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 2. Employment Non-Discrimination


EMPLOYMENT NON-DISCRIMINATION

Employment Non-Discrimination

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Select One Overview HEI Scored Questions
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OVERVIEW


WHY AN LGBTQ-INCLUSIVE EMPLOYMENT NON-DISCRIMINATION POLICY?

A healthcare organization’s LGBTQ employees play a vital role in ensuring LGBTQ
patient-centered care by informally educating their co-workers about patient
concerns, offering feedback about organizational policies and practices, and
conveying the organization’s commitment to LGBTQ equity and inclusion to the
local community.

An employment non-discrimination policy that explicitly bans discrimination on
the basis of sexual orientation and gender identity ensures equal treatment for
LGBTQ employees and also sends a welcoming message to LGBTQ job applicants,
helping the organization retain and recruit a diverse, talented staff.

Including the terms “sexual orientation” and “gender identity or expression” in
an employment non-discrimination policy underscores an employer’s dedication to
workplace equity. It is becoming commonplace for employers’ non-discrimination
statements to include the terms “sexual orientation” and “gender identity or
expression.” For example, a majority of the country’s Fortune 500 employers have
explicit, LGBTQ-inclusive nondiscrimination policies. In some cases, inclusion
of these terms reflects state law, indicating that the organization is aware of
and committed to legal requirements of non-discrimination.

In areas without a state law prohibiting LGBTQ discrimination, adding “sexual
orientation” and “gender identity” to a non-discrimination policy affirms an
employer’s commitment to workplace equity and inclusion. Explicit statements
that healthcare organizations are committed to LGBTQ non-discrimination can
create a positive workplace environment and are deeply appreciated by LGBTQ
members of the community.


THE JOINT COMMISSION RECOMMENDATIONS

The Joint Commission’s LGBT Field Guide explicitly notes that a hospital can
only provide welcoming and competent care through a workforce that is prepared
to do so. The first step in delivering LGBTQ patient-centered care is to take
steps to provide equitable treatment and inclusion for its LGBTQ employees by
having an employee non-discrimination policy that includes both “sexual
orientation” and “gender identity or expression.”


TO RECEIVE CREDIT IN THE HEI:

 * An organization must document that the terms “sexual orientation” and “gender
   identity or expression” are included in the facility’s employment
   non-discrimination policy.
 * This policy must be communicated to prospective and current employees in at
   least one of the following ways:
   * Posted on employment page of website
   * Posted on job announcements
   * Posted on job applications/job application system
   * Posted in employment brochure

A facility must clearly post a non-discrimination statement that includes
protections for both sexual orientation and gender identity or expression.
Statements such as “XYZ Hospital is an Equal Opportunity Employer” do not count
for credit because federal equal opportunity employment laws do not include
sexual orientation and gender identity or expression.




HEI SCORED QUESTIONS


DOES YOUR EMPLOYMENT NON-DISCRIMINATION POLICY (OR EQUAL EMPLOYMENT OPPORTUNITY
POLICY) INCLUDE THE TERM "SEXUAL ORIENTATION" AND THE TERM "GENDER IDENTITY OR
EXPRESSION" (OR “GENDER IDENTITY”)?

To receive credit in the HEI, a facility must:

Upload a copy of the facility's employment non-discrimination policy or equal
employment opportunity policy.

Examples:

Cedars-Sinai (Los Angeles, CA)
This LGBTQ-inclusive employment non-discrimination policy clearly includes the
terms “sexual orientation,” “gender identity” and “gender expression,” along
with ensuring that the policy applies to all aspects of employment.

Cedars-Sinai does not unlawfully discriminate on the basis of race, religion,
color, national origin, citizenship, ancestry, physical or mental disability,
legally protected medical condition (cancer related or genetic characteristics
or any genetic information), marital status, sex, sexual orientation, gender
identity, gender expression, pregnancy, age (40 or older), military and/or
veteran status or any other basis protected by federal or state law. All
personnel decisions are to be administered in accordance with this policy and in
compliance with applicable federal and state law, including, but not limited to,
decisions regarding recruitment, selection, training, promotion, compensation,
benefits, transfers, lay-offs, tuition assistance, and social and recreational
programs.

UAB Medicine (Birmingham, AL)
UAB’s non-discrimination statement includes their commitment to diversity and
culture in addition to being LGBTQ inclusive.

UAB Medicine is an Equal Opportunity/Affirmative Action Employer committed to
fostering a diverse, equitable and family-friendly environment in which all
faculty and staff can excel and achieve work/life balance irrespective of race,
national origin, age, genetic or family medical history, gender, faith, gender
identity, and expression as well as sexual orientation.

Palms of Pasadena Hospital (St. Petersburg, FL)
This LGBTQ inclusive employment non-discrimination policy clearly includes
“sexual orientation” and “gender identity,” and enumerates its applicable
aspects of employment.

Equal employment opportunities are provided to all employees and applicants for
employment without regard to race, color, religion, sex, national origin, age,
disability, sexual orientation, gender identity, genetic information or status
as a Vietnam-era or special disabled veteran in accordance with applicable
federal laws. This policy applies to all terms and conditions of employment,
including, but not limited to, hiring, placement, promotion, termination,
layoff, transfer, leaves of absence, compensation, and training.


IS YOUR EMPLOYMENT NON-DISCRIMINATION POLICY COMMUNICATED PUBLICLY IN AT LEAST
ONE WAY?

To receive credit in the HEI, a facility must:

Include at least one example of how the policy is publicly communicated. Our
preference is for a website posting, however, you can also upload job
descriptions that include this policy statement, etc.

More information:

The HEI requires survey participants to document not only that they have an
LGBTQ-Inclusive Employment Non-Discrimination Policy, but also that they make
this policy readily accessible to the public and job applicants.

This policy must be communicated to prospective and current employees in at
least one of the following ways:

 * Posted on employment page of website
 * Posted on job announcements
 * Posted on job applications/job application system
 * Posted in employment brochure

Examples:

Posted on employment page of website:

 * Christiana Care Health System
   Not only posts their employment non-discrimination statement on their Careers
   website but also provides a link to the official Employment policy. In the
   third paragraph, you’ll see a link where you can download the full Employment
   Non-Discrimination policy.
 * University Hospitals of Cleveland
   Follows the practice of posting their Employment NonDiscrimination statement
   online.

Posted on job announcements:

 * Memorial Sloan Kettering Cancer Center
   Posts its employment non-discrimination statement below each job posting. At
   the bottom of each job description you’ll see the LGBTQ-inclusive
   non-discrimination statement — alerting potential job applicants of their
   inclusive workforce.

Posted on job applications/job application system:

 * Texas Children’s Hospital
   Has a clear statement on their online job application form.
 * OneWorld Community Health Center
   Has a clear statement at the end of each job description.

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