Oil, gas and energy companies are often at the forefront of those facing scrutiny when it comes to their treatment of employees. However, a handful have received top marks from US-based Human Rights Campaign Foundation in its recently released “2021 Best Place To Work For LGBTQ Equality” list.
Awards like these show that there is still progress being made on behalf of the LGBTQ community at large despite recent setbacks with political representation or marriage rights near Harrisburg PA for example which only passed after promising local ordinances against discrimination based upon sexual orientation were put into place within city limits back in 1999 ̶ two decades ago!
Earlier this year we published an in-depth look at what we do within the industry to support LGBT clients and staff, alongside events built for pride month and research regarding queer and other minority networks within each business.
In this current piece we’re looking at how each business is moving forward with LGBT-friendly policies and practices within the energy industry, however not just for PR value but to be inclusive of their clients and team members. That’s why it’s incredibly important that businesses do what they can to support our community!
Once upon a time back in 2012 National Grid held its first pride parade float within London UK where most of the company’s staff live. A year later it introduced same-sex wedding benefits, which was especially significant considering marriage equality had yet to pass there so many couples went abroad to wed ̶ understandable given until 2013 civil partnerships were restricted to straight couples only. Over two decades after most American states began extending rights through state-level legislation, too. The same can be said for healthcare benefits, including gender affirmation surgery.
Today, we revisit these topics to consider whether the same amount is being done when pride month, awareness weeks and newsworthy media concerning those within the LGBTQIA+ community is no longer at the forefront. Here’s what we found…
Within the Energy industry alone, suppliers Siemens, Air Liquide and Air Products were included on the list, scoring 100s in the 2021 survey of best places to work for LGBTQ employees; HMRC is quoted to have said, “To earn top ratings, these employers took concrete steps to establish and implement comprehensive policies, benefits and practices that ensure greater equity for LGBTQ workers and their families’’.
As we shared formerly in this post, Chevron, Shell and BP are still thriving in keeping up a perfect score across these types of surveys both in the US and the UK. Chevron was seen earlier this year sharing their story of 30 years of LGBTQ Employee Inclusion; the network brought together by over 2,000 employee members across 20 countries originated in 1993, with ongoing changes that led to including gender identity and expression under the umbrella.
In 1998, domestic-partner benefits for same-sex couples was introduced, followed by gender-neutral bathrooms since 2005.
In 2006, Chevron’s first Diversity & Inclusion conference launched with an emphasis on Lesbian, Gay, Bisexual and Transgender (LGBT) inclusion. The conference has since evolved to include people of all sexual orientations and gender identities.
As their website reads: “We believe that our employees are at our best when we embrace the rich differences among us.”
However, there is still much work to be done before LGBT staff feel fully supported by their employer – as outlined in the latest Stonewall which revealed one-third of transgender staff hide or downplay their identity because they fear discrimination at work. This figure only marginally improves among non-transgender lesbian, gay and bi staff; 31 percent admit to hiding who they are because they don’t feel their own environment encourages a space for staff to share this.
In 2006, Chevron’s first Diversity & Inclusion conference launched with an emphasis on Lesbian, Gay, Bisexual and Transgender (LGBT) inclusion. The conference has since evolved to include people of all sexual orientations and gender identities.
As their website reads: “We believe that our employees are at our best when we embrace the rich differences among us.”
However, there is still much work to be done before LGBT staff feel fully supported by their employer – as outlined in the latest Stonewall which revealed one-third of transgender staff hide or downplay their identity because they fear discrimination at work. This figure only marginally improves among non-transgender lesbian, gay and bi staff; 31 percent admit to hiding who they are because they don’t feel their own environment encourages a space for staff to share this. Figures also show that one in five LGBT people have experienced verbal bullying from colleagues, with four in 10 receiving abuse or negative comments from customers.
The energy sector is not out of the woods just yet, but recently there have been signs of improvement when it comes to tackling discrimination against LGBT people in this industry.
Late 2019, ScottishPower became the first UK energy company to be awarded for its commitment to an inclusive workplace with a Stonewall Workplace Equality Index award. The company was praised for its ‘outstanding work in embracing diversity’, which included promoting itself as an employer of choice among students and graduates by actively targeting experts within universities across the UK who are part of the LGBT community.