“It is very sad, in 2022, to deny what is just an opportunity to get a job.” The remarks were imbued with bitterness and deep resentment on the part of Aurélie Feld, president of LHH France, a subsidiary of the Adecco group, which nonetheless faithfully reflects the “LGBTphobe” atmosphere still in force in some French companies.
According to the third biennial scale of l’Autre Cercle, a major player in the inclusion of LGBT people, 30% of people questioned in this study said they had been the victims of at least one attack within their work environment. This is an increase of 4 points compared to the 2020 version of this barometer.
“Things are undoubtedly getting worse and it is a real disappointment,” inhales Alan Gavand, head of the other department. “Retreat” finds its source in particular, according to the director, in the word posted on social media. For worse, if any. “It doesn’t help the situation, that’s for sure. I realized this when I made a post on May 17, the International Day Against Homophobia and Heterophobia, and, in turn, received a deluge of homophobic insults in the comments.” An alarming atmosphere is instilled even In company, where many people do, in fact, practice some form of self-censorship, O’Reilly Field states in the preamble.
‘Keep your career’
A very present phenomenon, including within companies that have signed the L’Autre Cercle Commitment Charter, which calls for policy to promote diversity and prevent discrimination. Among the “invisible” people, that is, LGBT people who did not “exit” in the professional context, at least 83% of the contacted chose to move forward in order to maintain their career development. And 67% of the people questioned within this barometer preferred this “invisibility” to ensure daily calm and well-being at work.
“These ‘invisible’ are torn between their professional ambitions and their legitimate aspirations to live their lives in peace. I cannot tell you how many of these fears are real or imaginary. The real subject is the image, or at least the perception of it, that they send to their colleagues. Many invisible people, not It’s just sad, it’s totally unacceptable”, supports Aurélie Feld who, for her, has long claimed this vision in action. But perhaps in a less advanced and more advanced way early in one’s career.
However, despite this bleak picture, prospects for improvement gradually began to dig its furrow. “This is a long-running battle,” Alan Gavand insists.
Individual and group approach
The head of the other department relies heavily on pedagogy and staff awareness of these issues, and all hierarchical settings combined. “As it stands now, 180 companies have signed the Other Constituency charter; nearly 2 million employees. Which, in effect, provides Alan Gavand and his teams with a solid foundation for persuading other organizations to join the cause in favor of the full inclusion of LGBT people.
An approach fully shared by Aurélie Feld, who nevertheless believes that the individual must also play his part. “There are, in my opinion, two possible answers: the institutional response on the part of companies, which must continue their best practices, and individual risk taking. These are two virtuous approaches that feed off each other.”
He explained his thinking. “The more people visible in companies, the more difficult it is for them not to sign the charter. And the more organizations sign it, the easier it will be for gay + people to show themselves.” To finally shower together in a relaxed atmosphere at work. It simply no longer coexists.
The 2022 scale was implemented on the basis of an online electronic questionnaire:
→ From April 22 to May 25, 2021 with 1,068 LGBT+ employees aged 18 and over residing in mainland France, drawn from a representative sample of the employee population residing in mainland France of 12,003 people.
→ From January 24 to February 11, 2022 with a sample of 29,979 employees and agents working for organizations that have signed the L’Autre Cercle LGBT+ Compliance Charter. Within this sample of people currently engaged in a professional activity, 4,350 people were identified as LGBT+ and 25,629 people were identified as non-LGBT+.