e-Learning Blog

●Meaning of LGBT Terminology

"LGBT" is already a common term that is becoming more widespread, but let's review its meaning again. LGBT is a general term that refers to sexual minorities, and it stands for L (Lesbian: a woman who is attracted to other women), G (Gay: a man who is attracted to other men), B (Bisexual: a person who is attracted to both men and women), and T (Transgender: a person whose gender identity differs from their assigned sex at birth).

Recently, there have been cases where the letters "Q" or "QIA" are added after LGBT. These letters indicate the following:

Q (Questioning): People who are unsure of their gender, intentionally undecided, or fluidly determined.

I (Intersex): A person whose physical sex falls between the typical definitions of male and female, or cannot be clearly defined as either.

A (Asexual): A person who has little or no romantic or sexual attraction towards others

In addition, there may also be a "＋ (plus)" added to represent undefined genders, and it may be expressed as "LGBTQ (+)" or "LGBTQIA (+)".

The background behind the creation of such words is the increasing awareness and opportunities for people to think about and express their own sexuality, brought about by the spread of the term LGBT. It should also be noted that not everyone belongs to the categories of L, G, B, or T. In this article, we will use the term LGBT, but it is important to keep in mind that one's understanding of their own sexuality is personal and there are various other ways of expressing it besides LGBT.

●Issues faced by LGBT in the workplace

According to a survey on the reality of LGBT by the Ministry of Health, Labour and Welfare, more than 30% of LGB and more than half of T respondents answered that they have "problems in the workplace". Specific examples of these problems include "difficult to talk about personal matters in the workplace", "having to pretend to be heterosexual", and "having to behave as a gender different from their own". It is imaginable that constantly pretending to be someone else is a major source of stress for those involved.

In addition, the fact that the internal environment and internal systems are created with heterosexuals in mind is also one of the causes of LGBT issues. For example, not being able to use toilets or uniforms that match one's self-identified gender, or being limited to only those with opposite-sex spouses for welfare benefits, are situations that can make LGBT individuals feel uncomfortable.

・Questions about marriage and children
・Teasing of unmarried individuals
・Asking about preferred gender or celebrity type
・Inquiring about sexual preferences
・Derogatory terms such as "gay" or "lesbian"
・Forcing traditional gender roles
・Judging based on physical appearance or gender identity
・Prejudiced remarks towards LGBT individuals

Furthermore, there has been a growing issue of discrimination and bullying towards sexual orientation and gender identity, known as "SOGI harassment". This includes discriminatory behavior, ridicule, and physical and mental harassment, as well as cases of disadvantage in social life such as forced transfers, job rejections, and dismissals in the workplace.

In such a situation, if one feels difficulty in working due to being a sexual minority, it may be a trigger for choosing to change jobs. In other words, in companies without measures for LGBT, it is possible that the person in question cannot work with peace of mind and safety, and as a result, may leave the workplace. For the company, losing valuable talent can be a significant loss.
However, on the other hand, in companies where LGBT measures are implemented properly, it can be expected to improve employee's workability and productivity, and also achieve smooth recruitment and retention of excellent talent.

※For more information on SOGI harassment, please see here.

The population ratio of LGBT in Japan is 5-8%, with a total of about 6 million people. In other words, it can be calculated that 1 out of 13-20 people is LGBT. Even in the workplace where we spend our daily lives, there may be many LGBT individuals who are not open about their identity. This applies not only to employees, but also to customers and business partners. That is why it is important for companies to understand and take measures for LGBT from the perspective of customer satisfaction and marketing.

●Conscious of LGBT in customer support

In industries such as food and beverage, real estate, and accommodation, which often directly interact with consumers, there has been a movement to update customer service with consideration for LGBT individuals.
For example, same-sex couples celebrating their anniversary at a restaurant may feel uncomfortable if treated as just friends by the staff, or a couple looking for a rental property to live together may be denied solely because they are of the same sex. In the past, there have been cases where LGBT individuals were treated unfairly.

To prevent such troubles, each industry strives to improve services that can be used comfortably by LGBT individuals by creating their own customer service manuals and conducting role-playing. Of course, such improvements in service quality also lead to increased convenience for diverse individuals such as women, foreigners, and people with disabilities.

●Market Value of LGBT

The "LGBT market," which targets LGBT as customers, has a survey result that it is worth about 5.94 trillion yen domestically, and can be considered as a promising consumer group. However, it is important to not only target LGBT individuals directly, but also to have the perspective that "there may be LGBT individuals among our customers," and to provide services and products that are considerate of various people.

As a result, it is expected to lead to the expansion of consumer activities and the improvement of corporate image, and to generate significant economic effects. LGBT-related consumer activities are also known as "rainbow consumption" and are attracting attention as one of the important means for companies to secure profits.

