UTBO, RIZA B.

Case Study 1. Title: Workplace Discrimination Against LGBTQ+ Employees in a Philippine

Company

Background:

A multinational corporation operating in the Philippines has been facing alegations of gender
discrimination and sexual prejudice against its LGBTQ+ employees. Several employees have
reported instances of mistreatment, harassment, and discriminatory practices within the
workplace, leading to low morale and a hostile work environment. The company's policies and
practices do not explicitly address issues related to sexual orientation and gender identity,
leaving LGBTQ+ employees vulnerable to discrimination.

Key Issues:

1. Discriminatory Practices: The company is facing allegations of mistreatment,

harassment, and discriminatory practices against its LGBTQ+ employees. This includes
instances of unequal treatment, exclusion, and biased decision-making based on sexual
orientation and gender identity.
2. Hostile Work Environment: The reported incidents of discrimination have created a
hostile work environment, leading to low morale among LGBTQ+ employees. This can
negatively impact their well-being, job satisfaction, and productivity.
3. Lack of Explicit Policies: The company's policies and practices do not explicitly address
issues related to sexual orientation and gender identity. This leaves LGBTQ+ employees
without proper protection and support, making them more vulnerable to discrimination.

Recommendations:

1. The company should establish clear and comprehensive policies that explicitly prohibit
discrimination based on sexual orientation and gender identity. These policies should
outline the consequences for any violations and provide channels for reporting incidents
of discrimination.
2. Conduct regular training sessions for all employees to raise awareness about LGBTQ+
issues, promote understanding, and challenge biases and stereotypes. This training
should emphasize the importance of creating an inclusive and respectful work
environment.
3. Implement a confidential and accessible reporting system for incidents of discrimination
or harassment. Ensure that all reports are thoroughly investigated, and appropriate
actions are taken to address the issues. Provide support and protection for employees
who come forward with complaints.
4. Promote an inclusive culture that celebrates diversity and respects all employees,
regardless of their sexual orientation or gender identity. This can be done through
awareness campaigns, employee resource groups, and inclusive events.
5. Encourage open dialogue and communication between management, employees, and
LGBTQ+ advocacy groups. Collaborate with external organizations to gain insights and
guidance on creating an inclusive workplace.