Advice on supporting a gay colleague.

[DafyddGeraint]

Not sure if this is the best part of the forum or not, but I know some of you that comment on this section have a lot of life experience between you and I value your advice.

I've recently been promoted at work and I'm going to be a Store Manager for a large retail organisation in the UK. The shop hasn't opened yet but I know that one of my management team is gay, he doesn't broadcast the fact, but if you ask him he won't try and hide the fact. Now I'm bi - but I definitely don't broadcast that - the wife would object - so that probably goes some way to explaining why I want to make sure that this guy doesn't suffer any homophobic experience in my shop.

The UK is becoming increasingly gay friendly so hopefully any possible abuse will be minimised, but what I wanted your opinions on, was how should I lay down the law. Do I wait for something to happen, or do I go in all guns blazing at the start and make it clear that I won't tolerate any discrimination of any sort right from the beginning of the staff training period?

I've had to deal with Homophobic abuse in a former position, it was difficult to do, but I knew it was the right thing to do. The company policy and the law is simple - discrimination is not allowed or tolerated but how do I as a store manager enforce it, or better still create an atmosphere and a culture in the shop that means I don't have to enforce it because my staff will happily work alongside each other without discriminating or judging.

Many thanks
DG

 

[HunterM]

With a new store opening under your management, you have the PERFECT opportunity to let your staff know you and your company do not tolerate discrimination of any kind. You can point out company policy and the law.

Make this a part of the new employee training program at your store...as an item to cover along with other operational procedures.

Don't wait for discrimination to occur...then react. Be proactive.

Good luck!

 

[KaraBulut]

Managers set the tone for the workplace- both in policy and in practice.

If you point out to your management team that your company has policies regarding non-discrimination and fairness, you sett the tone.

By asking things like, "What's the policy?" and "What's the fair thing to do?", you set the tone.

If you exemplify those values in how you deal with your managers and how you deal with your employees, you make it clear that this is how you expect your managers to treat their employees.

 

[aaggii]

As a manager you definitely won´t know everything that happens with your employees. You have to build the trust between them and you so they can come to you, whatever the reason is. Just like it´s been said here, when you open the shop, start with a small group talk and let everyone know about what you expect from them. Of course, include discrimination (put the words out there: no racism, no homophobia etc).

 

[DafyddGeraint]

Thanks guys,

The staff all get the company spiel about equality and diversity when they start. The message from the company is we don't tolerate it, we don't allow it. Now that's fine, it's a simple statement of fact, but it's hollow unless I can back it up. I appreciate your advice on going in from the start and laying down the rules of what is and isn't acceptable in my shop. The challenge is to create an atmosphere where people don't discriminate, not because they are told they cannot, but because they know it is not right. Hopefully I will get a team of good natured people and it will never be an issue we shall see.

I know much of the culture of the business is from the top, and it's up to me to lead by example and set the standard, do you guys have any advice, knowledge or anecdotes about how managers or companies have created an inclusive culture in their businesses? That's what I want to be able to do, I've seen first hand how homophobia within the work place can destroy people and I really want my shop to be somewhere that people of whatever orientation, religion or race can feel happy and comfortable working in.

DG

 

[Seasoned]

Do what needs to be done both by law and company policy as to how acceptable behavior in the workplace is defined along with the mechanism in place to deal with reporting infractions and how complaints are to be handled. Don't worry so much about the one guy you know is gay. Instead, develop a where every person has everyone else's back. Why? It makes for a cohesive and highly productive workplace environment.

 

[checkinthingsout]

Thanks guys,

The staff all get the company spiel about equality and diversity when they start. The message from the company is we don't tolerate it, we don't allow it. Now that's fine, it's a simple statement of fact, but it's hollow unless I can back it up. I appreciate your advice on going in from the start and laying down the rules of what is and isn't acceptable in my shop. The challenge is to create an atmosphere where people don't discriminate, not because they are told they cannot, but because they know it is not right. Hopefully I will get a team of good natured people and it will never be an issue we shall see.

I know much of the culture of the business is from the top, and it's up to me to lead by example and set the standard, do you guys have any advice, knowledge or anecdotes about how managers or companies have created an inclusive culture in their businesses? That's what I want to be able to do, I've seen first hand how homophobia within the work place can destroy people and I really want my shop to be somewhere that people of whatever orientation, religion or race can feel happy and comfortable working in.

DG

I don't think you can create an atmosphere where people will never discriminate. If people have strong enough prejudices, they will exercise them if they want to, and there is no way you can screen for these things in a team member until you see actual evidence of it. The atmosphere you have already created is backed up by the company policy with specific repercussions to employees who choose not to obey it, and having the means to be able to freely report incidents. The only way you can back up the policy is by being sure to enforce it when there are infractions. If there are no infractions, you as a manager are safe to assume that it is being enforced.

Now on the other hand, if you want to create an inclusive culture, maybe help to sponsor events involving the LGBT community. Similar to home depot in the U.S.