Peruvian society has historically looked the other way in relation to the rights and freedoms of the LGBTIQ+ community, mainly due to the absence of public policies aimed at recognizing and protecting sexual diversity, as well as the conservatism of the elites, anchored to beliefs of the past, mostly of religious influence. This has resulted in a huge and unfair gap in structural inequality and pain that directly affects the 8% of the population that has declared itself to be non-heterosexual. The impact is also on their families. Here, I share some data that reflects this serious problem: 71% of Peruvians recognize that the LGBTIQ+ community is discriminated against or very discriminated against; 30% would not be willing to hire a homosexual person in urban areas and 45% in rural areas and; one in five Peruvians maintains that homosexuality is a disease (IPSOS).
Companies have a duty to act to change this situation and we can do it through sustainable leadership that includes two approaches:
From inside the companies
promoting good diversity and inclusion practices, for example: policies and training for workers, hiring inclusive suppliers, employment benefits for the LGBTIQ+ community, projects in the area of influence, alliances with organizations that promote inclusion and genuine activism of the CEOs in favor of the rights of the LGBTIQ+ community; among others.
Supporting the demands of the LGBTQI community
• Equal marriage. The state currently does not recognize same-sex couples, which limits their access to protection and rights. • The gender identity law. The change of ID is only possible through a judicial process and not by a summary action in the RENIEC (peruvian institution that issues ID´s). Trans people cannot live fully because of it. • Adoption. The current law prevents same-sex couples from applying for the adoption process jointly, which limits their aspiration to start a family. • The criminalization of discrimination based on sexual orientation, gender identity and/or gender expression towards people from the LGBTIQ+ community.
In education with inclusion
Specialists recognize that education is key in the medium and long term to solve the problems of discrimination in the world. A gender approach that emphasizes equal rights, tolerance and respect is essential.
In job opportunities
Promote the employment and development of inclusive talent. In addition to generating more competitive organizations, it would help prevent the escape of talent. More than 70% of LGBTIQ+ migrants have indicated that discrimination was an important factor for their departure (Mas Igualdad).
The sustainable development programs in our companies must consider the importance of working on SDG 5 (gender equality) and SDG 10 (reduction of inequalities) to promote the inclusion of the LGBTIQ+ community. We CEOs have in our hands the possibility of contributing to making Peru a fairer country and where no one is left behind.
Let’s be united in this crusade.
Fuente: Diario Gestión