Supporting LGBTQ+ Employees on International Business Trips: Best Practices

International business travel can be exhilarating, but for LGBTQ+ employees, it often comes with additional complexities. While many countries have become more inclusive, over 60 nations still criminalize same-sex relationships. Companies must take proactive steps to ensure the safety and comfort of LGBTQ+ workers while abroad. Here are key strategies for supporting them.

1. Develop a Comprehensive Travel Resource Kit
Providing employees with an inclusive travel guide can be crucial. This guide should feature resources tailored to LGBTQ+ employees, as well as other diverse groups, such as women and employees with disabilities. Valuable resources include the U.S. State Department’s LGBTQ+ traveler page and tools like apps for finding gender-neutral bathrooms. Additionally, organizations like the International LGBTQ+ Travel Association (IGLTA) offer guides on travel safety, rights, and LGBTQ+ friendly accommodations worldwide.

2. Research Destination-Specific Laws and Cultures
It’s critical to understand local laws and customs that affect LGBTQ+ individuals. Some destinations may be legally or culturally hostile, making it important to stay informed. Tools like the ILGA’s global report can be a helpful resource in assessing risks. Keeping contact details for U.S. Embassies on hand provides another layer of protection for employees facing legal or safety issues.

3. Plan Travel Arrangements with Care
Booking accommodations, transport, and activities in advance can help ensure LGBTQ+ employees stay at inclusive, safe locations. Legal protection and security measures should also be arranged beforehand. In regions with strict anti-LGBTQ+ laws, you may want to designate legal contacts and develop contingency plans for any emergencies that might arise.

4. Respect Individual Circumstances and Privacy
Every employee has unique needs and may face different risks. Provide them with sufficient information to make their own decisions regarding assignments, and give them the freedom to voice concerns about safety. However, avoid making assumptions about their abilities based on sexual orientation or gender identity—balance support with respect for their privacy and autonomy.

5. Implement Inclusive Training for Employees and Managers
Cultural and safety training should be offered to all employees, not just LGBTQ+ individuals. Training sessions can cover local customs, etiquette, and laws, preparing employees for different environments. Ensure that managers know how to respond to any concerns and maintain open lines of communication to address any issues during the trip.

By focusing on inclusion, privacy, and safety, companies can create a supportive environment for all employees, ensuring smooth international travel for LGBTQ+ workers and safeguarding their well-being.