Making Business Travel LGBTQ+ Friendly
Pride Month is an opportunity to celebrate the LGBTQIA+ community’s rich history and contributions to our society. But a business’s responsibility for inclusivity goes far beyond the month of June – it is a commitment that should be present 365 days of the year.
It is important to reflect all year round on how we can help to foster a more inclusive, equal, and supportive environment for the LGBTQIA+ community, and the considerations we might want to make to allow for that in business travel.
The Importance of Inclusive Travel
Recent data from Business Travel Show Europe revealed that minority groups, including members of the LGBTQ+ community, are increasingly being overlooked in business travel planning, with more than half of the 115 travel buyers surveyed admitting they don’t offer any special consideration for LGBTQ+ travellers.
Business travel can be stressful: tight schedules, jet lag, and unfamiliar places. But for LGBTQ+ individuals, there’s often an added layer of anxiety: concerns about safety, potential discrimination, and legal barriers.
Over 60 countries still have laws that criminalise same-sex relationships and activities. Even in destinations where these relationships are legal, social attitudes can vary widely, and discrimination can still be prevalent.
Creating a more LGBTQ+ inclusive travel programme allows your employees to travel comfortably, knowing their safety and dignity are a priority.
Here are our top tips on the steps you can take now to ensure your employees feel safe and supported when they travel for business.
1. Create an Inclusive Travel Policy
The first step to making business travel more LGBTQ+ inclusive is developing a clear and thoughtful travel policy that addresses the unique challenges that LGBTQ+ employees might face on the road. Consider the following:
Safety Over Savings
When it comes to business travel, sticking to the budget is important, but safety should always come first.
If an LGBTQ+ employee feels that their accommodation or transportation options could put them at risk, flexibility with the budget might be required.
Whether it’s choosing a more inclusive, well-known chain hotel or a safer travel route through a more accepting area, it’s important to prioritise your employees’ wellbeing over cost savings.
Don’t Forget to Update Regularly
Political climates regularly change. Countries pass new laws and social attitudes shift. This is why your travel policy should be a living document that’s regularly updated to reflect current conditions.
What was true a year ago may no longer be relevant, so it’s important to stay up-to-date.
Use inclusive language
Avoid using gendered terms and assumptions in your travel policy, using language that is inclusive of all gender identities.
2. Do Your Research
Take the time to research the cultural and religious sensitivities of the destinations your business is travelling to and ensure you’re not unknowingly sending employees into an unwelcoming situation:
Understand the Cultural Climate
Before any business trip, it’s second nature to check for things like health risks or travel advisories. But how often do you check for LGTBQ+ safety?
Knowing the law is a good start, but it’s not the whole picture. Social attitudes can be very different from what’s written in legislation. A country might have progressive laws on paper yet still hold deeply conservative views in practice.
And it’s not just about the country; it’s about the specific destination. A major city might be inclusive and welcoming, while nearby towns or rural areas could feel very different, even unsafe.
Local online forums, LGBTQ+ travel guides, and firsthand accounts from other travellers are valuable resources for uncovering these potential challenges.
By going beyond the basics and digging deeper into the social climate, you’ll be better equipped to protect your employees and ensure a more comfortable and secure trip for everyone.
LGBTQ+ Friendly Venues
It’s not just about the hotel. Make sure your employees know where to go during any down time they may have during the trip.
Research LGBTQ+ friendly restaurants, cafes, and bars that can make the trip feel more inclusive and enjoyable.
Use LGBTQ+ Resources
The International LGBTQ+ Travel Association (IGLTA) is one resource you can use for finding LGBTQ+ friendly destinations, accommodations, and local travel advice.
They’ve got guides and directories that can help you plan trips where LGBTQ+ employees can feel comfortable and safe.
Healthcare and Medication
When sending LGBTQ+ employees on business trips, especially for extended stays, it’s important to ensure they have access to necessary healthcare and medication.
In some countries, LGBTQ+ individuals could face discrimination or have limited access to healthcare services, especially when it comes to treatments like hormone therapy or HIV medication. Some countries may even refuse care based on sexual orientation or gender identity.
For longer trips, ensure travellers have enough personal medication for the duration and know where to access any additional healthcare they might need.
By researching the destination’s healthcare policies and LGBTQ+ rights, you can help mitigate risks and make sure your employees stay healthy and supported throughout their travels.
3. Gender-Neutral Travel Documents
Non-binary and transgender employees may face additional challenges when it comes to travel documents.
Many countries still only recognise male and female markers on passports, which can create confusion or delays for those with an X marker.
This is particularly important to consider, as not all countries are equipped to process gender-neutral passports.
While some countries like Canada and certain European Union nations have made progress in recognising the X marker on passports, other countries, like Saudi Arabia and the UAE, may not accept them, or have the systems in place to process or recognise them.
To avoid complications at the border, you must check the immigration rules of the destination country ahead of time.
This ensures your employees are fully prepared and won’t face unnecessary delays or challenges while travelling.
4. Communication is Key
It’s important to create a company culture where LGBTQ+ employees feel comfortable sharing their thoughts and concerns.
Whether they encountered unexpected challenges or discovered new insights about a destination, encourage LGBTQ+ business travellers to share their experiences at every stage of their trip, before, during, and after.
Their feedback will help you improve and ensure future trips are even safer and more inclusive.
5. Don’t Make Assumptions
It is important to consider that not all employees will be comfortable sharing details about themselves and their personal lives. Refrain from making assumptions about your staff and ensure information is presented and available to all staff.
6. Partner with an Inclusive Travel Management Company
A well-informed travel management company can make all the difference. Work with a travel provider that will partner with you to understand the unique needs and concerns of all of your travellers.
With our experience in building inclusive trips for businesses, we’re equipped to help you navigate destinations with confidence and care.
Why Us?
We understand the risks and nuances of inclusive travel. From booking hotels and flights to arranging ground transportation, we ensure every choice prioritises safety for your employees, so your employees can travel with peace of mind, no matter where their journey takes them.
Contact us if you would like help to create a more inclusive business travel policy, or help to create safer, more inclusive travel experiences for your team.
Making business travel more LGBTQ+ friendly is more than just ticking DEI boxes; it’s about creating a culture where all employees feel respected and safe, regardless of their destination.
We’re here to help you make that a reality, ensuring your employees travel with confidence knowing their safety and well-being are top priorities.
