How can employers better support LGBTIQ+ employees in the workplace?

Creating an inclusive workplace for LGBTIQ+ employees requires more than having a non-discrimination policy on paper, and employers are urged to ensure that equality is reflected in workplace culture, policies and everyday practices.

The National Commission for the Promotion of Equality (NCPE) told MaltaCEOs.mt that employers, and particularly their human resources departments, should be knowledgeable about the rights of LGBTIQ+ people under national legislation and ensure that the relevant legal provisions are implemented in the workplace.

This should include introducing or reviewing workplace policies to ensure that sexual orientation, gender identity, gender expression and sex characteristics (SOGIGESC) are adequately covered.

Importantly, the Commission stressed that these policies should also be communicated to employees.

Beyond formal policies, employers should work towards fostering a culture in which diversity is valued and employees feel “safe, respected, and able to be themselves”, the NCPE said.

It also recommended regular training and awareness initiatives aimed at challenging stereotypes and equipping employees with the knowledge required to contribute to an inclusive workplace.

Where are employers still falling short?

Despite Malta's progress on LGBTIQ+ rights, the NCPE noted that inclusion in the workplace remains a challenge.

Citing the EU Agency for Fundamental Rights' LGBTIQ+ Survey III, the Commission said that 14 per cent of LGBTIQ+ respondents in Malta reported experiencing discrimination at work or while looking for work during the year preceding the survey.

The NCPE also pointed to evidence from across Europe showing that many LGBTIQ+ employees continue to conceal their identity at work.

This, it said, indicates that employers still have work to do in creating environments where people feel fully accepted, supported and safe to be open about who they are.

For business leaders, therefore, inclusion cannot simply be measured by whether an organisation has an equality policy. Attention also needs to be paid to employees' day-to-day experience and whether workplace culture allows them to feel comfortable being themselves.

What can businesses do in practice?

The NCPE identified several practical measures businesses can introduce to create a more inclusive environment.

These include consistently respecting employees' names and pronouns and ensuring equal access to workplace opportunities and career progression.

Employers can also support transgender employees undergoing a gender transition by offering flexible working arrangements or leave for medical appointments where appropriate.

Where possible, businesses should consider providing gender-neutral toilet facilities, allowing all employees, including transgender people, to access facilities in a safe, inclusive and non-judgemental environment.

Another important measure is establishing clear and easily accessible mechanisms through which workers can report discrimination, harassment or sexual harassment.

Employers should additionally be aware of NGOs and other entities that can provide assistance to LGBTIQ+ employees experiencing difficulties at work.

Creating a workplace where employees can speak up

The NCPE itself works to promote equality and combat discrimination through awareness initiatives, research and training, while also investigating complaints of discrimination falling within its remit.

It stressed that reporting discrimination is an important part of addressing unfair treatment.

Individuals who believe they have experienced discrimination on the basis of sexual orientation, gender identity, gender expression or sex characteristics in employment, banking and financial institutions, or education can approach the Commission for information about their rights and, where applicable, lodge a complaint.