Today, many people must have experienced that LGBTQ ideology does not stay in the bedroom or is limited to a thematic period. Those who work for multinational companies are in a kind of special situation in this circle, because a "competition" has developed there as to which company - according to Anglo-Saxon terminology - is the most LGBT+ friendly. Sensitization takes place in several ways and levels in these places, often putting the majority in an unpleasant situation, who may not necessarily agree with all demands and insights.
Some companies invest serious energy and money in developing the deepest possible pro-inclusion policy by, for example, providing equal benefits (e.g. flask program, transgender surgery, tax breaks) to same-sex couples, or supporting LGBT+ groups and platforms with different resources. creation within the company. What's more, they organize various workshops for non-LGBT+ colleagues, where they are bombarded with various unpleasant questions and instructed with educational materials on how to accept people of other sexual orientations.
You can also hear about countless cases where there are different quotas not only for the proportion of women, but also for people who are gay or of other orientations. One begins to believe that it no longer matters who does the work and how, but what gender or what color their skin is. We have also heard stories where a manager primarily focuses on gender, skin color, sexuality, etc. with new colleagues. was taken into account, and only then did it matter at what level he could perform the work. Or maybe it doesn't even matter anymore?
Over time, the fight for the rights of various minorities and their acceptance by the widest possible audience rose to a very high level. So much so that the UN prescribes a Form of Conduct for companies on how to deal with discrimination against LGBT+ communities (Standards of Conduct for Business). This document describes in detail how companies should respect and support LGBT+ communities in everyday life, at work and during economic activity. Unfortunately, such recommendations completely ignore the religious and cultural traditions of different nation-states. They unwittingly set up competition between individual countries and companies, not to mention providing tacit support and a reference base for further dissemination of the principles.
In their research, the largest consulting companies try to show that diversity and an inclusive work environment have a positive effect on the performance of companies. According to their claims, companies that supported and reinforced the aforementioned ideology performed better than those that did not. Moreover, even in the current economic downturn caused by the coronavirus epidemic, they are trying to persuade companies not to give in to the temptation and insist tooth and nail on maintaining the various quotas.
Behind the whole economic (?) theory is the fact that teams, organizations and companies will only be more successful if they devote most of their energy to diversity. Global organizations and corporations work every day to influence and force us to accept a particular ideology 24 hours a day. Right now they are putting the LGBT+ community on their banner, but who knows how long the "state of grace" will last for this sexual minority?
Source: 888.hu
(Cover image source: Twitter/Nasdaq)
