A better work place for LGBTQ employees in Sri Lanka.

 A better work place for LGBTQ employees in Sri Lanka.

 

Introduction

When considering the LGBTQ community in Sri Lanka, they have limited opportunities in their work places just because Sri Lanka still doesn’t have LGBTQ-friendly policies or environments. Sri Lanka still doesn’t have legal protection for the LGBTQ community, and they face much discrimination. In the working environment, they face many obstacles, like being less competent and capable than heterosexuals, which makes it really hard for their career growth and job satisfaction.

Motivation and job satisfaction

“Job satisfaction can be defined as attitudes and feelings people have about their work." (Armstrong & Taylor, 2023)

When employees love their job, this is called job satisfaction, and when they show negative and unfavourable attitudes towards the job, this is called job dissatisfaction. Job satisfaction can also be defined as “a positive response experienced by employees while doing their job.”

When employees are satisfied with their jobs, they feel happy, which also means that when they get what they hoped from their jobs, e.g., carrier growth, a better salary, etc., they have job satisfaction.

                                                             Source - (Capgemini, 2020)

Factors affecting job satisfaction

According to Armstrong’s Handbook of Human Resource Management Practice, levels of job satisfaction and dissatisfaction are influenced by

• The intrinsic motivating factors. These relate to job content, especially the five dimensions of jobs identified by Hackman and Oldham (1974).
• The quality of supervision. The Hawthorne studies (Roethlisberger and Dixon, 1939) resulted in the claim that supervision is the most important determinant of worker attitudes. Elton Mayo (1933) believed that a man’s desire to be continuously associated in work with his fellows is a strong, if not the strongest, human characteristic.
• Success or failure. Success obviously creates satisfaction, especially if it enables individuals to prove to themselves that they are using their abilities to the fullest. And it is equally obvious that the reverse is true of failure.

Increased job satisfaction ultimately results in higher performance, which means the productivity of employees can be increased by making them more satisfied.

Why LGBTQ+ community inclusion is important in the workplace

• Enhances job satisfaction and enhancement.
• It helps attract top-talented people to the company.
• Helps to meet legal and ethical responsibilities.
• Promotes representation and diversity inside the company.

Many organisations still fail to recognise the capabilities of these parties; they bring unique perspectives and skills to the company, so the management needs to acknowledge the value that LGBTQ individuals bring to the company.

They can bring different kinds of solutions to problems, which can help the company create innovative solutions for the organisation's problems. They are aware of the importance of diversity inside the organisation, so it creates a welcoming and open work environment. They also help to create a better customer service experience (Kazyak, 2020). A diverse workplace helps to identify customer needs and wants properly, which helps to increase customer loyalty and satisfaction.

 Source: Pew Research Centre

Challenges faced by the LGBTQ community in Sri Lanka

As the LGBTQ faced discrimination in their workplace, this made it hard for them to achieve career growth. In addition, many organisations do not provide a welcoming environment, which caused isolation and discomfort.

These individuals struggle to find acceptance from their families and communities, which causes them to be isolated and lonely. In one instance, a transgender woman was denied entry into a restaurant in Sri Lanka, which caused the Human Rights Commission of Sri Lanka to start an investigation into this.

“The Human Rights Commission of Sri Lanka has since launched a nationwide campaign to raise awareness and mobilise support for the rights of transgender people in Sri Lanka (Human Rights Commission of Sri Lanka, 2020). 

Creating an inclusive work environment for LGBTQ employees

Organisations have the responsibility to make the working environment welcoming to LGBTQ individuals by providing resources, training, and implementing diversity initiatives that help these individuals speak about matters with management.

Organisations must take the necessary actions to protect these individuals by implementing policies and procedures for discrimination, promoting them to be the leaders in the organisation, and letting their voices be heard and valued.

Here are a few policies implemented worldwide in organisations:

• The Equality Act of 2019 in the United States prohibits discrimination against LGBT people in the workplace, education, and other areas. The US has also implemented initiatives such as LGBT-specific job fairs and creating LGBT-inclusive work environments to promote LGBT inclusion.
• In Canada, the Canadian Human Rights Act prohibits discrimination based on sexual orientation and gender identity.
• The Canadian government has implemented LGBT-inclusive workplaces and LGBT-specific job fairs to promote LGBT inclusion.
• In Australia, the Sex Discrimination Act 1984 prohibits discrimination based on sexual orientation and gender identity. The Australian government has implemented initiatives to promote LGBT inclusion, such as LGBT-specific job fairs and establishing LGBT-inclusive work environments.
• In the United Kingdom, the Equality Act 2010 prohibits discrimination based on sexual orientation, gender reassignment, and transgender status. The UK government has implemented a variety of initiatives to promote LGBT inclusion, such as the creation of LGBT-inclusive work environments and the establishment of LGBT-specific job fairs.
• In India, the Supreme Court has recognised the rights of transgender individuals and issued guidelines to protect their rights in the workplace. The Indian government has also implemented initiatives to promote LGBT inclusion, such as creating LGBT-inclusive work environments and establishing LGBT-specific job fairs.

        (Linkedin.com)

 

Actions that Sri Lankan private companies can and should take.

1. Implement non-discrimination policies.
2. Provide equal benefits to all employees.
3. Create employee resource groups.
4. Provide training on LGBTQ issues.
5. Provide a safe and welcoming working environment.
6. Provide open communication channels inside the organisations.

 

Conclusion

By taking proactive measures to accept LGBTQ inclusion, Sri Lankan companies can create a more inclusive environment, which leads to increased job satisfaction, productivity, and overall wellbeing for all employees.

References

Armstrong, M., and Taylor, S. (2023), Armstrong’s Handbook of Human Resource Management Practice. London, New York, and New Delhi: KoganPage.

 

Business studies (no date) StudySmarter UK. Available at: https://www.studysmarter.co.uk/explanations/business-studies/human-resources/job-satisfaction/#:~:text=Job%20Satisfaction%20Theory%3A% 20Job% 20Characteristics% 20Model&text=Employees% 20can% 20experience%20meaningful% 20work,the%20effect%20of%20their%20work. (Accessed: March 26, 2024).

Meister, J. (2024), Top ten HR trends for the 2023 workplace, Forbes. Available at: https://www.forbes.com/sites/jeannemeister/2023/01/10/top-ten-hr-trends-for-the-2023-workplace/?sh=74ae49f35933 (Accessed: March 26, 2024).

Y., S. (2023), Creating an inclusive workplace for LGBT employees in Sri Lanka, LinkedIn. Available at: https://www.linkedin.com/pulse/creating-inclusive-workplace-lgbt-employees-sri-lanka-seran-yogarajah (Accessed: March 26, 2024).