Ellis' enthusiasm during the online conversation speaks volumes. “Doing interviews and informing people about the need for a safe working environment, that's what gives me energy,” she says with a smile from a living-working room somewhere in Ghent. "I see attention as confirmation that what I do is important."
This brings us straight to the essence. A safe workplace where everyone can be themselves is a global goal. Not only for women, but also for LGBTI + persons. "The pursuit of equal opportunities came with me from home, but it is also something for which I receive support from my diverse circle of friends."
Ellis Aukema (27). Graduated as a social worker and active at LGBTI umbrella çavaria. Project manager for Prevent, a European project of Belgian, Bulgarian and Portuguese organizations on the well-being of LGBTI + persons in the workplace.
Is discrimination against LGBTI + people at work a problem?
"Yes! Although it is not visible at all to many people, it is ubiquitous. Even before you are well and truly on the work floor.
Imagine that you are applying: you go to a job vacancy website and you see that a new job is open to 'man or woman'. You surf to the employer's website and only see happy straight couples. Others think: 'what a pleasant company that I join with my traditional family.' You think, "I don't belong here."
Companies don't do that on purpose. But if they do not adopt an inclusive attitude, LGBs or trans people will drop out. However, with different photos, some refined language and a text accompanying your vacancy that the job is open to all candidates, you can make a big difference. Introducing yourself as diverse will therefore indirectly make you more diverse. ”
And in the workplace itself?
“There is not always malicious intent there either. Discrimination is often hidden in small gestures or statements. If you hear a colleague say that something is 'so gay', then as a LGBTI + person you will be less likely to be yourself. However, that is not necessarily the intention of that colleague.
The fear of 'betraying' yourself is bad for the working atmosphere. If a coworker asks you what you did on the weekend, be on your guard. Does my colleague know that I have a same-sex partner? Does that person know that I do cross-dressing in my spare time? How did it react in the past to situations linked to gender expression and identity? '
People have to ask themselves these questions over and over again. Because that situation keeps recurring, in different contexts with different colleagues. If you always have to be wary of having an everyday conversation, it means the workplace is unsafe to be yourself.
And what if you don't care about that?
“The shock I describe is not without reason. Anyone who is vulnerable leaves the door open to counter-reactions. That goes from not being invited to an after-work drink because you are different, to sexual harassment or violence.
We also see that during the corona pandemic, these problems are increasing due to working from home. Especially because the distance and the digital consultation lead to misunderstandings that often come in very hard. ”
Why is the workplace an important place in the fight against discrimination?
“95% of LGBT people run into hatred. I'm straight myself, but I have a lot of LBGTQ friends. Last year, two friends of mine were beaten up in Ghent for being gay. If you work full-time, you will be at work five days out of seven. Those gigantic figures are also reflected there.
Well-being at work deserves a lot of attention. Being discriminated against based on who you are is detrimental to your well-being. 85% of LGBs have already had suicidal thoughts. 25 to 30% have already made a suicide attempt. That well-being is therefore under pressure.
These figures now cover 10% of our population. Whether you work at Unia, in the Volvo factory or with the Flemish government: you are entitled to a safe working environment. ”
Figures on discrimination against LGBTI + persons in the workplace:
20% of LBGTI + persons in Belgium are discriminated against when looking for a job
72% of Belgian LGBTI + persons are unable to be open about gender identity or sexual orientation at work
In 20% of European LGBTI + persons, the most recent confrontation with harassment occurred specifically at work
Why does an entire environment have to adapt to a few individuals?
“It is not true that an inclusive workplace is an advantage for LGBTI + persons and a disadvantage for others. People who work happily work better. Do you want to make the most of it together with your colleagues? Do you want your business to run smoothly? Then you have to be inclusive.
Of course, change takes time and perhaps some money for business leaders. But that's okay. The small steps we take will make the difference in the long term. Adjust the texts on the website, put some different images on it. It all has a low cost, but a big impact. I notice that many companies easily agree with that way of thinking, but have simply never really thought about it. ”
But the machos do have to make a big effort ...
“That is also incorrect. Who is annoyed by slightly modified texts on the company website? A more diverse photo on the homepage? For LGBTI + persons this is a big step, for macho men it is an afterthought.
By the way, are you less straight because your colleague is gay? ”
Mediation
What about the most extreme LBGTQ haters in the workplace?
“You can always talk to extremes. There are good examples where perpetrators of aggression are brought into contact with their survivors through mediation. Such conversations often result in fruitful change.
With Let's Go By Talking, another project that I follow up, we want to apply this form of recovery mediation to hate crimes against LGBTI + persons. But of course you shouldn't wait for something punishable to happen. You can convince people perfectly with a mediator or training. ”
Do union representatives have a role to play?
"Definitely. There are always people who we do not reach despite our versatile training. Delegees can promote inclusion in that group. They also have more options to put management under pressure.
They can raise gender inclusion with colleagues, with the occupational safety and health committee. But they can also retrain themselves. For example, we have the free tool where we explain different concepts around LGBTI via the gender cake. ”
Finally: what should an LGBTI + person do if they feel unsafe in the workplace?
“There is no unequivocal answer to that. There are also many thresholds along the way. First and foremost, you must recognize that there is a problem, that it is linked to your gender identity or expression.
After that it is important to gather the courage, to confide in someone and to talk about it. This can be done with a friendly colleague or the confidant at work. You can then raise the problem together, with the perpetrator, boss or in a group at a team meeting.
But once you've gone through all those steps, you may still feel unsafe. That you run into intimidation or violence. Then go to our Lumi helpline for advice. Or contact Unia, which can take legal action and file a civil party.
So there is no ready answer. Except what applies to everyone: do what makes you feel good and be who you are. ”