LGBTQIA+ business travel: Can companies like Google and Microsoft find new ways to keep employees safe while traveling internationally?

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While global awareness and advocacy for LGBTQIA+ issues continues to grow, the business travel industry still sees a significant gap in providing employees with critical destination-specific information. This oversight remains despite World Travel Protection’s annual survey finding that only 9% of organizations provide necessary LGBTQIA+ destination information for business travel. The percentage of employees who do not publicly disclose their LGBTQIA+ identity is even lower, with only 8% of companies providing specific travel information. This scenario highlights the need for a stronger support system for LGBTQIA+ staff on the road, and travel agencies have a critical role to play in bridging this gap. Companies such as Google, Microsoft, Accenture, and Ernst & Young Group have mandated similar new policies.

Google Travel Safety Information:

• Google provides LGBTQIA+ employees with access to comprehensive travel safety guides through our intranet. These guides contain legal and cultural information about the destinations they are traveling to, and are particularly helpful in countries with restrictive laws against the LGBTQIA+ community.

Participating in Microsoft’s Mobility Program:

• Microsoft has built LGBTQIA+ safety measures into its global mobility programs, advising employees about the laws and social norms of their host country and providing emergency contacts for support organizations.

Accenture’s local support network:

• Accenture provides traveling employees with a list of local LGBTQIA+ friendly resources and support systems, ensuring they have access to safe spaces and community support wherever they are stationed.

Ernst & Young Group Travel Policy:

• As part of our duty of care strategy to increase safety and reduce feelings of isolation, Ernst & Young encourages LGBTQIA+ employees traveling to less tolerant areas to travel in pairs or groups.

Our commitment to LGBTQIA+ travel safety

1. Comprehensive Travel Safety Guide:
   • Data source: Google uses information from trusted sources, such as the U.S. Department of State and ILGA (International Lesbian, Gay, Bisexual, Transgender and Intersex Association), to compile travel safety guides that provide legal and cultural insights into destinations with restrictive laws specifically for the LGBTQIA+ community.
   • Internal Accessibility: These guides will be made available through Google’s intranet, ensuring all traveling employees have easy and private access to important safety information before and during their trip.
2. Pre-trip briefing:
   • Cultural training: We host pre-trip briefings, including cultural sensitivity training, to help employees understand and respect local customs and norms in the destinations they travel to, while being aware of potential risks.
   • Legal advice: These information sessions also cover legal aspects, informing travelers of their rights and legal risks in various jurisdictions.

Microsoft’s inclusion strategy for mobility programs

1. Participating in the Global Mobility Program:
   • Legal and social advice: Microsoft’s mobility programs include detailed advice on host country laws and social norms to help employees prepare for their upcoming environment, especially in countries with poor records on LGBTQIA+ rights.
   • Emergency Support: The program provides emergency contact numbers for domestic and international support organizations that can offer assistance if LGBTQIA+ employees encounter difficulties overseas.
2. Partnerships with LGBTQIA+ Organizations:
   • collaboration: Microsoft partners with LGBTQIA+ advocacy organizations around the world to ensure employees have access to the support networks and local resources that are crucial to their safety and well-being during their international deployments.
   • Support System: These partnerships help employees establish a support system they can rely on, providing additional security and a connection to their community while they are away from home.

Impact and implementation examples

• Practical Applications: A real-world example of these policies is when Google employees traveling to countries with strict anti-LGBTQIA+ laws used the company’s Travel Safety Guide to effectively navigate the complexities of the laws and cultural context. The information provided allowed employees to contact local support services and develop contingency plans to ensure a safe and productive business trip.
• Support in times of crisis: In another example, a Microsoft employee deployed to a Middle Eastern country faced discrimination. Thanks to Microsoft’s emergency contacts and partnerships with local LGBTQIA+ support groups, the employee was able to access immediate legal and emotional support, defusing the situation and ensuring their safety.

These efforts are prime examples of how Google and Microsoft not only adhere to international standards for LGBTQIA+ inclusivity, but are also actively contributing to creating a safer and more welcoming global business environment for all employees, regardless of gender identity or sexual orientation.

Legal and cultural preparation

Understanding the legal situation in your destination is essential to making safe and informed travel plans. Same-sex relationships are still criminalized in over 70 countries, and levels of anti-LGBTQIA+ sentiment fluctuate even within areas previously considered safe. For example, companies like Google and Microsoft are modeling proactive support by providing up-to-date safety information to their traveling employees through platforms like Smartraveller, ILGA World, and Human Dignity Trust.

Additionally, it is important to understand the local cultural and social context. Discrimination can occur even in places where there are no clear legal restrictions for the LGBTQIA+ community. The 2024 Gay Travel Index reveals that attitudes vary even within the same country, showing that legal knowledge alone is not enough.

Utilizing local resources

Working with local governments requires careful consideration of local attitudes towards LGBTQIA+ issues. Some places offer law enforcement assistance to travelers who feel threatened, but you must tread with caution in areas where LGBTQIA+ identities are criminalized. A good example of good practice is the approach taken by Accenture, which provides employees with contacts for LGBTQIA+-friendly local resources and support systems in their travel destinations, increasing their safety and well-being.

Collective Safety Measures

World Travel Protection research also revealed that 39% of Australian business travellers are concerned about facing discrimination based on gender or sexual orientation, with women more likely to be concerned than men. This indicates that companies need to implement strategies to support their staff in terms of mental health, especially while on business trips. Encouraging travel in groups or assigning destination hosts can help mitigate risks and provide a safer environment for LGBTQIA+ travellers. Companies such as Ernst & Young have adopted policies that include travelling in pairs or groups to ensure employees feel supported and reassured, especially in unfamiliar areas.

Global impact on travellers

Poor support for LGBTQIA+ business travelers not only impacts those involved, but also has broader implications for global business travel trends. Greater support can improve job satisfaction and employee retention, reduce travel-related stress, and promote inclusivity. This change not only benefits travelers, it can also position companies as inclusive organizations and attract a more diverse workforce.

Calling for proactive corporate action

The need for inclusive support for LGBTQIA+ business travelers is clear. As companies continue to send employees around the world, their responsibility to ensure their safety and health remains paramount. Travel agencies and corporate travel departments must work together to provide up-to-date information, understand local conditions, and build support systems that acknowledge and protect the diversity of their workforce.