A discussion on how federal government, the nation’s largest employer, continues to take steps to shape its organizational culture, and what we can learn.
The federal government, the nation’s largest employer, continues to take steps to shape its organizational culture in a way that promotes equity, diversity, and inclusivity while preventing unlawful harassment.
The order and fact sheet focuses on inequalities and barriers faced by people of color, women, immigrants, workers with disabilities, seniors, LGBTQ+, and those residing in rural areas, among others. How does this EO affect workplace discrimination against LGBTQ+ workers? In this recent survey, the Center for American Progress tallied that more than 1 in 3 LGBTQ+ Americans faced discrimination, including more than 3 in 5 transgender workers.
The fact sheet alone asks and answers a total of thirteen questions related to the Bostock v. Clayton County, the June 15, 2020 SCOTUS decision determining that an employer who fires or takes an adverse action against an individual merely for being gay or transgender violates Title VII of the Civil Rights Act of 1964 . Helpful for employers!
What does this have to do with culture? Employers take note. Remember, we’ve noted in so many different areas, but especially regarding sexual harassment, buy-in from senior leadership is critical and far more likely to maintain a “top-down” culture not only of prohibiting unlawful harassment but of equity.
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