that just 24% of businesses currently provide the support and coverage needed to treat gender identity dysphoria, a condition that affects the transgender community, causing extreme or debilitating distress from not identifying with their birth gender.
One in five organisations rely upon other company policies to cover the needs of LGBT workers, and as the times continue to change, Mercer believes that companies need to readdress their priorities to deliver support to staff.
“With all the uncertainty of the past year and the spotlight on human rights issues, it is more important than ever for organisations to reassess their position on LGBT-rights issues,” said Ilya Bonic, President of Mercer’s career business. “In the global war for top talent, companies perceived as non-discriminatory and progressive enhance their attractiveness as a workplace by creating a welcoming, supportive, and productive environment.”
Mercer admits that attitudes are becoming more welcoming and supportive, as 78% of UK companies are supporting family planning assistance. Internationally, LGBT employees are still traditionally excluded from any family planning and many care policies due to strict laws and policies stipulating employees must be legally married, excluding same-sex couples unable to marry in their home country. North America in particular is 31% more likely to provide family planning support than Asia, which has the most legal restrictions. Although less US companies provide benefits across the board than Britain, the firms that do are more likely to cover additional support such as infertility treatment, surrogacy and adoption. For Mercer, the most important move worldwide is to let workers feel accepted in order to guarantee enthusiasm and higher morale among employees.
“To attract and retain the best talent in the market companies increasingly need to demonstrate that they are an inclusive employer with a diverse workforce,” said Tony Wood, UK Leader for Mercer Marsh Benefits. “To achieve this, businesses need to focus on expanding LGBT benefits policies beyond anti-discrimination policies, including improving family planning and care offerings, HIV prevention initiatives and LGBT healthcare provisions.”
