LGB staff should weigh up the risks of overseas assignments
22 May 2014
Overseas job assignments for gays, lesbians and bisexual (LGB) staff in countries such as India, Russia and Uganda should be carefully considered to weigh the risks for both employee and organisation, a London audience heard this week.
Thu, 22 May 2014 | By DeeDee Doke
Overseas job assignments for gays, lesbians and bisexual (LGB) staff in countries such as India, Russia and Uganda should be carefully considered to weigh the risks for both employee and organisation, a London audience heard this week.
In some cases, alternative but equal career development options should be designed to avoid sending LGB employees to such countries where discriminatory laws could threaten their ability to live full, open lives, it was suggested.
Speaking at the London Totally Expat 2014 conference and exhibition this week on the subject of ‘Championing Equality for Lesbian, Gay and Bisexual Staff in a Global Workplace’ were Simon Feeke, head of workplace at equality charity Stonewall, and Simon Fillery, global head of diversity and inclusion for Barclays Corporate’s investment bank, wealth and investment management.
While organisations may impose globally applied anti-discrimination policies and practices, implementing them in the same way everywhere may not be possible, given different laws and cultures, the two told the audience. “Equal treatment may not be possible in every situation,” Feeke said.
Even the UK’s legal recognition of same-sex marriage and civil partnerships and parental rights for LGB people “counts for zilch when they get overseas”, he noted.
Employers cannot directly ask staff if they are LGB, but they can ask “open questions” about an employee’s thoughts on a potential assignment to a particular country, Feeke said.
In no instance should an employer not broach the prospect to an employee whose experience and career interests could match the vacancy.
“You can have a perfect role for an individual,” Fillery said, “and you would do them a disservice if you don’t let them make their own mind up… Everyone has to be given the opportunity.”
And, Feeke added, “for the right opportunity, some may decide to go back in ‘the closet’”.
Stonewall has produced a workplace guide called ‘Global Working: Supporting lesbian, gay and bisexual staff on overseas assignments.’
In some cases, alternative but equal career development options should be designed to avoid sending LGB employees to such countries where discriminatory laws could threaten their ability to live full, open lives, it was suggested.
Speaking at the London Totally Expat 2014 conference and exhibition this week on the subject of ‘Championing Equality for Lesbian, Gay and Bisexual Staff in a Global Workplace’ were Simon Feeke, head of workplace at equality charity Stonewall, and Simon Fillery, global head of diversity and inclusion for Barclays Corporate’s investment bank, wealth and investment management.
While organisations may impose globally applied anti-discrimination policies and practices, implementing them in the same way everywhere may not be possible, given different laws and cultures, the two told the audience. “Equal treatment may not be possible in every situation,” Feeke said.
Even the UK’s legal recognition of same-sex marriage and civil partnerships and parental rights for LGB people “counts for zilch when they get overseas”, he noted.
Employers cannot directly ask staff if they are LGB, but they can ask “open questions” about an employee’s thoughts on a potential assignment to a particular country, Feeke said.
In no instance should an employer not broach the prospect to an employee whose experience and career interests could match the vacancy.
“You can have a perfect role for an individual,” Fillery said, “and you would do them a disservice if you don’t let them make their own mind up… Everyone has to be given the opportunity.”
And, Feeke added, “for the right opportunity, some may decide to go back in ‘the closet’”.
Stonewall has produced a workplace guide called ‘Global Working: Supporting lesbian, gay and bisexual staff on overseas assignments.’
