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Employment Non-Discrimination Overview

An organization’s LGBTQ employees play a vital role in ensuring LGBTQ resident support and safety by informally educating their co-workers about resident concerns, offering feedback about organizational policies and practices, and conveying the organization’s commitment to LGBTQ equity and inclusion to the local community. 

An employment non-discrimination policy that explicitly bans discrimination on the basis of sexual orientation and gender identity ensures equal treatment for LGBTQ employees and also sends a welcoming message to LGBTQ job applicants, helping the organization retain and recruit a diverse, talented staff. 

Including the terms “sexual orientation” and “gender identity or expression” in an employment non-discrimination policy underscores an employer’s dedication to workplace equity. It is becoming commonplace for employers’ non-discrimination statements to include the terms “sexual orientation” and “gender identity or expression.” For example, a majority of the country’s Fortune 500 employers have explicit, LGBTQ-inclusive nondiscrimination policies. In some cases, inclusion of these terms reflects state law, indicating that the organization is aware of and committed to legal requirements of non-discrimination. 

In areas without a state law prohibiting LGBTQ discrimination, adding “sexual orientation” and “gender identity” to a non-discrimination policy affirms an employer’s commitment to workplace equity and inclusion. Explicit statements that long-term care communities are committed to LGBTQ non-discrimination can create a positive workplace environment and are deeply appreciated by LGBTQ members of the community.

Does your employment non-discrimination (equal opportunity) policy explicitly include any of the following in the enumerated list of protected classes: sexual orientation and gender identity/gender expression?

Below are some examples of how various long-term care communities include the terms “sexual orientation” and “gender identity and expression” in their employment non-discrimination policy.

 

For example:

Employee Non-Discrimination Policy at Woodland Pond at New Paltz

Which way(s) do you share your employment non-discrimination policy statement with the public?

The LEI requires survey participants to document not only that they have an LGBTQ-inclusive Employment Non-Discrimination Policy, but also that they make this policy readily accessible to the public and job applicants.

Sharing the employment non-discrimination policy is a best practice because it not only provides important information to employees, it also acts as an effective recruiting tool for potential new employees.  Prospective employees who are LGBTQ will be more likely to apply to work for your community when they see sexual orientation and gender identity/expression included in this policy.

This policy must be communicated to prospective and current employees in at least one of the following ways:

  • Posted on employment page of website
  • Posted on job announcements
  • Posted on job applications/job application system
  • Posted in employment brochure
  • Following are some sample communications from long-term care communities.

For example:

Front page of Woodland Pond at New Paltz employment application includes a copy of the community's inclusive employee non-discrimination policy.