Human resources and LGBT diversity in Brazil: legal aspects and good practice for organizations

Abstract

In the current Western society, non-heterosexual is seen as a group with several identity categories. The LGBT (Lesbian, Gay, Bisexual, Transsexual and Transgender) movement, arisen on the 1960s, seeks to embrace and represent such identities. Despite the social advances made in Brazil and the world, cases of homophobia proliferates especially those related to moral condemnation of homosexuality, as well as its treatment as pathology. It was recently, beginning in the 1970s, that the legal systems of western countries was gradually amended to remove the condemnation of homosexuality as a result of joint action by social movements, lawyers and researchers from various fields; although in many countries where there is no separation between Religion and State, or dictatorships, homosexuality continue being punished. When one believes that the issues of sexuality are private affairs, its political and social dimensions cannot be observed. Homophobia, as well as other forms of intolerance, is articulated in the context of: emotions, beliefs, actions, practices and standards, permeating even ideologies and power relations. It is not just an act of violence against homosexuals, but also a threat to the democratic values of understanding and respect for another human being. We believe that, rather than homosexuality itself, is through its visibility that prejudices are triggered. The greater visibility of gays and lesbians in certain social circles, as well as the expression of public movements, will contribute to reducing the rejection and for the incorporation of some of the features of behavior, lifestyle, fashion and other characteristics of homosexual groups. But it boosts homophobic manifestations, stimulates the organization of violent groups and strengthens conservative campaigns of all kinds. The issue of visibility is the subject of several studies and is associated with concepts and important actions, especially for organizations, which will be further developed in the next topics. Homosexuals are part of the active population. Although there are many mutually antagonistic aspects in the context of the issue of homosexuality, it is a public affair and, therefore, also organizational, since it outlines behaviors builds expectations, defines positions and the access to social advantages. The association between the drafting and implementation of more effective policies for greater diversity in organizations, as well as suggestions for curbing practices of moral violence in the work environment, and the greater understanding of the multiple sexual orientations existing, is frequently made in the literature. As a result, is expected the improvement of the quality of life of employees, with reflections on organizational results. Discrimination directed against homosexuals in the workplace collaborates to the psychological stress experienced by stigmatized groups. This stress can cause alienation, internalization of negative social values and negative attitudes toward a particular sexual orientation. From the practice of discrimination emerge injustice and suffering; intentional or non-intentional exclusion of non-heterosexual individuals of public and organizational policies, events or social activities. Such consequences have repercussions on the environment and on work performance. In this paper we present concepts that are relevant to the theme, discuss the actions that have been adopted within organizational framework, the legal aspects involved, and suggest best practices for human resources managers. We understand that recognize and understand the organizational reality in order to establish the most appropriate actions is better than ignore the multiple social identities, visible or not, pretending that organizations are neutral and aseptic entities. Inserted into their environments, organizations form a system and, as such, they interact and suffer influences. Discrimination, prejudice, negative thoughts and attitudes come in organizations along with people and the human resources manager has to prevent and intervene in these situations.