1 Making it real . globally A practical guide for advancing lesbian, gay, bisexual and transgender diversity and inclusion across global companies 2 Making it real globally : a practical guide Contents The challenge: a complex world ..4. The roundtable: ideas into The setting: key drivers shaping D&I. implementation across global Nine ways to advance LGBT. policy to Making it real globally : a practical guide 3. The challenge: a complex world Global companies have made great strides inclusion policies don't apply for one inclusion are not well-institutionalised and over the past decade in developing and reason or another.
2 This occurs despite the concepts often are seen as downright adopting inclusive corporate values the fact that firms promote global brands foreign and unacceptable. Yet, global statements, personnel policies and codes and strive for a uniform, global approach companies are in a war to attract and of conduct regarding lesbian, gay, bisexual to their business. retain the best talent in these geographies. and transgender (LGBT) people. They also have made significant progress in putting Extending LGBT-inclusive policies and These issues are of importance to local policy into practice in areas such as practices beyond corporate hubs raises a staff responsible for human resources and creating safe and supportive workplaces, number of legal, cultural and organizational LGBT D&I, LGBT transferees moving across enhancing recruitment and benefits challenges.
3 Diversity and inclusion (D&I) geographies, and allies and stakeholders packages, and backing employee groups leaders, HR practitioners and allies, not to who want to know the company is true to and ally networks (allies being individuals mention LGBT people, can easily become the values expected of a leading global firm. who are openly supportive of their frustrated, if not overwhelmed, by the complexity of the legal and regulatory What are global companies doing to LGBT colleagues). landscape across scores of jurisdictions. implement their corporate policies on a Progress on LGBT inclusion has been In addition, they must navigate and global basis?
4 What impacts are they having most noticeable in the principal centers of manage different cultural and corporate for LGBT people on the ground, especially business in the US, Canada, Australia and environments across those geographies. in those geographies where various the UK. There are also locations, such as Meanwhile, conditions on the ground around aspects of LGBT life are not supported by Japan and Taiwan, where governments have the world for LGBT people are changing the legal system or the culture? Global introduced some form of antidiscrimination quickly both for better and for worse.
5 Companies and D&I practitioners are just legislation regarding sexual orientation beginning to grapple with these issues in a in the workplace. Yet, in major business Having a strategy for implementing systematic manner, and the accumulated centers such as Dubai, Hong Kong, global D&I policy is doubly important wisdom on best practices remains thin. Shanghai, Mumbai and Mexico City not today because companies are expanding to mention less prominent locations it's rapidly in faster-growing emerging and commonplace to hear that corporate LGBT frontier markets, where LGBT equality and We run over 85 factories and, culturally, each has their own issues.
6 Martin Swain Former Global Head of Employee Relations and I&D at GSK. 4 Making it real globally : a practical guide The roundtable: ideas into action EY puts great importance on creating a welcoming and inclusive workplace for our people worldwide. We also believe it is important to share ideas and best practices with others. With this in mind, we hosted a small think tank with organizations working on the global agenda, with the aim of identifying the key challenges that we were facing and sharing the leading practice that we had seen working on the ground. The outputs from that meeting are summarized in this document, which aims to offer practical thoughts and solutions that can be used by D&I leaders, HR professionals and allies as they navigate the challenges of implementing their organizations' global LGBT vision and policies worldwide.
7 Informative. We certainly didn't find all of In addition, our thanks go to Jean Balfour the answers, but we do believe that we of Bailey Balfour, who developed the While this document was for international achieved some impactful insights: meeting framework and facilitated the practice, many of the concepts and discussion, and DJ Peterson of Longview recommendations are applicable for Barclays Global Advisors, who wrote the report. extending LGBT-inclusive practices in a EY. company's home territory, from the main GSK. hubs to local hubs to Leeds from London Herbert Smith Freehills or to Mumbai from Delhi, for example.
8 IBM. We would like to thank the following Norton Rose Fulbright companies and not-for-profit organizations Stonewall that participated in the discussion with Thomson Reuters members of EY, which was both lively and Making it real globally : a practical guide 5. The setting: key drivers shaping D&I implementation across global firms The work and social environment for LGBT people around the and practices within a company. See Table 1 (which is intended to world varies tremendously today. This variation is driven by three be illustrative, not definitive). factors: the legal environment, societal cultures and the culture Table 1: Drivers of variation in D&I across global companies Driver Situation Example Driver Situation Example Legal environment (provisions for transgendered people, such as legal LGBT life is accepted or Germany, Italy, Thailand recognition of name changes and workplace protections, often do not align with tolerated, but not considered protections for LGBT persons).
9 Relevant, in the workplace. Marriage and other legal England, Scotland, Wales, Legal protections exist, Japan, mainland China, rights and protections Ireland, Sweden, France, but discussion of sexuality South Korea, Taiwan, are equally extended to South Africa, Argentina, or personal matters in Malaysia LGB people. Brazil, New Zealand, USA, the workplace is taboo Canada ( don't ask, don't tell ). Domestic partnerships Germany, Switzerland, LGBT advancement runs Russia, Uganda, are legal and clear Colombia, Chile, Australia against political, religious or Nigeria protections exist. colonial sensitivities.
10 Some aspects of same- Mexico, Peru, Japan, There is a tradition or India, Pakistan sex relationships are legal South Korea, Israel, Taiwan, language of other sexualities and some protections and Thailand that does not align neatly with benefits exist. the Western LGBT framework. Same-sex relationships or India, Russia, Nigeria, Company environment other aspects of LGBT life Jamaica, Malaysia*. ( , adoption and advocacy) Global leadership Outspoken CEO and are banned, but are not demonstrates commitment executive LGBT sponsor routinely enforced or to global implementation. outreach have significant legal gray areas.