Gender and Sexuality

SCHOOL OF LAW
REPORT WRITING
“GENDER AND SEXUALITY: INCLUSION
IN THE WORKPLACE”
SUBMITTED TO: DR. KATHRYN HUMMEL

SUBMITTED BY: TINGJIN LESA CHADA
MARAK
COURSE NAME/YEAR: GENERAL
EDUCATION, 2022-23
URN NUMBER: 2020-B-29122000
INTRODUCTION
Race, gender, age, color, physical prowess, national origin, and other cultural
traits are included in the concept of diversity. Religion, ethnicity, sexual
orientation, education, language, way of life, beliefs, physical appearance, and
economic status are also included in the broader concept of diversity. The term
"diversity" was first used in the academic and popular press and is not found in
any report or statute.
The workforce is diverse.
Organizations nowadays are getting more and more diverse in a variety of ways.
Gay, lesbian, bisexual, and transgender (LGBT) workers are one of the most
numerous but understudied minority groups in the workforce in terms of sexual
orientation. Sexuality is at the center of each employee's identity, even though it
is invisible. As a result, it presents numerous intricate issues to businesses and
their human resources divisions. The U.S. Military's "Don't ask, don't tell"
(DADT) policy provides a stark illustration of the secrecy surrounding their
identity on the job.
Organizations have improved their tolerance for diversity and inclusion, notably
through formalizing policies against workplace discrimination. Research,
however, indicates that discrimination in organizations is still common and that
laws are frequently ignored. For instance, the U.S. Equal Employment
Opportunity Commission (2015) reported receiving 88,778 claims of
discrimination in the 2014 fiscal year, compared to an average of 90,445
charges each year over the previous ten years. Because discrimination is subtler
now than it was thirty or more years ago, it may nevertheless exist in
organizations. Additionally, covert types of discrimination enable workers to
carry on discriminatory practices while presenting a professional front and
avoiding repercussions.
ANALYSIS
Diversity in the workplace is the coexistence of workers from different socio-
cultural backgrounds. While each human is unique, each person also has
biological and environmental traits in common with every other group of
people. Diversity in this perspective can be summed up as the acceptance of
others who share certain features. These qualities, which make us a complete
person, both bind and divide us. However, there are three basic working
definitions of diversity in the context of human resources (HR):
- the politically correct word for affirmative action or employment equity;
- the selection and recruitment of women and members of minority groups;
- the supervision of people who have a lot of things in common.
The first definition is the most constrained understanding of diversity and is
frequently used in businesses without official diversity policies or initiatives.
The second definition accurately captures the reality of many diversity
initiatives concentrating on labor law issues. The last definition is the most
inclusive and is frequently employed in organizations with diversity efforts.
The distinctions between main and secondary dimensions should be kept in

mind when discussing diversity. Primary dimensions are those inherent human
differences that significantly affect us. Examples of primary factors at the core
of individual identities include age, ethnicity, race, gender, physical abilities and
traits, and sexual and/or affectional orientation. Secondary dimensions, on the
other hand, are more malleable and are subject to change at any time. These
characteristics give our life depth and personality. Secondary factors include
things like parental status, parental education, geographic location, marital
status, income, military experience, religious affiliation, and employment
history. A circle with the primary dimensions in the center and the secondary
dimensions on either side of it can be used to depict the primary and secondary
dimensions.
People identify during any first meeting based on the four main characteristics
that are easiest to see: age, gender, race, and physical prowess. Since the
majority of people reside in homogeneous communities, or at the very least in
environments that are far less varied than our society as a whole, entering the
job may be their first opportunity to interact with a diverse workforce.
Stereotyping and bias may manifest during this type of first contact.
Stereotyping restricts people's potential and undermines their originality. In
general, people may not perform successfully if the stereotype is that they lack
competence. This shows that, for the most part, people behave in accordance
with the expectations imposed upon them. Holding on to unfavorable
stereotypes about other people leads to bias, which is the processing of
stereotypes in a way that reinforces one's own sense of superiority over the
other members. It is the responsibility of the relevant institutions within a nation
to identify and combat prejudice and stereotyping.
The first theory to situate rudeness within the context of interpersonal prejudice
was the theory of selective incivility. Interpersonal discrimination differs from
formal discrimination, which is characterized by overtly discriminatory words
or actions, in that it is communicated through subtle actions while still having
the potential to represent more formal negative attitudes. The selection of such
targets—women and members of racial minorities—is systematic rather than
random, and they may be particularly likely targets for workplace incivility due
to their social group membership. Because uncivil interpersonal behaviors
appear to be harmless, offenders can hide their attitudes of discrimination
toward women and people of color behind these behaviors and maintain their
personal image.
Less attention has been paid to instances of workplace uncivility related to other
status factors, like sexual orientation. According to academics, heterosexism
and homophobia, which are frequently implicit, make workplace discrimination
against sexual minorities more likely to be subtle and covert. However, we were
unable to locate even one study that looked at sexual minorities' experiences
with workplace incivility. Research in other areas (e.g., education, cultural
studies) suggests that sexual minorities may be at risk for experiencing subtle
maltreatment.
RECOMMENDATIONS
Gender inclusive means including and giving respect to every gender (man,
woman, transgender, etc). Till now, most people accept and respect binary
people and see non-binary as like they are aliens. Thus, they are excluded from
society for not abiding by social norms. Even women many times excluded just
for being a woman.
Regarding how can we make workplaces gender inclusive, here are the
following ways: -
 Don’t limit yourself to hiring male employees only, hire diverse people
especially women and transgender.
 Don’t make an employee with specific gender perform a specific task
based on her/his/another gender. This is actually a bias toward others.
 Ensure equal pay for equal work.
 Organize gender-sensitization workshops to bring consciousness
among employees and employers.
 Avoid using such words or phrases which are sexist in nature.
CONCLUSION
Numerous advantages of a diverse and inclusive workplace have been
demonstrated by research.
 more rapid revenue growth
 increased capacity to attract a diversified talent pool increased capacity to
innovate
 Higher staff retention by 5.4 times
 One of the most crucial factors in retention is inclusion in the workplace.
Employees will eventually leave an organization if they don't believe that their
opinions, presence, or contributions are truly respected or taken seriously.
Regardless of ethnicity, gender, sexual orientation, or age, employees are
treated fairly when they believe that they and their coworkers will be, according
to our research on corporate culture.
 9.8 times more likely to anticipate starting work
 There is a 6.3-fold increase in pride in one's work.
 5.4 times more likely to wish to remain with their firm for a long time
Not only will having an inclusive workplace culture help you attract a diverse
group of talent, but it will also help you keep the diverse talent you already
have.

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SCHOOL OF LAW

SUBMITTED TO: DR. KATHRYN HUMMEL

The distinctions between main and secondary dimensions should be kept in

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