The inclusion of people from the LGBT+ community in the labor market enhances productivity and has positive implications for economic development. Furthermore, the corporate policies support are associated with greater profitability, productivity and value for companies.
This is established by the Inter-American Development Bank (IDB), and adds that by putting the inclusion of the LGBT+ community as a primary goal, it could not only improve their living conditions, but also all citizens. increase productivity of the countries and their level of economic development.
“Whereas the inclusion of LGBTQ+ people both in companies and more broadly in the economy contributes economic benefits of a size impossible to measure, this inclusion can be transformed into an unprecedented force for development.”
Companies can be agents of change
Due to the importance of integrating the LGBTQ+ community into the labor market with actions that provide them, above all, with safe spaces, the Human Rights Campaign Foundation (HRC) presented the MX Equity Index.
Among the results, it stands out that 6 industries have 49% of program participationthese are:
- Consulting and business services
- Banking and financial services
- Manufacturing
- Advertising and marketing
- Food, drinks and groceries
- Pharmaceutical
“In order to advance in the protection of rights and inclusion of more LGBTQ+ people in their workplaces, it is essential that we can bring this work program to the most important companies in the country. For which we will continue implementing strategies in this regard,” says the study.
Efforts are concentrated in a few companies
According to the Equity Index, around 39 companies have created between 10,000 and 200,000 jobs, each through a inclusion program for the LGBT+ community.
This means that these companies are responsible for the 72% of all job opportunities generated by said program.
A large portion of the jobs created to support the inclusion of LGBT+ people come from a relatively small number of companieswhich suggests that these companies are playing a significant role in promoting diversity and inclusion in the workplace, the study says.
By industry, there are nine sectors that have been the spearhead to create around 75% of jobs covered by the inclusion program.
“It is essential for our program to have the business collaboration from different productive sectors of the country. We believe that this allows us to reach a greater number of people, covering a wide variety of conditions and realities. In this way, we can impact our society by providing effective tools and information on inclusion and non-discrimination towards the LGBTQ+ community,” indicates HRC in its report.
The first step, non-discrimination policies
It is established that a fundamental step in the construction of safe work spaces for LGBT+ people is to have non-discrimination policies specific.
The Index seeks to standardize the language used in the corporate world in Mexicoso that there is consistency in all its policies, procedures, manuals, codes, regulations and daily operations.
In this sense, 56% of companies reported that the management of personal data and the privacy notice already include both sexual orientation and gender as sensitive data. gender identitywhile still 28% do not consider either of the two as such.
Another important point is the creation of the reporting channels or lines It is a fundamental part of a safe and fair work environment. Not only do they provide a means for people to feel heard and supported, but they also demonstrate the company’s commitment to inclusion and respect.
Of the participating companies, 99% responded that they already have this complaint line and, among them, 100% responded that within its promotion, use and training are situations with a sexual and gender diversity perspective.
When it comes to benefits, 97% of companies are flexible when offering benefits and this lies in the need to adapt to diversity of people who make it up.
At least 77% of companies that offer this type of benefits extend them to non-traditional couples and family configurationsthis promotes an equitable work environment, as it recognizes that families are not limited to the traditional nuclear structure.
A fundamental aspect in the search for greater scope and effectiveness in compliance with the principles of non-discrimination is the supplier inclusion in the value chain of companies.
Of the participating companies, 82% say they have worked in this regard. For this year, 71% of companies responded that their policies or codes of conduct For suppliers, they expressly include non-discrimination guidelines based on sexual orientation and gender identity.
