骄傲与偏见:变革的动力

2016年,经济学人集团发起了“骄傲与偏 见:商业和经济中男同性恋、女同性恋、 双性恋和跨性别者(LGBT)的多元化和 包容性问题”计划的第一阶段。作为计划的一部分,经济学人智库(The Economist Intelligence Unit/The EIU)开展了一项研究,基于广泛的全球调查和深入的案头研究探讨LGBT人群在工作场所的地位。现在, 在计划开展的第二年,这项研究涵盖了最能 为工作场所的LGBT人群推动积极变革的群 体:公司领导、年轻人和女性。 

为了找出这些变革的动力,我们首先要了解企业中存在的偏见程度。尽管有一些正面的发现,例如支持一般意义上的LGBT权利的高管人员所占比例很高,但对LGBT的敌意仍然非常普遍;每十位高管中就有一位意识到办公场所存在对LGBT人群的某种歧视。LGBT 群体通常会在工作中隐藏自己的身份,这种低调致使人们认为这并不是一个需要系统化解决的问题,专门制定计划来不断推进问题解决的动力少之又少。 

骄傲与偏见:关于工作场所中LGBT包容性的态度和意见

为了揭示当前职场中对LGBT人群的看 法和态度,经济学人智库(The Economist Intelligence Unit/EIU)于2015年10月到11月 期间针对全球1,021名意见领袖在网上进行 了“骄傲与偏见”基准调查。从他们的观点 中,我们深刻了解到了在为LGBT群体权利谋求更多平等权利时需解决的问题。 

大体上,那些调查对象看上去并没有表现出 对LGBT人群的歧视态度。在很多时候,基 于性取向和性别认同(SOGI)多样性的进步根本还没有成为热门话题。这要是由于LGBT 一直被视为“隐性”的少数群体。过去有研 究表明,很多LGBT人士在某种程度上都会在工作中隐瞒自己的性取向,在美国这一比例高达53%。根深蒂固的规范阻止员工谈论这个话题,迫使他们不得不隐瞒身份;而这方面的空白反过来又塑造了规范,迫使更多的人隐藏自己的秘密。在北美和西欧以外的宽容度不太明显的社会中,未出柜员工的比 例很可能要比这高得多。 

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Pride and Prejudice is a global, 24-hour event spanning three cities around the world. It will catalyse fresh debate on the economic and human costs of discrimination against the LGBT community. The event will challenge policymakers and industry leaders to rethink the future of the LGBT movement and its impact on business.
 

 

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