May 17 Brings Private Sector and LGBTI+ People Together
30/04/2024 | 17 Mayıs
LGBTI+ Inclusive Practices in the Private Sector Panel was held in Ankara on April 26.
May 17 Association and KaosGL shared their research on the situation of LGBTI+ employees in the private sector and the problems of LGBTI+ people in employment with a panel of private sector representatives and other participants in Ankara. Solution proposals were also presented at the panel.
LGBTI+ Inclusive Practices in the Private Sector Panel was held in Ankara on April 26th. The panel started with the presentation of the 2023 Research on the Situation of LGBTI+ Private Sector Employees in Turkey. At the opening of the panel, Umut Güner discussed the general objectives of the research and the experiences of LGBTI+ people in the business world in detail. Güner emphasized that in their contacts with trade unions and private companies, most of the time, these institutions are not aware that LGBTI+ persons are their employees, and that they think that these sexual minorities are outside the society. He also stated that it is not taken into consideration that LGBTI+ persons may also have families and partners, that employees from sexual minorities cannot benefit from the same rights as cis hetero employees, and that they can often work even on holidays.
"It's Hard To Get Discrimination Data Because People Are Closeted"
After Umut Güner's opening, Reyda Ergün made a presentation on the findings of the 2023 Research on the Situation of LGBTI+ Private Sector Employees in Turkey. Within the scope of the research, the discrimination that LGBTI+ persons face or are likely to face in recruitment processes and in their working lives and the mandatory confidentiality strategies developed by LGBTI+ persons against this discrimination were mentioned. According to the research, LGBTI+ persons may have to hide their identities at workplaces against the risk of discrimination, and they may prefer not to apply to trade unions, professional organizations, or judicial remedies in case of discrimination. The session ended with a question-and-answer session.
“Labor Law Says No Discrimination”
The panel continued in the afternoon with the presentation of Recommendations for LGBTI+ Inclusive Workplaces by Defne Güzel, Chairperson of the Board of Directors of 17 May Association and Janset Kalan, International Relations Officer. Opening the presentation and introducing the publication of the same title, Defne Güzel pointed out that LGBTI+ employees' lifelong learning and acquisition of basic competencies can be interrupted due to discrimination in workplaces, and that they are left socially, politically and economically vulnerable. Güzel stated that there is a wide range of discrimination in recruitment, working life and the process of leaving the job, and that there are deficiencies in the recognition of differences and equal approach.
Article 5 of the Labor Law states that “Discrimination in the workplace based on language, religion, race, sect, color, disability, political opinion, gender and similar reasons is prohibited.” Pointing out that, Güzel stated that LGBT+ people gaining freedom in business life is also a matter of feminism and can eliminate gender discrimination against women.
In her suggestions for workplaces, Defne Güzel included not considering all employees as cis hetero and accepting the existence of LGBTI+ employees, not using gender-based expressions such as “having done military service” and similar expressions in job postings, offering the person the chance to give their own name even if it is obligatory to ask the legal name in applications, and preferring expressions such as “Do you have a partner?” instead of “Are you married?”.
“Not All Trans People Can Be Out and Visible"
In her speech, Janset Kalan explained why inclusiveness is important in workplaces, pointing out that LGBTI+ employees work more efficiently in safe and peaceful work environments where they do not have to hide and that discrimination reduces productivity in the workplace and leads to cost loss according to studies conducted abroad. Stating that not every trans person may be visible, Kalan said that workplaces should be ready for this situation before encountering a trans employee and should prepare their inclusive policies. She emphasized that according to studies, employees who do not have to live a double life by hiding themselves in the workplace have much lower rates of anxiety, depression, and burnout. Loyalty to the employer and the workplace is also stronger in these employees as a part of work ethics.
She stated that every remaining workplace should have an anti-harassment policy, and that in case of discrimination and harassment, it should be determined who can apply where and how, and how the issue will be resolved. She also pointed out that gendered spaces such as locker rooms and restrooms in workplaces can be made suitable and egalitarian for all sexual identities and orientations with very low-cost and simple measures. Finally, Kalan emphasized that an LGBTI+ equality approach should be adopted in the surveys and documents used in the workplace.
While the session ended with a question and answer session, the panel celebrated April 26th Lesbian Visibility Day, and ended with the presentation of the Lesbian Human Rights Report.