Introduction
The Manual of Good Practices for LGBTTIQA+ Labor Inclusion, developed by the Laboralista de Confianza civil association, emphasizes that businesses of all sizes can foster an inclusive work environment. This guide does not require significant financial investment but rather the will and training to create diverse and inclusive workspaces from job postings to employee separations.
Relevance of the Manual
Mariana Jiménez, General Director of Laboralista de Confianza, highlights the scarcity of concrete tools to support workplaces in generating inclusive spaces. She notes that despite social debate and research on the topic, many workers feel their workplace does not allow them to be authentic, with only 36% of Mexican workers feeling this way, a figure that has decreased by three percentage points annually.
Experiences of LGBT+ Workers
According to Jiménez, all LGBT+ individuals who contributed to the manual’s creation have experienced workplace violence, be it during hiring, retention, or terminations. The manual aims to address these issues and provide actionable steps for businesses.
Proposed Actions
Inclusive Job Postings and Recruitment: The manual recommends starting with inclusive job postings and recruitment processes, using neutral language without biases and focusing on skills rather than personal aspects. This approach has minimal economic impact but offers broader access to talent.
Adequate Internal and External Documents: Another good practice is to adjust internal and external documents to respect the identity of transgender and non-binary individuals. This includes updating ID badges or assisting with legal documentation changes.
Promoting Retention: Once inclusive access is established, the focus shifts to retention. Low-cost measures include training staff on inclusive language, preventing workplace violence, providing anonymous complaint boxes, installing unisex restrooms, and integrating an ethics committee.
Respectful Separation: The manual emphasizes the importance of a respectful and inclusive process when separating LGBT+ employees, ensuring professional communication, avoiding prejudices or stereotypes, clarifying decision reasons, and respecting severance pay or final settlements.
Decent Work and Inclusion
Ana Luisa Quijada, an investigator at Laboralista de Confianza, stresses that ensuring decent work is fundamental to labor inclusion. The primary concern of the LGBT+ population, according to Quijada, is accessing dignified employment.
The Comisión Nacional de los Salarios Mínimos (Conasami) report, using Enasig data, indicates that the LGBT+ population has 10% to 31% higher chances of experiencing unequal treatment in the workplace. Transgender individuals report the highest likelihood of discrimination in benefits, labor conditions, or promotions.
Quijada emphasizes that some workplaces may simulate inclusive labor practices but fail to implement them daily, using it as an excuse to avoid fulfilling labor rights. Therefore, ensuring dignified work for LGBT+ individuals is the foremost demand.
