1/2 - "Out and Up: Navigating Career Paths for LGBTQI+ Professionals in Cyprus"

PART 1 of 2

LGBTQI+ representation in the workplace in Cyprus

As an HR expert practicing in Cyprus, I have conducted extensive private research into a variety of pressing HR concerns faced by workers. One of the critical issues that have gotten my attention is the LGBTQI+ representation in the workplace and the "art" of dealing with employers who do not want to even employ openly LGBTQI+ employees.?In my view as an occupational and organizational psychiatrist, adequate inclusion of LGBTQI+ personnel at work is essential for building a diverse, inclusive and welcoming work environment for all - and when we say all we should actually mean ALL, no? Therefore my personal aim is to put measures in place creating an atmosphere where all workers feel respected, valued, and included - disregarding their sexual orientation or gender identity especially in the very "conservative" social construct of Cyprus.

The status now

Presently, several challenges confront the community employees at their workplaces. Although Cyprus LGBTQI+ community has a pretty good representation and action politically speaking, Cyprus (a small island where indigenous Cypriots are not over 700K) still remains a nation where employers of local businesses are on average 60+ years old, with all the limitations in terms of acceptance that comes with it. A significant impediment is the lack of specific anti-discriminatory laws designated for shielding LGBTQI+ individuals from harmful, passive aggressive comments and exclusionary practices at work. This situation implies discrimination or (often) passive harassment of these individuals when pursuing careers or seeking equal opportunities for personal growth or betterment.?

Moreover, it has become apparent that employers and employees have limited understanding or even basic awareness of the issues affecting LGBTQI+ members lives and the transferable personal matters, derived from a conservative culture and their families, within their business settings. This lack of basic comprehension regarding what LGBTQI+ individuals have to go through on many levels, hinders business adequately providing necessary support when required.?

Solution

On a positive note however, HR professionals operating within Cyprus can (and should) implement measures to address these concerns effectively by, educating business owners & staff alike about frequent issues affecting LGBTQI+ personnel, while creating inclusive environments focused on promoting allyship within all teams.

Companies must adopt policies like "non-discrimination policies" and actually apply them, instead of just advertising them (which sadly is currently the norm in Cyprus!), in order to safeguard against inappropriate actions targeting those with unique practices. This will ultimately create equal opportunities, emphasizing the importance of fostering inclusivity within every aspect of how business operates. LGBTQI+ members deserve non the less equal representation and opportunities towards achieving practical results, focused on enhancing employee productivity and wellbeing, concerning personalities found across this locale.?

In Closing

LGBTQI+ representation in the workplace is a pressing HR issue in Cyprus, with both positive and negative implications for employee well-being and organizational success. As societal norms shift on gender identity and sexuality issues, organizations are called upon to adapt by raising their DEI (to be discussed on part 2/2), for successful growth within their respective industries. HR teams need to be at the forefront creating policies that prioritize inclusivity above homogeneity with cognizance, towards maintaining individual wellbeing throughout team efforts towards greater productivity. Employees need reassurance that they are valued members despite real or perceived differences outside workplace expectations, so as not to cause undue mental distress lowering their job engagement further and impacting their performances, which ultimately will affect delivery targets across departments involved in organizational goals achievement.

Thank you and "Happy Pride" month!

Sources:

- European Union Agency for Fundamental Rights. (2019). EU LGBTQI+ survey II. Retrieved from https://fra.europa.eu/en/publication/2019/eu-lgbti-survey-ii

- ILGA-Europe. (2021). Rainbow Europe: Country ranking. Retrieved from https://www.ilga-europe.org/rainboweurope/2021/cyprus

- International Journal of Human Resource Management. (2018). Diversity and inclusion in the workplace: an overview. Retrieved from https://www.tandfonline.com/doi/full/10.1080/09585192.2017.1419599

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Next up: 2/2 - "DEI in Cypriot companies: Diversity, Equity, and Inclusion indicator (DEI) in the workplace"

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For more information about the initiatives and actions of the LGBTQI+ community in Cyprus please visit Accept – LGBT community of Cyprus