<LGBT-friendly rainbow consumption examples>
・Wedding services that also support same-sex marriage
・Insurance that allows same-sex couples in a common-law marriage to designate each other as beneficiaries
・Clothing with a wide range of sizes that can be worn regardless of gender
・Underwear for people with a female physical gender who wear men's clothing
・Accommodations that allow same-sex couples to use double rooms
・Marriage counseling for same-sex couples

●The presence of "Ally" who understands and supports LGBT

There are companies that provide products and services that are considerate of LGBT individuals, represented by the Rainbow Consumption, and there are companies that actively work on support and measures for LGBT employees, which are sometimes referred to as "Ally Companies".

"Ally" is derived from the English word meaning "supporter, alliance, ally," and it is a term that represents someone who wants to understand and support sexual minorities such as LGBT. "Ally" also refers to someone who faces various issues of minorities and takes action together, not just limited to LGBT.

As understanding of LGBT expands, the circle of allies is also spreading within companies. More and more companies are participating in PRIDE events (events aimed at creating a society where sexual minorities can live positively without discrimination or prejudice) held in various locations and introducing their own initiatives. The "LGBT - Ally Project" aims to promote allyship and has attracted attention with the participation of notable companies such as Sony Group, Softbank, Mitsubishi Electric, and Japan Airlines.

At PRIDE events, you may be familiar with the image of the rainbow colors consisting of red, orange, yellow, green, blue, and purple as a symbol of the LGBT community. This is a symbol color representing sexual diversity, and by showing it, you can declare "I am an ally." Some companies and stores may also display rainbow color stickers at their entrances or storefronts to show their support for allies.

Including the cases introduced so far, there are various efforts made by companies for the purpose of supporting LGBT. The Ministry of Health, Labour and Welfare explains these efforts in seven perspectives.
When considering measures to support LGBT in your company, why not refer to the following?
Reference: Ministry of Health, Labour and Welfare "Towards creating a workplace environment where diverse talents can thrive ~ Introduction of case studies of companies' efforts regarding sexual minorities ~"

(1) Establishment and dissemination of policies and creation of a promotion system
As a company, we will clearly state our policy of creating a workplace environment where diverse talents can thrive regardless of sexual orientation or gender identity, and promote it widely both internally and externally, which can lead to gaining trust from employees, including LGBT individuals.

In addition, there is a tendency for individuals to hesitate to reveal their sexual orientation or gender identity, and even if they want to seek support, they may not be able to speak up. Therefore, there have been cases where anonymous surveys have been conducted on the workplace environment to capture these voices.

(2) Promotion of Understanding through Training and Awareness
First, it is important for each employee to have a basic understanding of sexual orientation and gender identity. We will actively promote understanding through training and awareness activities. The training content includes not only basic knowledge, but also case studies on harassment, outing, and coming out.

(3) Establishment of Consultation System
If the parties want to consult with the company about sexual orientation or gender identity, they will be able to work with peace of mind if the consultation or resolution process is clear in advance. However, if the person in charge does not have appropriate knowledge about LGBT, there is a risk of secondary damage or outing by consulting. It is important for the person in charge to receive training and increase understanding, and to ensure confidentiality and consideration for outing, and to make it known.
*Outing: The act of disclosing sexual orientation or gender identity to others without the consent of the person in question. It should never be done.

(4) Efforts in Recruitment and Employment Management
There is a possibility that the applicant may be a party involved. In order to avoid unintentionally hurting the other person during the interview, it is necessary to learn appropriate knowledge and response methods. In addition, in recruitment, it is necessary to conduct healthy recruitment activities based on fair recruitment criteria and methods so as not to exclude specific individuals. In addition, if there is a coming out during the recruitment process, it is necessary to handle sensitive personal information carefully.

Furthermore, it goes without saying that fair and equal treatment, regardless of sexual orientation or gender identity, is required in employment management situations such as placement, promotion, and advancement.

(5) Efforts in Welfare Benefits
We will review the welfare benefits system as needed to ensure that employees are not hindered from using it. It is important to be mindful of how employees apply for various benefits, handle information, and consider the range of people who can access the information, in order to avoid unintended disclosure or outing.

(6) Establishment of a comfortable working environment for transgender employees
In particular, for transgender individuals (including those with gender identity disorder), there may be cases where consideration is necessary for working in their self-identified gender appearance and attire, as well as for using facilities such as restrooms and changing rooms.

<Workplace Environment Improvement Examples>
・Consideration in placement, fair evaluation in placement/promotion/advancement, prevention of harassment and outing
・Consideration for use of toilets and changing rooms, receiving health checkups
・Use of preferred names, dress code, treatment of gender
・Response to hormone therapy and gender confirmation surgery

(7) Creating a Support Network in the Workplace
By expanding the support network, we can increase allies and promote the company's efforts both internally and externally. Network building can be divided into two main categories.

■ Initiatives to Increase Understanding and Support
Some individuals feel more comfortable working in an environment where there are people (allies) who have declared their understanding and support for LGBT individuals. Some companies actively support employees who voluntarily declare themselves as allies, and make efforts to provide a support system for those individuals.

