Workplace Diversity Equality  


Workforce diversity includes the obvious differences you see when you look around: race, gender, national origin, sexual orientation, age, religion and ethnicity. But it’s also the less obvious traits, the subtle differences that often register with us unconsciously, such as socioeconomic status, marital status, educational background, language, accent and appearance. We all have something that makes us unique, some special talent or ability that we bring to the table that differentiates us from our colleagues. That’s diversity at its best.

Diversity hiring is a competitive advantage Sourcing people from a diverse background is an essential part of a successful employment strategy. Workers who vary in age, gender, ability, sexual orientation, socio-economic background or culture, ethnicity and language, make a positive contribution to an organization’s workforce — they’re an asset to company culture and the bottom line. And a diverse workforce brings innovative and creative solutions to an organization from ‘outside the box’.

An effective corporate diversity program is a powerful way to gain a competitive advantage and stand apart from your competitors. Build an impeccable reputation!

As the work world continues to become more and more diverse, the role of a people leader is that much more challenging. With such a broad range of backgrounds, beliefs and experiences all coming together, it can be difficult for people to work together effectively. But, with a little extra understanding and some added insight, it doesn’t have to be hard. 

To lead a diverse team you have to understand why an inclusive workplace is so important, recognize what you can do to learn more about the many cultures of your team, and make sure you’re sensitive to the complexities of cultural diversity. 

Diversity at Work

Supporting Employees from the LGBT Community

Heterosexuality is often assumed in the workplace and discrimination or harassment based on sexual orientation or gender identity is often subtle. However, all job seekers and employees deserve respect, dignity and protection from discrimination and harassment. 

Gender Identity: Gender identity refers to an individual’s innermost sense of self as "male/masculine," "female/feminine," somewhere in between, or somewhere outside of these gender boundaries. Sometimes this "innermost sense" does not correspond with anatomy (e.g. a person born anatomically male, but who identifies as female). At birth, we are assigned one of two genders, usually based on our visible genitals. 

For many people this gender assignment fits and feels comfortable and they never think about it further. Others do not feel as comfortable with their assigned gender, either because they find the two-gender system too limiting or because they feel more identification with the gender opposite that to which they were assigned at birth. People deal with this discomfort in many ways, sometimes only in personal ways, and sometimes in ways visible to others.

Transgender: "Transgender" is an umbrella term that encompasses anyone whose behavior or identity crosses gender roles assigned to them by society based on their anatomical sex. This includes a wide range of identities: transvestites, cross-dressers, two-spirit people and drag queens and kings, as well as pre-operative, post-operative and non-operative transsexual people. Transgender people may identify as heterosexual, homosexual or bisexual.

Transsexual: A transsexual is a person whose inner-self gender identity is opposite to their anatomical sex at birth. Transsexuals sometimes alter their bodies with sexual reassignment surgery (SRS) to reconcile their gender identity and their physical body and/or anatomical sex.

Transsexuals are sometimes described as follow:

Non-operative ("non-op"): People who either do not want, cannot afford, or for health reasons cannot risk SRS to change their primary sex characteristics. They may or may not take hormones of the opposite gender to alter their secondary sex characteristics.

Sub Category: In such situations a transgender individual may be comfortable with their identity and fits or conforms to their identity in life. Such identified or acknowledge as 100% passable (physical, voice, character, mannerism etc.)  as male or female.

Pre-operative ("pre-op"): People who are preparing for but have not had SRS. This term covers people from the time they have begun the process of reassignment to the time just before the actual surgery.

Post-operative ("post-op"): People who have undergone SRS and continue to take hormones, often for the rest of their lives. These people may identify as male, female, female-to-male (FTM) transsexual or "transmen," male-to-female (MTF) transsexual or "transwomen," etc.

Intersex: "Intersex" refers to a series of medical conditions in which a child's genetic sex (chromosomes) and phenotypic sex (genital appearance) do not match, or are somehow different from the "standard" male or female. About one in 2,000 babies are born visibly intersexed, while some others are detected later. The current medical protocol calls for the surgical "reconstruction" of these different but healthy bodies to make them "normal," but this practice has become increasingly controversial as adults who went through the treatment report being physically, emotionally, and sexually harmed by such procedures.

The term "hermaphrodite" is commonly heard in our society and widely used in the medical profession, but some intersex people find the term misleading and stigmatizing.

This area is an informative resource for business's or companies who have not yet implement a diverse equality workplace environment, we encourage business owners, human resources, manager personnel's, etc to feel free to explore this area. If you need further information or require additional information please contact us directly.

For more detail information ,  Workplace Diversity Equality 2.