Fostering a diverse, inclusive work environment for LGBTQ talent
Alicia Case hosts the Publicis Égalité drag pageant
He went to work every day and pretended to be someone he wasn't. For part of his professional life, 25-year-old Amir Diwane says, “I invested so much energy into hiding myself.”
The study found that employee engagement suffers by up to 30% as a result of “experiencing a negative workplace environment and/or feeling compelled to be closeted,” a significant business impact. Employee retention was also a factor with 26% of employees indicating that they stayed in a job because “the environment was accepting,” and 9% left a job because it “was not accepting.”
“It's important for these companies to ensure equal treatment and culturally competent care,” she adds. “You should be sending that message of inclusion to all the folks you interact with, the people you work with, and the people you serve. Making that mission explicit is going to be good for your business, aside from the fact that it's the right thing to do.”
Amir Diwane held by Publicis Health chairman, Nick Colucci at Publicis Égalité's charity drag pageant last year
In addition, new transgender candidate interview guidelines are in development. These include referring to candidates by their preferred pronouns, providing gender-neutral bathrooms, and flagging potential discrepancies that may arise with background checks under a different name.