Diversity, equity, and inclusion (DEI) initiatives have been on the rise with more and more DEI roles opening in various companies across different regions.
EMEA has reported a 67 percent growth while the Asia-Pacific region has seen an uptick in conversations that revolve around DEI. On the other hand, data from LinkedIn showed posts that center on diversity have increased by 77 percent and are likely to get 125 percent more engagement.
While these strides forward are very much welcome, LGBTQ+ employees still have barriers to overcome—an example of which is the pandemic’s negative economic impacts, which they felt twice as much compared to their straight counterparts. A study published by the Kaiser Family
Foundation reported that in the US, LGBTQ+ households experienced COVID-related job loss at a higher rate than non-LGBTQ+ households. While, in the Philippines, existing “silent biases” threaten job retention for many LGBTQ+ employees since they do not have policies to refer to if they feel that they’ve been unfairly retrenched, without any proper cause.
“While we’ve seen progress in recognizing the rights of the LGBTQ+ community, we know that there is still much to do, especially in the workplace.” said Addi Dela Cruz, TaskUs Director for Brand Strategy & Channels and Unicorns@TaskUs Co-Lead. “We still need to work toward an environment that celebrates one’s authenticity and policies that promote equality.”
“Workplaces, no matter how big or small, should make sure that barriers to realizing one’s full potential should not exist, especially for their employees who are part of minority groups such as the LGBTQ+ community, women, and even Persons with Disabilities,” said Ana Marfil, Senior Director for Global Diversity & Inclusion at TaskUs.
Marfil shared that TaskUs has always been a safe workplace for minority groups, especially the LGBTQ+ community. “Not all regions where TaskUs is located provide laws and benefits for LGBTQ+ employees. But this doesn’t stop Us, as an organization, to create company policies that will safeguard the welfare of our employees,” she enthused. “Companies can create benefits, programs, and policies on top of any government mandates.”
For instance, on a global scale, TaskUs’ human capital management tool encourages teammates to self-identify their SOGIE (Sexual Orientation, Gender Identity, and Expression) and their pronouns so the People (HR) and DEI teams can improve and create more programs to support their LGBTQ+ employees.
TaskUs also created several Employee Resource Groups (ERGs) in each region. These ERGs are voluntary, employee-led organizations that exist to put forward employee advocacies, take part in lobbying recommendations for policy-making and company benefits, and create a safe space for marginalized groups inside and outside TaskUs. These ERGs represent TaskUs’ diverse working communities such as the LGBTQ+, People with Disabilities, people of color, women, and army veteran employees, among others.
At the employee level, HMO benefits for LGBTQ+ employees are extended to their same-sex partners and their kids, and also include coverage for HIV treatment and gender reassignment surgeries are provided in the Philippines and India respectively. TaskUs Philippines also has all-gender restrooms across all its sites, a suggestion by one of its teammates.
“These practices may go beyond the norm for others, but as a people-first company and an equal opportunity employer, we want our employees to be free from the fear of being discriminated against because of their gender, race, or even disabilities. This allows and empowers them to utilize their energy and time productively.” Marfil added.
“In return, when employees feel safe and taken care of, they are more productive and they bring more significant contributions to the business.”
It’s not only the LGBTQ+ workforce that benefits when companies become allies and nurture an inclusive culture. Straight millennials and Gen-Z employees, who will soon make up the majority of the workforce globally, also care deeply about inclusion. A strong DEI program means having a workforce attuned to the organizational culture—a culture that improves employee interaction with colleagues and leaders—leading to great business, lower attrition rates, and more opportunities for innovation.
TaskUs’ policies and practices that break the glass ceiling are globally recognized and they continue to be recipients of various accolades such as a Gold Stevie Award for Company of the Year (2022), Comparably’s Best Global Culture, Best Company Outlook (2022), and Best Company for Diversity (2020-2021), Silver Stevie Award for DE&I (2021), and was an honoree in San Antonio Business Journal’s Diversity & Inclusion Awards (2021).
By being an industry leader and a champion for DEI in the workplace, TaskUs is committed to spreading a work culture that celebrates one’s talents, uniqueness, and authenticity in the best way possible.