Companies as outposts of social change

In creating more inclusive workplaces, companies play a key role in promoting the rights of the LGBT+ community. And while the legislature still struggles to address these issues, more and more companies are getting ahead of the curve in areas such as anti-discrimination and extending benefits to same-sex families.

"Once the barrier of silence was overcome and the importance of addressing the issues of inclusion with respect to actual orientations and gender identities was understood, companies proved to be quicker to change than society thanks to organisational and decision-making flexibility," comments Igor Suran, executive director of Parks - Liberi e Uguali, a non-profit association set up to support employers in valuing Lgbtq+ diversity and which now has 130 affiliated companies.

In developing good diversity-friendly practices, companies show that they are ahead of the game in three areas. The first is the fight against homo-lesbo-bi-transphobia. "In the absence of a law," explains Suran, "companies can implement a system of awareness-raising, as well as monitoring and control, to prevent cases of discrimination through codes of ethics and conduct and charters of values.

Another outpost is the protection of parenthood in the case of homogenous families by equalising benefits and leave and extending them to those experiencing unrecognised parenthood. The third area in which the company can offer support is in the path of gender affirmation. "By acting with internal guidelines and policies, companies can create a system of facilities for people in transition, recognising their gender and name of choice and allowing them to live out their identity even before the law establishes gender reassignment".

Those who are committed to building environments where every voice is valued also have a responsibility to communicate this externally: "By showing the value created, companies engage employees, customers and suppliers in a new narrative and become agents of change," says Suran. The duty is also towards the new generation of workers. According to the Ipsos Lgbt+ Pride 2024 survey, in generational terms, GenZ shows the highest percentage of people who identify as Lgbtqia+, with an average of 17 per cent compared to a percentage of five per cent among Baby Boomers. "Identifying brings with it expectations," comments Suran, which is why inclusion strategies must also be addressed in talent attraction and retention activities.