DIVERSITY & INCLUSION - LGBTQ EXPATS

The prospect of moving to another country for the job of your dreams can be a very exciting prospect.  There are many things to consider like job culture, housing, meeting new people, but how about the issue of diversity and inclusion? Many of us when moving to a new country are worried that our new home may not accept us for who we truly are. 

Let’s explore diversity and inclusion 

Diversity incorporates all of the elements that make individuals unique from one another, and while there are infinite differences in humans, most of us subconsciously define diversity by a few social categories, such as gender, race, age and so forth.  Although often used in tandem with diversity, inclusion is a concept of its own. Inclusion can be defined as the achievement of a society or culture (either societal or work) in which all individuals are treated fairly and respectfully, have equal access to opportunities and resources, and can contribute fully to society’s activities.

In summary, diversity refers to the traits and characteristics that make people unique while inclusion refers to the behaviors and social norms that ensure people feel welcome.

Global mobility is innately an advocate for diversity. We move people all over the world to increase business intelligence, global mindsets, and diversity of thought. We encourage and advocate for cultural competence when we send expats to a foreign country. Not only is inclusivity crucial for diversity efforts to succeed but creating an inclusive culture will prove beneficial for employee engagement and productivity.

An organization is diverse when it encompasses all aspects of the employees from age, gender, ethnicity, sexual orientation, family status, and background. However, an organization is also inclusive when minority groups really participate in the decision-making process and contribute to breaking the career glass ceiling. Diversity without inclusion is meaningless. To quote the Prime Minister of Canada Justin Trudeau : “Our commitment to diversity and inclusion isn’t about Canadians being nice and polite—though of course we are. In fact, this commitment is a powerful and ambitious approach to making Canada, and the world, a better, and safer place.”

Although there are many documented benefits from a diverse and inclusive workforce, too many countries and companies still have discriminatory laws and policies against groups with different abilities, race, gender, sexual orientation and expression, etc.  “Don’t ask, don’t tell” policies make it difficult to uncover important information that can benefit all parties from a meaningful and fruitful engagement. Lack of information makes it more complicated to address issues. We often see that resources for expats with disabilities are limited.  62% have an invisible disability. That means they go through their day-to-day work lives without revealing what disability may be impacting them physically, emotionally, and mentally. (Rosen, P. Understanding invisible disabilities in the workplace)

LGBTQ expats and international opportunities.

Some LGBTQ employees are restricted from enjoying prosperous international careers, with many countries being unsafe or unfriendly for LGBTQ people, and limited organisational support creating barriers to working overseas. In 13 countries, being gay or bisexual is punishable by death, prison or hefty fines. 

In 17 countries, bans are in place to prohibit 'propaganda' interpreted as promoting LGBT communities or identities. Surprisingly, about 40 countries retain a 'gay panic' clause which can be used as a defense for people who commit crimes such as assault or murder that they were provoked because the person was gay, lesbian or bisexual.

However, it is important to recognize that as of 2021, there are 29 countries that not only protect LGBT rights, but also have legalized same-sex marriage. Some of these countries include Argentina, Australia, Austria, Belgium, Brazil, Canada, Costa Rica, Denmark, Finland, France, Germany, Ireland, Luxembourg, Mexico, Netherlands, New Zealand, Norway, Portugal, South Africa, Spain, Sweden, Taiwan, United Kingdom and United States. For a complete list visit: https://en.wikipedia.org/wiki/Same-sex_marriage

Social climate vs. Legal frame

Social climate, described as the ‘comfort factor’, tends be most important to an LGBTQ expatriate when choosing their work destination. A country’s cultural climate is considered to be more important than the relevant legal framework. Even though an individual may be legally protected in a particular country, that doesn´t imply that people may not still be a little squeamish about gay people or lesbians or transgender.  Societal positive attitude and acceptance of LGBT is what determines the “comfort factor.” While legal, safety and security factors can be ascertained through publicly available information, the ‘comfort factor’ will usually be determined through the gathering of information from LGBTQ networks and from organisational resources, where provided.