Advocating for Workplace Equality: Assess Your Employer
If you’re planning to advocate for gay, lesbian, bisexual and transgender fairness in your workplace, it’s good to know the context in which your employer is operating.
- What are the laws in the city, county and state where you work, where your employer is headquartered and where your company has major operations?
- Look for laws that address workplace discrimination based on
- Sexual orientation
- Gender identity and expression
- Marital status
- Does your employer have any government contracts with jurisdictions that prohibit discrimination based on sexual orientation and/or gender identity or jurisdictions that require equal benefits for domestic partners?
- Find your state, city and county laws in HRC’s Employment Laws Directory.
- Look for laws that address workplace discrimination based on
- What has your employer said about diversity or GLBT issues?
- Get a copy of your employer’s non-discrimination and/or equal employment opportunity policies, anti-harassment policies and any other documents or statements you can find where your employer voices a commitment to diversity that may support your case. Check:
- Employee handbooks
- Annual corporate responsibility reports
- Public statements from the chief executive officer or other leaders
- Mission and vision statements
- Get a copy of your employer’s non-discrimination and/or equal employment opportunity policies, anti-harassment policies and any other documents or statements you can find where your employer voices a commitment to diversity that may support your case. Check:
- Which of your employer’s competitors, clients, suppliers and contractors already have inclusive policies in place? Remember, competitors may be in the same industry or in the same geographic area as your employer.
- Search HRC’s directory of Employer Policies.
- What are your employer’s biggest challenges? Is your employer experiencing a problem with employee recruitment or retention, or looking for marketing opportunities?