Leisure & Hospitality International 2018 - Volume 6, Issue 2 - 10
E MBRACING DI VERSI TY
HOSPITALITY EMPLOYERS AND HOW TO MANAGE LGBT ISSUES.
veryone in the workplace should
feel welcome and empowered
to express themselves so that
they can contribute at their highest level.
Having a large and diverse workforce,
including those in the LGBT community,
is smart business, but it can be tricky to
Approximately 5 percent of the U.S.
workforce identifies as lesbian, gay,
bisexual, or transgender and 21 percent
of LGBT employees report suffering some
form of workplace discrimination. Hospitality employers should take certain
steps to create a safe and inclusive work
environment for all of their employees.
1. KNOW THE LAW.
There is no federal law that explicitly
protects LGBT workers. However, 22
states, the District of Columbia and
more than 400 cities and counties na-
LEISURE AND HOSPITALITY INTERNATIONAL | WWW.LHIMAGAZINE.COM Volume 6, Issue 2
tionwide prohibit discrimination based
on sexual orientation.
And nearly as many states and cities
also prohibit discrimination based on
gender identity or expression for both
public and private employees.
2. CREATE NONDISCRIMINATION POLICIES.
Sixty-four percent of LGBT individuals
have heard anti-LGBT slurs and jokes