A healthcare organization’s LGBTQ+ employees play a vital role in ensuring LGBTQ+ patient-centered care by informally educating their co-workers about patient 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 healthcare organizations are committed to LGBTQ+ non-discrimination can create a positive workplace environment and are deeply appreciated by LGBTQ+ members of the community.
The Joint Commission’s LGBT Field Guide explicitly notes that a hospital can only provide welcoming and competent care through a workforce that is prepared to do so. The first step in delivering LGBTQ+ patient-centered care is to take steps to provide equitable treatment and inclusion for its LGBTQ+ employees by having an employee non-discrimination policy that includes both “sexual orientation” and “gender identity or expression.”
A facility must clearly post a non-discrimination statement that includes protections for both sexual orientation and gender identity or expression. Statements such as “XYZ Hospital is an Equal Opportunity Employer” do not count for credit because federal equal opportunity employment laws do not include sexual orientation and gender identity or expression.
To receive credit in the HEI, a facility must:
Upload a copy of the facility's employment non-discrimination policy or equal employment opportunity policy.
Examples:
Cedars-Sinai (Los Angeles, CA)
This LGBTQ+ inclusive employment non-discrimination policy clearly includes the terms “sexual orientation,” “gender identity” and “gender expression,” along with ensuring that the policy applies to all aspects of employment.
Cedars-Sinai does not unlawfully discriminate on the basis of race, religion, color, national origin, citizenship, ancestry, physical or mental disability, legally protected medical condition (cancer related or genetic characteristics or any genetic information), marital status, sex, sexual orientation, gender identity, gender expression, pregnancy, age (40 or older), military and/or veteran status or any other basis protected by federal or state law. All personnel decisions are to be administered in accordance with this policy and in compliance with applicable federal and state law, including, but not limited to, decisions regarding recruitment, selection, training, promotion, compensation, benefits, transfers, lay-offs, tuition assistance, and social and recreational programs.
UAB Medicine (Birmingham, AL)
UAB’s non-discrimination statement includes their commitment to diversity and culture in addition to being LGBTQ+ inclusive.
UAB Medicine is an Equal Opportunity/Affirmative Action Employer committed to fostering a diverse, equitable and family-friendly environment in which all faculty and staff can excel and achieve work/life balance irrespective of race, national origin, age, genetic or family medical history, gender, faith, gender identity, and expression as well as sexual orientation.
Palms of Pasadena Hospital (St. Petersburg, FL)
This LGBTQ+ inclusive employment non-discrimination policy clearly includes “sexual orientation” and “gender identity,” and enumerates its applicable aspects of employment.
Equal employment opportunities are provided to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, sexual orientation, gender identity, genetic information or status as a Vietnam-era or special disabled veteran in accordance with applicable federal laws. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, transfer, leaves of absence, compensation, and training.
To receive credit in the HEI, a facility must:
Include at least one example of how the policy is publicly communicated. Our preference is for a website posting, however, you can also upload job descriptions that include this policy statement, etc.
More information:
The HEI 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.
This policy must be communicated to prospective and current employees in at least one of the following ways:
Examples:
Posted on employment page of website:
Posted on job announcements:
Posted on job applications/job application system: