5 Tips for Supporting Your Relocating LGBTQ+ Employees

Last year, we shared some new resources in this post: Taking Pride with your mobility program's Duty of Care (and some great resources!) This report shared that “In a year where hostility to LGBTQ+ people was at historic levels, cities continued to push forward on matters of equality.” 

Ultimately, to support good duty of care, businesses need to carefully plan for business trips abroad to ensure a smooth and safe journey, especially for LGBTQ+ employees who may face more obstacles or safety risks. According to this article from Fisher Phillips, more than 60 countries still criminalize same-sex relationships, so employers should take proactive steps to support LGBTQ+ workers during international travel.

Global mobility programs can use this article as a foundation for mobility support, especially during travel. Here are some recommendations:

How to Support Your LGBTQ+ Employees on International Business Trips: 5 Tips for Employers

1. Companies should create a comprehensive travel resource kit that includes information and tools for diverse employee needs, such as LGBTQ+-specific guidance from the U.S. State Department and IGLTA. 
2. Employers should also research each destination's laws, cultures, and practices, as these can vary widely and impact LGBTQ+ travelers.
3. When making travel arrangements, allow employees to book everything in advance to ensure they select  friendly options. Provide additional safety measures like legal support and an emergency plan. 
4. Respect individual employee circumstances and privacy - don't make assumptions or be overly restrictive based on sexual orientation.
5. Training for both employees and managers is key. Prepare staff for potential obstacles, cultural differences, and company policies and procedures. Managers should understand the risks and how to support employees. Offer cultural training as well.

The goal is to facilitate a safe and successful journey for everyone, making sure employees have the right contacts and a plan in case any issues arise. Proactive planning and an inclusive, safety-focused approach are essential for supporting LGBTQ+ workers abroad, especially for short-term assignments and international business trips.

If you're looking for more information on duty of care, LGBTQ+ relocation, and DEIB, use our search bar to see other posts on these topics!