Firstly, the acronym LGBTQIA+ stands for “Lesbian, Gay, Bisexual, Transgender, Queer, Intersexual, Asexual…” and all the people who define themselves in a different way that the binary one, linked to the social construction of sexuality and gender questions. Regarding the word “discrimintation”, it refers to an unequal treatment in a comparable situation due to one of several identified criteria (such as ethnicity, gender, age, sexual orientation…). Discrimination against the LGBTQIA+ community occurs in all the domains of life but the point here is to talk about the situation in the organizational world. As a future social and occupational psychologist, this dimension is really intersting, in my opinion, because it can be a source of distress and suffering at work.
In order to approach this subject in France, I will explain and resume an investigation lead by “L’Autre Cercle, diversité et inclusion” in 2020. This association is the main actor in promoting LGBTQIA+ inclusion in the organizational life in a French context.
Christophe Berthier, “L’Autre Cercle” chairman shares his opinion about LGBTQIA+ discrimination at work and, consequently, his motivations to act against with this association. He explains that this discrimination is a real threat for people well-being and unacceptable according to the Human Rights. But this is not the only drawback. It can also undermine performance, wealth and innovation in public and private organizations. That is why, hopefully, more and more companies sign the charter (currently, there are 140 organizations).
As says Alain Gavand, vice-chairman, albeit sexual/gender identities are too often considered as irrelevant in the occupational world or even unmentionable, it is crucial to regard this subject as part of someone global identity. This requires an awareness to both LGBTQIA+ persons (they need to be in a safe place to be who they are, the way they want to be seen) and non-ones (there is an urgent need to recognize that this question does not stop at the doors of the job place).
For this study, were polled 1 229 lesbian, gay and transgender people and 16 953 workers in signatory organizations to the commitment charter for the LGBTQIA+ community implemented by “L’Autre Cercle”.
The results bring ten key lessons which will be presented in this article.
- One LGBTQIA+ person out of 4 had already suffered an agression in his or her organization.
More precisely, it is shown several aspects:
- There are fewer serious acts in signatory companies than in non-signatory ones
- Gay, bisexual or transgender men with a feminine appearance (41%), androgynous lesbian, bisexual and transgender women (40%) and lesbian, gay, bisexual and transgender Muslims (40%) are more affected by LGBTphobia.
- One LGBTQIA+ person out of 2 who had some suicidal thoughts because of his/her sexual orientation has been mocked at work.
- 41% of employees hear terms against the LGBTQIA+ community in their organization.
- Only one LGBTQIA+ person out of 2 is “out” in his or her professional life whereas this number turns out to be 2 out of 3 in the signatory companies.
64% of lesbian, bisexual and transgender women had disclosed about their sexual and/or gender identity at work (versus 69% of men). Moreover, there are less people “out” for both colleagues and management. Indeed, employees keep less frequently their hierarchy up to date about this subject than their colleagues.
- 77% of LGBTQIA+ persons in a sentimental relationship gave up on being visible about their sexual orientation and/or gender identity in their organization.
- More than 8 employees out of 10 who work in a signatory organization feel at ease with a colleague who came out.
- LGBTQIA+ employees from signatory companies report to be less discriminated against their sexual orientation and/or gender identity by their management.
- 84% of employees who work in the signatory organizations support the involvement of their company in the “L’Autre Cercle” charter.
- 42% of LGBTQIA+ people agree to say that the signing of the charter positively impacts their visibility in the professional world.
- Among the high-prioritary actions to enhance the LGBTQIA+ persons inclusion at work, 6 employees out of 10 mention the fact to rise the superiors and payroll awareness about this subject.
The bottom line here is that, as an organization, to commit into the signing of the “L’Autre Cercle” charter seems to be beneficial for the LGBTQIA+ discrimination decrease at work.
Vocabulary learned :
- surrogacy (maternité de substitution)
- to stamp out (éradiquer / éliminer)
- to poll (interroger)
- to turn out to be (s’avérer être)
- to feel at ease (être à l’aise)
- payroll (personnel)
- awareness (sensibilisation)
- to keep somebody up to date (tenir quelqu’un-e informé-e)
- a chair (un président d’association, par exemple)
- albeit (bien que)
Source :
https://www.autrecercle.org/page/2eme-barometre-lgbt-l-autre-cercle-x-ifop