Organizational culture is the evidence of values, assumptions and norms within an organization. While these are all intangible, the behaviours that these inform and the environment that they create is not. Because of this, the culture of an organization can promote teamwork, productivity and collaboration or it can break these down. Particularly when it comes to human rights, an organization that is not proactively creating an environment that is inclusive, may unconsciously be supporting a negative organizational culture for some employees and clients. This in turn can undermine workplace health and safety – especially for people who are gay, lesbian, bisexual, transgender or queer (LGBTQ).
Homophobia and Heterosexism in the Workplace
Homophobia is defined by the Ontario Human Rights Commission as “the irrational aversion to, or fear or hatred of gay, lesbian or bisexual people and communities, or to behaviours stereotyped as ‘homosexual.’ (Human Rights at Work, 2008). ‘Heterosexism’ refers to the assumption that everyone is heterosexual” (Human Rights at Work, 2008) as well as the belief that this is the only normal and acceptable sexual orientation. Combined, these create an organizational culture where lesbian, gay, bisexual and transgender staff and clients feel unwelcome and unsafe.
Both homophobia and heterosexism can give rise to workplace discrimination and harassment – overtly in the form of inappropriate comments, jokes and behaviour, or covertly in the form of exclusion and bias. If an organization does not have anti-discrimination and anti-harassment policies, (which should outline specific types of harassment and discrimination and the prohibited grounds to which they apply) this behaviour may go unchecked, creating a poisoned environment for staff and clients who are from LGBTQ communities.
In such an environment, bringing all of who you are to work (which is fast becoming a slogan of forward-thinking companies committed to inclusion) is impossible. The result includes increased stress, absenteeism, retention and decreased teamwork and productivity. These symptoms further impact the organizational culture.
Creating an Inclusive Organizational Culture
“Organizations, including their officers, managers, supervisors and union representatives have a shared obligation to design for inclusion of persons identified by [Ontario Human Rights] Code grounds, as well as to remove barriers and provide accommodation” (Guidelines for Developing Human Rights Policies and Procedures p.25). The values, assumptions, and norms that support inclusion create healthy organizational cultures. Designing for inclusion includes creating and implementing policies and procedures that value human rights and outline the company’s expectations for upholding them.
Organizational culture is evident in these policies and procedures, if and how these are supported and applied consistently, as well as the resulting interactions and environment. Organizational culture can change as staff changes, therefore it is imperative that expectations and values are communicated on an ongoing basis, and contravening behaviour is addressed. Naturally this will result in recruiting and retaining employees that “fit” because they share the company’s values.
Management Responsibilities
Management has a responsibility to ensure that staff are familiar with policies and procedures, and understand their individual role in creating a safe and respectful environment for all. Furthermore, managers’ roles include communicating the policy expectations on an ongoing basis, modeling them, and ensuring compliance.
In the case of creating an organizational culture where LGBTQ employees and clients feel comfortable, addressing homophobia and heterosexism are imperative regardless of who is present. Individuals always choose when and if to disclose their sexual orientation, however an environment where homophobia and heterosexism are challenged signals to LGBTQ employees and clients that it is safe to do so if they wish. Due to their position of power, management needs to take the lead in addressing these issues to ensure workplace health and safety for all. In Ontario, managers are liable if they fail to react to harassment or discrimination, and if they fail to take steps to remedy a poisoned environment.
Awareness is the Key
Because organizational culture is linked to values and assumptions, awareness is the key to creating a positive and supportive environment. This is particularly true for creating environments that feel safe for LGBTQ employees and staff since heterosexism is often unconscious. Awareness allows organizations and individuals to be proactive rather than reactive and work together to create a culture of inclusion.
Annemarie Shrouder - Annemarie Shrouder is a speaker, facilitator and writer in the field of diversity and inclusion. She is passionate about creating ...
