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10 Oct 2009

New report outlines steps that U.S. corporations can take to protect LGBT employees in offices overseas

The Council for Global Equality's report outlines steps that U.S. corporations can take to protect their LGBT employees and promote fair workplace policies across all of their facilities around the world; and in some cases may require corporate efforts to change discriminatory local laws that interfere with business.

The following is a press release issued October 6, 2009 by the Council for Global Equality, a New York-based nonprofit organisation.

The report outlines steps that U.S. corporations can take to protect their LGBT employees and promote fair workplace policies across all of their facilities around the world. In some cases, that requires corporate efforts to change discriminatory local laws that interfere with business. Corporations that promote workplace equality on the global stage do so because it is good for their employees and good for business. A pdf of the report can be downloaded at www.globalequality.org.

The Council for Global Equality has released a new report examining workplace policies for lesbian, gay, bisexual and transgender employees of U.S. corporate facilities overseas. The report, Anchoring Equality: How U.S. Corporations Can Build Equal and Inclusive Global Workforces, was released at the Out & Equal Workplace Summit, the nation’s premier corporate equality conference.

Written in collaboration with three major LGBT organizations, Immigration Equality, Out & Equal Workplace Advocates, and Human Rights Campaign, the Council for Global Equality's report charts a clear path for how multinational corporations can treat all of their employees fairly across the globe, without regard to sexual orientation and gender identity.

The report notes that many U.S. corporations have created equal workplaces for the U.S. based employees, but few have applied these policies and practices to their employees across the globe. U.S. corporations also lag behind their European counterparts in the provision of equal benefits for LGBT employees and their families when the employee is transferred to another country. 

“These benefits and policies create personal and professional hardship for many LGBT employees - and there is a corresponding negative impact on the bottom line for companies when talent is lost,” noted Julie Dorf, Senior Advisor for the Council for Global Equality.

Marcelo Roman of IBM agrees: “To be successful in this new global economy, we must attract and retain the best talent in all countries we do business. Providing equal benefits and opportunity to LGBT current and future employees will be key to our success.” 

Stuart Koe, an LGBT rights advocate from Singapore [and CEO of Fridae], also attending the Out & Equal conference, notes, “I think the fear of the future, the fear of losing talent, the fear of losing out in terms of world competitiveness will lead corporations in Singapore to rethink many things, including this issue of acceptance of gays in the community.”

The report contains over 30 recommendations to CEOs, Human Resource officers, employee resource groups, and other executives who can help to make their corporations fully inclusive workplaces.

A pdf of the report is available for immediate download at www.globalequality.org.

读者回应

1. 2009-10-11 06:27  
HELLO MOE.
2. 2009-10-13 09:30  
Even with labor provisions in US stating anti-discriminatory stands, many companies still prefer not to hire openly LGBT employees.

Society has to accept that LGBTs make significant contributions like Lord John Browne, the ex BP CEO who built the company up for 27 years. Now he is known more for being gay than his contributions to the company. He was outed by a social escort which would not happen if he was open.
3. 2009-10-14 14:21  
To be fair, I work for an American MNC in Singapore and am Out. I think this is because there is great support in rank and file for these anti-discriminatory policies and because these policies are explicitly stated in the employee handbook. The fact that the managers , mostly from the western world, and who have a more globalised vision of dealing with their employees, set the example of ensuring that these company anti-discriminatory policies are enforced eventhough there is no legislative basis for this in Singapore. Of course legal recourse for breach is probably limited however, I think just having a clear statement made is important. This is one aspect of globalisation that I think has made a positive impact on Singapore.

And all MNCs out there should carefully vet all their suppliers to ensure that they are compliant with the company's anti-discrimination policies and in this way we can start highlighting those accounting firms, landlords and legal firms who wants to chase after MNC's money but yet continues to use their spheres of influences to promote inequality towards queer adherents.

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