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HRCI CPE - 1.5
HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
Workplaces have made progress towards LGBT equality yet LGBT workers still go to work every day with fear that they might lose their jobs because of who they are. There is no federal law protecting the LGBT community from workplace discrimination and harassment. There is confusion among organizations as to whether the federal civil rights law Title VII protects gay, lesbian, and bisexual (GLB) employees. The EEOC and several courts clearly have stated that GLB employees are protected by Title VII however other courts have disagreed. Recently, the EEOC has filed its first two sexual orientation lawsuits. These two cases demonstrate the EEOC’s commitment to moving forward to protect GLB employees from discrimination under Title VII.
Transgender employees are protected under the Civil Rights Act Title VII because their discrimination is “because of sex” yet discrimination lawsuits continue to arise as to what bathroom and locker room transgender employees can use while at work. Roughly 90 percent of transgender and 40 percent of GLB employees experience workplace discrimination according to some surveys.
Why Should You Attend:
- How does your business go about recruiting the LGBT community?
- Do any of your advertising and marketing practices target LGBT consumers?
- Do you know how to assist a transgender employee in their gender transition process at work?
- And what about those bathrooms—how are you addressing this issue?
This training program will examine LGBT perceptions and stereotypes and help understand the business case for LGBT inclusion in the workforce. It will also establish gender transition guidelines and list organization best practices to minimize discrimination.
Hetero-sexism – the cultural expectation that everyone is, should be, or would prefer to be heterosexual - is the established norm of the workplace; a commonplace bias in American institutions. This bias gets played out in both overt and covert behaviors which in turn negatively impact the organizational culture. However, there have been organizational successes in diminishing the biases. There is an opportunity for your organization to create strategies to ensure LGBT inclusion in your workforce.
This webinar will address these questions and discuss workplace norms that can help your organization develop LGBT supportive policies and practices. It will also discuss international LGBT considerations and offer guidelines for transitioning of a transgender employee.
- To examine perceptions and stereotypes
- To discover the business case for GLBT inclusion in the workforce
- To describe the impact on GLBT employees when they fear being who they are at work
- To discuss transgender
- To establish gender transition guidelines
- To identify organization practices to minimize discrimination
- To discuss the outcome of GLBT supportive policies and practices
- To develop organization and individual strategies for GLBT inclusion into the workforce
Areas Covered in the Webinar:
- The Implicit Association Test (online)
- Recruitment and retention
- Hetero-sexism assumptions
- International LGBT considerations
- Marketing and advertising
- Restroom access for transgender employees
- Responding to negative reactions to LGBT inclusion
- Workplace dress codes, transgender employees, and gender non-conforming employees
Who Will Benefit:
This webinar is for all industries, including:
- VP of HR
- All HR directors, managers, and generalists
- Director of risk management