■Sponsorship and exhibition for projects related to sexual orientation and gender identity
There are also companies that sponsor and exhibit at LGBT events held in various locations. Sponsorship and exhibition provide opportunities for employees to interact with members of the LGBT community and deepen their understanding. Furthermore, it can serve as an opportunity for companies to demonstrate their sincere efforts both internally and externally.

Here, we introduce specific initiatives of each company that consider LGBT employees and customers. All of these initiatives are designed to support LGBT individuals and promote a lively working environment for all employees. Please take a look for reference.

●Electrical Equipment Manufacturer's Case

〈Promoting Understanding through Training and Awareness〉
In addition to human rights awareness training for all employees, LGBT is also addressed as a theme in mandatory training programs for different levels such as new employee training and manager training. Furthermore, we are also committed to workshops and seminars in collaboration with external organizations.

〈Establishment of Consultation System〉
We have set up a "Human Rights Consultation Desk" to promote the creation of an environment where each employee can fully demonstrate their abilities without having their identity violated. The consultation desk is also available at each regional office in addition to the head office.

Initiatives for Recruitment and Employment Management
We do not have a gender section on our entry sheet. We provide LGBT training for recruitment department staff.

〈Establishment of a comfortable working environment for transgender employees〉
If there are requests from transgender employees, various support will be provided based on their gender identity. In addition, the installation of multipurpose toilets is also being expanded. (Examples of support: health checkups, name display in the workplace, clothing, support for continued employment during treatment or surgery, etc.)

●Airline Case

<Learning Designer>
Implemented e-learning for human resources personnel, management, and all employees in the group to enhance understanding through training and awareness activities.

〈Establishment of Consultation System〉
A dedicated consultation window for LGBT has been set up in the Human Resources Department to accept consultations by phone or email.

〈Initiatives for Recruitment and Employment Management〉
We are promoting understanding by informing recruitment interviewers about basic knowledge of LGBT and points to note in recruitment activities (such as how to respond if someone comes out, and things that LGBT job seekers may struggle with).

● Securities Company Case

〈Promoting Understanding through Training and Awareness〉
We plan and manage information dissemination and events related to three themes: "multiculturalism," "sexual minorities such as LGBT," and "persons with disabilities." As an example, we hold an "LGBT Week" event where we invite LGBT speakers and display materials related to LGBT.

〈Establishment of Consultation System〉
We have set up a consultation hotline, "Sexual Harassment and Power Harassment Hotline", where individuals can consult without being identified.

〈Initiatives for Recruitment and Employment Management〉
In the interview guidance for new graduate recruitment, explain the prohibition of discrimination against LGBT individuals to the interviewer.

〈Initiatives in Welfare Benefits〉
There is a "partnership system" that does not discriminate based on gender, where partners can apply for and receive approval to use certain welfare benefits. The eligible benefits include bereavement leave, childcare and nursing-related leave, and assistance with expenses related to the relocation of partners regardless of their gender during overseas transfers.

In addition, we have created a guidebook that clearly outlines the company's policies and systems regarding support for transgender employees, including procedures for gender confirmation surgery, vacation systems, promoting understanding among colleagues, and support systems.

●Case of Foreign IT Companies

〈Establishment and dissemination of policies and creation of a promotion system〉
Addition of description related to LGBT to the corporate policy letter that clearly states the company's stance.

<Training and awareness to promote understanding>
"Work with Pride (wwP)" has been launched as an activity theme for the workplace and LGBT, and is conducting awareness activities to promote understanding of LGBT.

〈Initiatives in Employee Benefits〉
Provisions are made to treat same-sex partners equally as spouses in employee benefits and personnel systems.

We have seen various efforts by companies to support LGBT. One of the key aspects that must be emphasized is gaining basic knowledge about LGBT and deepening understanding of the community. In order to do so, it is essential to conduct "LGBT training".

One suggestion we would like to propose is an LGBT training using e-learning materials.
E-learning allows for learning at the best timing regardless of time and location, making it a convenient tool for busy professionals. Additionally, from the perspective of administrators, it can save various troublesome tasks such as venue preparation and setting up multiple classes, and it is also expected to reduce costs compared to group training.

Human Science's e-learning material "STOP! Harassment - Basic Knowledge of Workplace Harassment" not only provides the latest information on SOGI harassment, which is also related to LGBT, but also includes practical and useful curriculum such as how to deal with harassment and where to seek help. In addition to SOGI harassment, it is also possible to learn about the "3 major harassments" of power harassment, sexual harassment, and maternity harassment.

To create an internal environment where all employees, including those who identify as LGBT, can fully express their individuality and abilities. First, why not take a step towards becoming an "ally company" by updating internal awareness through easy-to-learn e-learning?

Please also check here.
STOP! Harassment - Basic Knowledge of Workplace Harassment -