Promoting Equality in the Workplace

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Promoting Equality in The Workplace
Over the recent past, the rights of LGBTQ communities have become prominent in society. All society members are required to respect every individual regardless of their sexual orientation. With this in mind, it is evident that members of this group should not be discriminated based on their sexual orientation and they should be treated as other humans. Additionally, the identity of the employee should be acknowledged in the workplace as well as the policies developed in the organization (Budge, Tebbe and Howard 2). With this information in mind, developing a workplace policy to deal with these issues should focus on the ethical considerations of that policy as well as the rights of all the employees.
To deal with the current situation, a comprehensive approach is required. All the stakeholders in the organization should be involved in the education process as well as the process of drafting an LGBTQ policy for the organization. Consequently, this will eliminate any psychological distress among the employees and it will consequently promote productive cooperation (Budge, Tebbe and Howard 2). Therefore, the first step would be to invite all the employees on a staff meeting. During this meeting, all the views of the employees regarding the issue should be discussed. The new member of staff should also be requested to share their views about the organization and the employees.
Allowing all the members of staff to share their views will create an element of understanding among them.

Consequently, this understanding will eliminate the tension that might occur among the members of staff. In addition, a policy should be formulated on how the members of staff will interact regardless of their sexual orientation. Actually, the policy should focus on fostering an environment of understanding and promoting coexistence in the workplace in essence; the policy should focus on redefining the various aspects of gender differences and the importance of understanding gender identity from different perspectives (Williams 6). This step will be pivotal in ensuring that all members of the staff feel as part of the entire team. In essence, no one should feel or be deemed as they do not belong to the organization.
Works Cited
Budge, Stephanie L., Esther N. Tebbe, and Kimberly AS Howard. “The work experiences of transgender individuals: Negotiating the transition and career decision-making processes.” Journal of Counseling Psychology 57.4 (2010): 377.
Williams, Christine L. Gender Differences at Work: Women and Men in Nontraditional Occupations. Berkeley: University of California Press, 1989. Print.