LGBTQ+ Transition Toolkit
What did you want to achieve?
The inclusion of LGBT+ employees is another step forward in our diversity strategy, building on the wealth of diversity represented by different genders, cultures, abilities, functional formations and leadership styles already in place at Telefónica. The willingness to speak openly and publicly about LGBT+ diversity allows us to convey our commitment and let the people, who work at Telefónica know, that their experiences matter to us. We want to transmit our approach towards the LGBT+ community to the entire Telefónica staff and specifically towards trans people, as well as a firm position against any discriminatory conduct or practice.
What did you do?
We have developed a toolkit guide to help people who are going through a process of gender transition or who are considering starting one. It is also a manual for their managers and colleagues to broaden understanding and improve support for each colleague during this transition. The toolkit contains general information on gender identity, recommendations for starting conversations, how to communicate to the team, the importance of confidentiality, respect, and advice on how to contact the HR team to request support, accompaniment and to make the necessary changes, so each person can be and work with confidence. We have also generated information and awareness sessions for both HR teams and the entire workforce to increase visibility, knowledge and reduce biases and barriers.
What are the results so far?
We have made significant progress in our objective of generating a culture of inclusion, gaining more visibility of this group, when there is also, a great risk of exclusion and opening conversations. Changes have been generated with internal processes, when transitions have taken place on how somebody could adapt these new realities.
What have you learned?
In this Project, our aim is to achieve a wide dissemination of the guide, through different media and touchpoints with employees, especially in the internal network of LGBT+ employees and Allies, who also form a support and accompaniment group. The visibility of the different LGBT+ groups has been expanding in recent years and there are more and more studies indicating that almost 10% of Generation Z identifies as non-binary. So, companies must be very well-prepared to be able to attract and retain this diverse talent.
