29/04/2024 | Writer: Belgin Günay
The May 17 and Kaos GL associations shared their research findings on the challenges faced by LGBTI+ employees in the private sector and highlighted issues surrounding LGBTI+ employment at a panel held in Ankara. The event brought together private sector representatives and members of the LGBTI+ community to discuss these important topics in a public forum.
LGBTI+ Inclusive Practices in the Private Sector Panel took place in Ankara on April 26th. The session commenced with the presentation of the “2023 Study on the Status of LGBTI+ Employees in Turkey’s Private Sector”. Umut Güner, at the outset of the panel, delved into the research’s overarching objectives and provided detailed insights into the experiences of LGBTI+ individuals in the corporate realm. Güner underscored that in their interactions with trade unions and private enterprises, there is often a lack of awareness regarding the presence of LGBTI+s within their organizations, leading to a perception that these sexual minorities exist outside mainstream society. Additionally, Güner highlighted the oversight of considering that LGBTI+s may also have families and partners in the workplace, and pointed out disparities in rights between employees from sexual minorities and cis-hetero employees, noting that the former may often be required to work even on holidays.
The findings of the “Status of LGBTI+ Employees in Turkey’s Private Sector” were presented
Following Umut Güner’s introduction, Reyda Ergün presented the findings of the “2023 Study on the Status of LGBTI+ Employees in Turkey’s Private Sector”. The presentation addressed the discrimination encountered or anticipated by LGBTI+s during recruitment processes and in professional settings, as well as the strategies of mandatory confidentiality developed by LGBTI+ people to counter this discrimination. Ergün highlighted that according to the research, LGBTI+ individuals often feel compelled to conceal their identities at work to avoid discrimination, and they tend to refrain from seeking assistance from trade unions, professional organizations, or legal avenues when faced with discrimination. The session concluded with an interactive question and answer segment.
The fact sheet titled “Suggestions for LGBTI+ Inclusive Workplaces” was presented
In the afternoon session, Defne Güzel, Chairperson of the May 17 Association, and Janset Kalan, International Relations Officer, shared the presentation. Defne Güzel began by introducing the publication of the same title and emphasized that discrimination in workplaces can disrupt the lifelong learning and basic competence acquisition processes of LGBTI+ employees, leaving them socially, politically, and economically vulnerable. Güzel highlighted the wide spectrum of discrimination in recruitment, employment, and the termination process, pointing out deficiencies in recognizing differences and adopting an equal approach.
Pointing out that Article 5 of the Labour Law states that "“No discrimination based on language, race, sex, political opinion, philosophical belief, religion and sex or similar reasons is permissible in the employment relationship”, Güzel stated that LGBTI+s gaining freedom in business life is also a matter of feminism and can eliminate gender discrimination against women.
After her presentation, Defne Güzel proceeded to offer solutions. Among her suggestions for workplaces, Güzel emphasized the importance of acknowledging the existence of LGBTI+ employees and not presuming that all employees are cis-hetero. She recommended that job advertisements refrain from using gender-based expressions and avoid inquiries about military service status. Even if it is necessary to ask for legal names in applications, Güzel suggested giving individuals the opportunity to provide their preferred name. Additionally, she advocated for using inclusive language such as “Do you have a partner?” instead of “Are you married?” in workplace communications. These suggestions aim to foster a more inclusive and supportive environment for LGBTI+ individuals in the workplace.
“Lower rates of anxiety, depression, and burnout among employees who can openly be themselves at work”
In her address, Janset Kalan underscored the significance of inclusivity in workplaces, emphasizing that LGBTI+ employees thrive in environments where they can work without fear of hiding their identities. Citing studies conducted abroad, Kalan highlighted that discrimination diminishes productivity and results in financial losses for companies. Kalan also noted that not all transgender individuals are visibly so, urging workplaces to proactively implement inclusive policies to accommodate diverse identities. Kalan emphasized that studies indicate significantly lower rates of anxiety, depression, and burnout among employees who can openly be themselves at work, emphasizing the importance of fostering a workplace culture where individuals do not have to lead double lives. Furthermore, Kalan emphasized that such employees demonstrate stronger loyalty to their employers and workplaces, aligning with principles of business ethics.
Kalan emphasized the necessity for every workplace to establish an anti-harassment policy, outlining clear procedures for addressing discrimination and harassment. It is essential to designate channels through which individuals can report such incidents and articulate how they will be addressed. Additionally, Kalan advocated for making gendered spaces, like changing rooms and restrooms, inclusive for all sexual identities and orientations through cost-effective and straightforward measures. Finally, Kalan stressed the importance of adopting an LGBTI+ equality approach in all workplace surveys and documents, ensuring that the language and questions used are inclusive and respectful of diverse identities. These measures are crucial steps toward creating safe, inclusive, and supportive environments for LGBTI+ employees in the workplace.
The session concluded with an interactive question and answer segment, providing attendees with an opportunity to engage further with the panelists and delve deeper into the topics discussed. To commemorate 26 April as Lesbian Visibility Day, the panel acknowledged the significance of the occasion and celebrated it as a moment to raise awareness and advocate for lesbian rights and visibility. Finally, the event concluded with the presentation of the Lesbian*'s Human Rights Report, highlighting the ongoing efforts and challenges in promoting and protecting the rights of lesbians.
Tags: human rights
