Employers are being urged to improve their support of LGBTQ+ business travellers following reports of insufficient pre-trip guidance from businesses. In an increasingly globalised world, business travel has become a crucial aspect of corporate operations. For LGBTQ+ employees, however, travel can present unique challenges and risks. Companies have a responsibility to ensure the safety and wellbeing of their employees, including those from the LGBTQ+ community.
To keep LGBTQ+ employees safe on work-related travel, businesses need comprehensive strategies that address their specific needs and concerns — inclusive travel policies, training and resources, and a genuinely inclusive company culture.
Pre-trip risk assessment
Develop and enforce travel policies that explicitly address the needs and concerns of LGBTQ+ employees:
- Pre-travel information. Evaluate the legal and social status of LGBTQ+ individuals in the destination country, along with potential risks, cultural norms and safety guidance. Resources such as ILGA provide up-to-date information on LGBTQ+ rights and safety worldwide.
- Medical support. Provide a list of recommended medical facilities and professionals in the destination known for being LGBTQ+ affirming. Ensure travel insurance covers medical emergencies related to gender-specific needs, with clear guidance on how to access support in an emergency.
- Protocols. Provide a detailed emergency response plan setting out what to do in various scenarios, including discrimination, harassment or a threat to safety.
Provide training and resources
Share pre-trip guidance with all employees — not only those who are open about their gender identity and sexual orientation — so everyone has the knowledge and resources to travel safely.
- Cultural competency training. Cover cultural norms and legal issues relating to LGBTQ+ rights in various countries, so travellers understand the risks and can prepare.
- Travel safety workshops. Focus on practical safety, including recognising safe accommodation and understanding local law.
Confidential support systems
Create support systems that guarantee confidentiality and offer assistance before, during and after travel.
- Anonymous reporting. Let employees report incidents or concerns experienced while travelling without fear of retaliation.
- Emergency contacts. Provide contacts who are knowledgeable about LGBTQ+ issues and can give immediate assistance.
- Choice. Empower employees to decide whether they feel comfortable travelling after a pre-travel awareness briefing. Offering that choice shows respect for employees' wellbeing and autonomy, and ensures nobody feels pressured into travelling somewhere they would face significant risk or discomfort.
Implementing these strategies creates a safer, more supportive environment for LGBTQ+ business travellers. Ensuring the wellbeing of all employees, regardless of sexual orientation or gender identity, is not only a moral imperative but a key component of a successful and inclusive business.