LGBT personnel face unique challenges navigating their careers due to discrimination and lack of support from employers. This paper will explore how they can manage ethical, relational, and operational dilemmas while still remaining resilient. Ethics are essential for all employees but especially for those in leadership positions. When making decisions about hiring or firing, promotions, etc., leaders must consider the impact of their actions on others and themselves.
If an LGBT employee is given a job opportunity based solely on their gender identity, it may create resentment among colleagues who do not receive similar opportunities because of their identities. Therefore, LGBT personnel should seek out mentors who understand and respect them so that they can make informed decisions without causing harm.
Relationships between coworkers can be difficult when one person's sexuality conflicts with another's beliefs. It takes effort and understanding to maintain cordial working relationships without compromising personal values. LGBT employees must avoid gossiping about other staff members' private lives and refrain from discussing sensitive topics such as religion or politics unless invited to do so by superiors.
They should communicate openly about their needs and expectations within the workplace environment rather than keeping silent to avoid conflict.
LGBT personnel must learn how to handle difficult situations diplomatically without resorting to violence or harassment towards anyone involved in the dispute.
Operational issues arise from time-to-time in every workplace.
These challenges present unique obstacles for LGBT individuals since they often lack access to resources that non-LGBT workers take for granted. These include equal pay rates, paid leave days, medical benefits, family leave policies, flexible schedules, and childcare options. To address this problem, organizations need to develop inclusive hiring practices that allow diverse candidates to apply and interview fairly for positions regardless of race, ethnicity, religion, national origin, gender identity/expression, disability status, veteran status, etc., then evaluate each candidate based on merit alone before extending an offer letter. This way, companies create a safe space where everyone feels comfortable speaking up and expressing themselves fully without fear of retribution from management or co-workers who may hold prejudices against them based solely upon their identities.
What strategies allow LGBT personnel to navigate ethical, relational, and operational challenges simultaneously while maintaining resilience?
LGBT personnel face unique ethical, relational, and operational challenges due to their sexual orientation/gender identity that may impact their mental health and wellbeing. To mitigate these challenges, they can utilize various strategies such as developing self-awareness, building support networks, seeking professional help, practicing mindfulness, advocating for themselves, setting boundaries, and prioritizing self-care.