While this article is a timely reminder of an Employer's duty of care to employees being sent on overseas assignments, there are some things closer to home that need to be considered:
- Does your corporate culture allow people to speak up with their concerns?
- Does your corporate insurance program cover de facto same-sex partners? If your policy is written in Australia this is something worth checking.
- If you offer medical benefits, again, does this cover de facto same-sex partners?
- Does the overseas country you're sending people to recognise same-sex partners for spousal work visas?
It's unfortunate that in 2016 these things have to be checked, but a couple of minutes of research can save serious hardship for your people when they need help.
"It's inconceivable to force someone to go to a country where his kind are condemned to death for who they are," stated their online petition, signed by almost 30,000 people. In the US, states and cities have been excoriated for restricting the ability of transgender people to use toilets appropriate to their sexual identity. Duelling lawsuits between North Carolina and the federal Government, and a sharp rise in workplace bias claims, have put lesbian, gay, bisexual, and transgender issues centre stage in a way that hasn't been the case since the US Supreme Court legalised gay marriage. But a broader, global threat to equality persists, and not just for flight attendants. (Air France didn't respond to a request for comment.) LGBT employees of multinational companies must often worry about legalised harassment, imprisonment, or worse.