Healthcare is a unique culture dealing with vulnerable patients and employees committed to quality patient care. However, research states that LGBT patients are treated in a more abusive manner than straight patients. How does the misconduct to LGBT patients impact your LGBT employees? We know that healthcare does employ LGBT people. How does your organization prevent sexual discrimination at healthcare? Do you intentionally recruit the LGBT community as employees in your healthcare organization? Do you know how to assist a transgender employee in transitioning? Does your marketing for employees (and patients) include images representing the LGBT community?
Healthcare organizations have made progress towards LGBT equality yet LGBT workers still go to work every day with fear that they might lose their jobs because of whom they love and who they are. There is no federal law protecting the GLB community from workplace discrimination and harassment. There is confusion among organizations as to whether the federal civil rights law Title VII protects gay, lesbian, and bisexual (GLB) employees. The EEOC and several courts clearly have stated that GLB employees are protected by Title VII however other courts have disagreed. Recently, the EEOC has filed its first two sexual orientation lawsuits. These two cases demonstrate the EEOC’s commitment to moving forward to protect GLB employees from discrimination under Title VII.
Why Should You Attend:
There is confusion among organizations as to whether the federal civil rights law Title VII protects gay, lesbian, and bisexual (GLB) employees. The EEOC and several courts clearly have stated that GLB employees are protected by Title VII however other courts have disagreed. Recently, the EEOC has filed its first two sexual orientation lawsuits. These two cases demonstrate the EEOC’s commitment to moving forward to protect GLB employees from discrimination under Title VII.
Areas Covered in this Webinar:
Recruitment and Retention
Marketing and Advertising
Guidance for the transition of transgender employees and prevent sexual discrimination at work
Restroom access for transgender employees
Workplace dress codes, transgender employees, and gender non-conforming employees
To examine perceptions and stereotypes
To discover the business case for inclusion of LGBT employees in healthcare
To describe the impact on LGBT employees when they fear being who they are at work
To discuss transgender
To establish gender transition guidelines
To identify organization practices to minimize discrimination
To discuss the outcome of LGBT supportive policies and practices
To develop organization and individual strategies for LGBT inclusion into the healthcare workforce
Who Will Benefit:
Administrators, managers, supervisors, Human Resources professions
Health professionals from hospitals, clinics, long term care, public health, memory care, any healthcare organization.
Nurses, MDs, nursing assistants, pharmacists, physicians, VP of nursing, therapists, physical therapists, occupational therapists, speech therapists, VPs/directors/managers within the various departments of hospitals including clinical areas but also admitting, maintenance, laundry etc.
Dr. Susan Strauss RN Ed.D., has worked as a registered nurse (RN) in a variety of nursing specialties. She has also been the director of healthcare quality improvement, director of education and development, and held other healthcare leadership roles.
One of Dr. Strauss’s areas of expertise is with bullying and harassment in healthcare- working as an expert witness for lawsuits, training, and conducting investigations. She researched physician abuse to RNs in the OR to determine if the abuse varied based on the gender of the nurse.
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