As talent shortages press harder, many businesses need to be more mindful and prepared for LGBTQ+ mobility plans.
The talent pools are ripe with LGBTQ+ candidates so it is in the companies’ interest to make relevant attractive offers.
There is a multitude of reasons why extra attention is needed for these moves and the focus on the company to be prepared and prepare their employee accordingly. It is important during these moves that very open and honest conversations can be held with the employee.
We should remember that with the rise of single-sex parenting, there may be many factors that could contribute to an employee not accepting an assignment or an assignment failing.
Issues around spouse visas, if the marriage is not recognised in the host country, or even medical and tax complications, could all affect the decision.
These factors can be in addition to the usual factors that influence a decision, such as a spouse’s employment, dual income, extended family relations, etc.
Many companies are unaware of countries’ conditions regarding LGBTQ+, and most don’t consider the cultural sensitivity of LGBTQ employees in these countries. The typical Australian attitude of “She’ll be alright” is just not good enough.
The success of an international assignment relies on your employee being comfortable in their new surroundings, not on edge, or hiding.
Related article: 3 Personality Traits To Look For in an International Assignee
How can you help an LGBT+ assignee?
Outline the details and expectations for the assigned country, and work with them to identify unique opportunities there. LGBTQ+ employees want international assignments as exciting growth opportunities, so work with them to get the most out of the assignment. They must be provided with the information to make an informed decision, not feel forced into anything.
Consider the option of shorter assignments or fly-in/fly-out work. Extra trips home or additional leave entitlements can help the employee “escape” the everyday pressure if their sexuality is not accepted in the country. Their stress levels can be reduced by being removed from the situation regularly.
Some companies offer an umbrella virtual support program that connects LGBTQ+ employees worldwide. This can be instrumental in supporting one another and staying connected.
You should always be sensitive and open with the employee as to who, during their relocation process, needs to know that they are LGBTQ+. Some employees prefer to keep this information to themselves. To assist and support them, you need to have open conversations from the start.
Personnel Relocation provides Global Mobility support to international companies around the globe. Our complete relocation package offers a boutique service plan for executive employees.
FREE Download: Cost of Living and International Move Checklist
Quick Facts About LGBTQIA+ History in Australia
LGBTQIA+ History
The long arc of LGBTQIA+ rights across seven decades.
Victoria becomes the last Australian state to repeal the death penalty for homosexuality, a law inherited from England's Buggery Act of 1533 and carried to the colony since the British invasion.
The Daughters of Bilitis arrives to support women and homosexuals; the Homosexual Law Reform Society is founded to push for legal change.
The Campaign Against Moral Persecution (C.A.M.P.) is founded in Sydney, Australia's first openly-gay organisation. On 6 October 1971, they lead the country's first homosexual demonstration in support of parliamentary law reform.
The 1972 murder of gay academic George Duncan by police officers sparks outrage and calls for reform. Three years later, South Australia becomes the first Australian state to decriminalise homosexuality.
Over 600 self-identified Australians gather at Melbourne University for the First National Homosexual Conference.
The Gay Solidarity Group marches down Oxford Street in protest and pride. Police arrest 53 activists. Charges are later dropped, street march laws are liberalised, and the Sydney Gay and Lesbian Mardi Gras is born.
The celebrations expand to a full week-long festival. On the 10th anniversary of the Stonewall Riots, over 3,000 people march through Sydney; this time, without a single arrest.
The Pride Parade shifts its date to the Australian summer, now held every February, cementing its place as a beloved annual tradition.
The Human Rights (Sexual Conduct Act) 1994 decriminalises homosexuality at the federal level. Tasmania holds out until 1997.
The Sex Discrimination Act 1984 is amended to include protections against discrimination based on sexual orientation, gender identity, and intersex status.
Same-sex marriage becomes legal in Australia following a national plebiscite. In 2018, over 6,548 same-sex marriages are registered across the country.
