DUTY-OF-CARE
R
USSIA, RUSSIA, RUSSIA – it’s been almost impossible to ignore the media obsession with the country this year.
There has been the nerve agent attack in Salisbury, talk of cyber warfare and the US probe into Russian meddling in the 2016 election. Meanwhile, the country will be hosting the World Cup football tournament this summer. Russia is also a good case study of the
complexities and potential problems faced by LGBT (lesbian, gay, bisexual and transgen- der) travellers. While same-gender sexual relations are legal in Russia, the country implemented a law in 2013 that bans the “promotion of non-traditional sexual relations to minors” – a move that has led to reports of increased harassment, threats and attacks on LGBT people. Equality campaign group
ADVISING TRAVELLERS So what does this mean for LGBT business travellers and the organisations that may require them to travel to non gay-friendly destinations? What sort of advice and support should travel managers provide for their LGBT employees as part of their duty-of-care obligations? LGBT publication Man About World has produced its own guide to business travel that focuses on the potential problems faced by road warriors, including anecdotes from travellers about their experiences visiting different parts of the world with very dif- ferent laws and social attitudes. “Vacation travellers can choose their destinations but business travellers don’t
Many organisations and companies use specialist security companies to provide updated advice and guidance for LGBT business travellers, including employees who may be seconded for several weeks or months to another country with very different laws and social attitudes than the UK or other parts of the Western world.
FARE has even warned LGBT visitors to the World Cup that they may not be safe if they hold hands in public in certain host cities and is producing a guide for LGBT fans giving advice on how to avoid poten- tial problems during the tournament. Having said that, Russia is relatively
liberal compared to some countries’ legal position on LGBT relationships. According to a report by the International Lesbian, Gay, Bisexual, Trans and Intersex Association (ILGA), there are 72 countries that contin- ue to criminalise same-gender sexual acts between consenting adults, including eight nations that impose the death penalty for these activities. However, it’s not all bad news – Aengus
Carroll, co-author of the ILGA’s report State Sponsored Homophobia: A World Survey of Laws: criminalisation, protection and recognition of same-sex love, says that laws criminalising same-sex sexual acts have been “slowly annually decreasing”, while the number of countries allowing same-sex marriage has also been rising, with Australia becoming the latest to change its laws on the issue.
BUYINGBUSINESSTRAVEL.COM
“Vacation travellers can choose their destinations but business travellers don’t
have that luxury” Man About World
have that luxury,” stresses the guide. “We go where the job sends us and when the job sends us to a country where sexual orienta- tion or gender identity are criminalised or marginalised, it adds layers of complexity.” Jean-Marie Navetta, director of learning
and inclusion at US-based LGBT network PFLAG National, adds: “The reality of the situation is that in a number of countries – and, in some cases, in parts or regions of some countries – the world remains a very unsafe place for LGBT travellers. “If assignments are made to these loca-
tions, there needs to be a real awareness that this is a very tangible threat for LGBT employees. This kind of education needs to happen so employees who have disclosed their sexual orientation or gender identity are briefed, and organisations have advice on working in the country and plans should anything go awry.”
INCLUSIVITY POLICIES Erika Weisbrod, director, security solutions – Americas, at security firm International SOS and Control Risks, says: “Organisations should develop and maintain inclusive pol- icies and procedures to support a diverse workforce and meet their duty-of-care requirements. Policies and procedures should incorporate inclusive training, pre-travel advice and awareness, educating travel- lers on what to expect when on assignment, as well as what to do and whom to call in case of an emergency. “Travellers should be made
aware of specific legal or social attitudes at their destination. This is another example of how pre-travel advice can be especially helpful,” she adds.
One of the issues organisations face is that
they probably will not know exactly how many of their employees identify as LGBT, as some may choose to keep this information confidential. This makes having strong di- versity and equality policies crucial so that an employer can try to improve duty-of-care to all travellers, regardless of sexuality or gender identity. Being seen as a good employer for LGBT
people by ensuring workplace inclusivity and equality is becoming increasingly important. LGBT rights group Stonewell produces an annual list of the UK’s top 100 employers through its Workplace Equality Index, which measures how organisations create an inclusive environment, commu- nicate their commitment to LGBT equality and have visible LGBT role models. London-based law firm Pinsent Masons has ranked second on Stonewall’s
BBT May/June 2018 69
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