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Building Model Workplaces for LGBTQ Employees: The BUSINESS Case


“Work where you’re celebrated, not just tolerated.” If employers want to attract and retain top talent, they must cultivate LGBT-welcoming workplaces.  In fact, workers aged 18-29 are three times more likely to identify as LGBT, and as LGBT workers gain more legal protections, that number is expected to grow.  This webinar aims higher than legal compliance, and offers “best practices” for building workplaces where talented LGBT workers feel welcomed.

Accredited by:

Society for Human Resource Management (SHRM)

Product Description

Work where you’re celebrated, not just tolerated.

Last year’s report by the Society for Human Resources Management (SHRM), SHRM New Talent Landscape: Recruiting Difficulty and Skills Shortages, revealed what HR practitioners in the field already know:  employers are experiencing labor shortages in several major sectors of the economy–e.g., health care, manufacturing, hospitality.  Over 68% of HR respondents across industries reported difficulty finding qualified candidates, up 18% from 2013.  Given the demand for tech, writing, and health care skills (among many others), employers cannot afford to count anyone out.  As important, employers cannot afford to be counted out by talented members of the LGBTQ community, who may reasonably wonder

Would this workplace welcome me?

Many organizations give little thought to their “optics” as employers–i.e., how they’re perceived.  As competition for top talent increases, however, employers must give substantial thought to how they will attract and retain members of the LGBTQ community.  Indeed, there’s a strong generational dynamic in play, given that younger Americans are THREE times more likely to identify as LGB.  Thus, if employers want to attract and retain skilled employees, they must ensure that they are creating welcoming workplaces for LGBT workers.

This webinar will begin with an overview of the current state of the law on LGBT workplace rights.  But we’re aiming higher than simple legal compliance–i.e., the floor of decency.  Accordingly, we’ll aspire to best practices for maintaining an LGBTQ-inclusive workplace, for showcasing an employer’s commitment to LGBTQ-inclusiveness, and for responding effectively to the needs of transitioning/transgender employees.  So often, transitioning employees notify HR last of their transition, out of reasonable fear of adverse employment consequences. Many states today include LGBTQ in their non-discrimination laws, however, which means that employers cannot afford to botch the many employment-related issues that accompany a transitioning employee’s journey.  This program will offer a checklist of ways HR professionals can assist the transitioning employee, so that when this issue inevitably arises, they can say

I know just what to do and how to help!

That comforting response highlights the difference between a well-handled HR issue and in today’s litigious climate, a lawsuit.

WorkplaceTrainingHub.com is proud to partner with Brent Houchin of Houchin Consulting  LLC.  Brent has over 25 years of employee relations experience across industries, from hospitality to health care, and takes pride in his proven ability to help organizations avoid common pitfalls for managers–e.g., harassment, discrimination, bullying, LGBTQI, and workplace professionalism.

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Additional Information

Dates Offered

Jun 21, 2017 12:00 PM MDT 418-577-859, Jul 19, 2017 12:00 PM MDT 910-567-731, Aug 16, 2017 12:00 PM MDT 425-694-739, Sep 27, 2017 12:00 PM MDT 681-260-955