Ready For Viewing
Following are a couple more of the frequently-asked questions and the guidance that reflects input from a global team of advisors.
we need training and someone refuses to participate?
Do NOT underestimate the enormous emotional, psychological, spiritual, and political significance of this issue for everyone in the office. Handle with care.
Do NOT communicate a lack of awareness or sensitivity to the feelings of everyone on your staff, but do not coddle behaviors that undermine the values of the corporation.
Do NOT accommodate a threat to office cohesion in the name of personal moral values. If you allow an employee to absent him or herself from diversity training on gay and transgender issues without ramifications, you communicate that the company’s values are negotiable and you set a precedent for the behavior of the staff on all other company initiatives.
Do NOT be afraid to confront bias on gay, lesbian, bisexual, or transgender issues that are couched in religious views anymore than you would avoid confronting racism or sexism that is couched in statements about “freedom of religion.” The company respects the diversity of religious views but does not embrace any one religion’s doctrines. The company seeks to create an environment in which people of varying religious views can work comfortably together as a team. Consider providing training on the diversity of religious views.
DO ask for help from your Diversity and Human Resources professional. Ask them for the company’s policy on mandatory attendance.
DO be consistent. If you have not mandated training on sexual harassment, do not mandate attendance at diversity training on gay issues. If you have mandated training on sexual harassment or other issues of diversity, do not make training on gay and transgender issues optional.
DO communicate your unequivocal commitment to valuing diversity and to creating a workplace in which all employees feel safe and valued.
DO talk one-on-one with the employee who refuses to attend the training to see if you can eliminate any preconceived notions they have of the training. Provide them literature about the trainer and the program. Provide them feedback to the training from others who have heard the presentation. Ask them to come and sit with you for the first hour. Assure them that their religious values will not be assaulted.
DO explain that the entire office is attending the training as a team and that if they chose to absent themselves from the activity it reflects their lack of interest in the team. Such behavior makes them less attractive for positions of leadership.
DO explain that the training will outline which behaviors at work are considered supportive and welcoming of gay and transgender colleagues and which behaviors are considered unwelcoming and forbidden by corporate policy. Make clear that if the employee chooses to absent him or herself from the training and then inadvertently engages in behaviors that are considered hostile, that he or she cannot use ignorance or lack of awareness of the policy as an excuse and that action will be taken.
legal action is threatened?
Do NOT say anything more about the issue to the person threatening legal action. Immediately refer the matter to the Legal department and to the Human Resources office. Inform the person in question that you are unable, for legal reasons, to discuss the issue further.
Do NOT change your behavior toward the person threatening legal action. Keep the issue separate. Focus on the corporate ideals of teamwork that value diversity.
DO make clear to your colleagues your intention to maintain office cohesiveness. Discourage any discussion of the issue, explaining that it has been referred to corporate legal counsel.
