Taking Pride with your mobility program's Duty of Care (and some great resources!)

In a past post, we shared information on the Municipal Equality Index (MEI) and asked "What does the MEI mean for DEI?" As a reminder, the MEI examines how inclusive municipal laws, policies, and services are for LGBTQ+ people who live and work there. Cities are rated based on non-discrimination laws, the municipality as an employer, municipal services, law enforcement and leadership on LGBTQ+ equality. 

Since we posted last year, a new report was produced and here we update a few interesting stats that this MEI celebrated:

• There were 120 "100-point cities", up from 110 last year.

• It was another record year with 188 cities offering transgender health care benefits to city employees, compared to 181 last year.

• 80 “All-Star” Cities—cities that scored above 85 points despite being in states with no state-level explicit statutory non-discrimination protections for LGBTQ+ people—compared to 74 last year.

• There were 41 municipalities with anti-conversion therapy ordinances in states with no state-level protections, down from 43 last year.

In the midst of Pride Month, this report shares that "In a year where hostility to LGBTQ+ people was at historic levels, cities continued to push forward on matters of equality. The 2022 boasts more perfect scores, a higher overall average, 75% of scores better than 51 points, and sustained success in every region of the country. Once again, the MEI has shown that regardless of what’s happening in state legislatures, local leaders understand the ongoing need to ensure that the people in their communities are safe, seen, and served." 

This is a great report to dive into as further DE&I initiatives get considered. Another great resource to tap into is the "Movement Advancement Project" which aims to advance policy through rigorous data analysis, collaboration through coalitions and partnerships, and conversation with messaging and communication tools. Check out their Snapshot Map which looks at LGBTQ+ equality by state. The site lets you sort by state or issue.

When it comes to relocation, LGBTQ+ individuals may be exposed to unique risks, sometimes deadly, that can be hard to notice. I want to share a really great podcast episode from Crisis24, from their Risk Insight series called, "Duty of Care Best Practices for LGBTQ Personnel". They discuss the importance of a risk management program that factors in potential threats to LGBTQ+ personnel and considerations to ensure the safety of your employees. They also share insights into the risk profile and operating environment for higher-risk locations and provide recommendations for organizations looking to implement a comprehensive duty of care program. 

Here are some additional stats from Travel Guard to consider and wrap your head around:

• 82% of LGBTQ+ travelers say they have had less-than-welcoming - or uncomfortable - experiences when traveling, with 65% reporting they have to consider their safety and wellbeing.
• LGBTQ+ travelers from India (100%), Denmark (97%) and Mexico (93%) have negative public experiences more frequently.
• 65% of LGBTQ+ travelers say they have experienced discrimination while traveling, citing stereotyping (28%) and being stared at, laughed at or verbally abused by other travelers (18%) or locals (17%) as top offenders.

How is your mobility program currently supporting employees who may be experiencing some of these things? Do you currently offer resources to mobile employees that would provide insights and guidance for their unique situations, needs, and concerns? As companies grapple with DE&I initiatives, wellbeing challenges and overall duty of care, consider how you can turn the dial to provide greater support and care of those in the LGBTQ+ community being better supported by global mobility.