Rainbow people
Knowledge, will and actions – tips for a shops stewards and health and safety delegates.
How to support the rainbow in the workplace
Start by reading what is written in your workplace's non-discrimination and equality plans and various operating models and instructions. For example, do they include mentions related to gender and sexual orientation so that gender diversity is respected in all respects? For example, do you find it written that the work community respects the characteristics, customs and backgrounds of different people? Or do you find a mention that the employer ensures that everyone has the same opportunities at work and in their career?
If these are not found, you should talk about the matter with the management and human resources representative. Think together about how you will handle the matter.
If these have already been taken into account in the plans, you can next look at the physical environment of the workplace. Are the entries in the plans visible in practice? For example, has diversity been taken into account in the premises as gender-neutral spaces, such as sanitary facilities for both staff and customers?
If the topic seems new to you or you want more information, you can ask your own union for advice and/or seek to learn about the topic. The national human rights organization Seta ry has expert information and training. It is also a good idea to discuss training and access to information with the employer's representative in general.
Regularly remind those you represent about these equality issues. It is important to highlight people's differences in the workplace even when it is not visible. You should increase understanding that there can be gender and sexual minorities and members of rainbow families in the workplace. That is already a good start! It sends a message about accepting diversity and including all people in the workplace as equals.
Organize a joint discussion event for those you represent, remotely or in a small group face-to-face.
The topic can be terms and concepts related to gender and sexual minorities, for example using Seta ry's glossary. Another topic could be the culture of conversation at your workplace. How does your work community express things, what kind of humor is used in the workplace, and how do people feel about it? Humor and jokes are part of everyday life in the workplace. They may need to be adapted so that they are funny for everyone.
Bringing things up helps to understand and changing even small things has a big impact. Hold discussion sessions regularly. Working life is changing and it is necessary to be involved in the change, including diversity.
As a shop steward or health and safety delegate you support a rainbow person by treating them with respect and not making assumptions about them at first glance. Often, the assumption is correct, but not always. For example, you should not assume the gender of a coworker based on their appearance or name.
By doing this, you set a good example for others and make your workplace inclusive, i.e. one that openly includes people as people regardless of their characteristics. As a trusted person, you have influence. You can remind yourself and others that everyone's own experience of themselves is decisive. Everyone has the right to their own gender identity and to express it in the way they want.