What are the best practices for ensuring partnership agreements align with LGBTQ+ rights principles?

In my experience, it is crucial for partners to have a Code of Conduct and Safeguard that clearly outlines institutional values and objectives, explicitly opposes any form of prejudice. It is also important to have clear rules, reporting channels, and procedures in place in the event of a violation of these rules. Furthermore, partners should express a public stance on such matters.

People in same-sex relationships have historically experienced unique challenges on account of their relationships, such as discrimination, family rejection, and other stressors that can adversely affect mental health. Now a days, new research reveals "what works well" in LGBTQ+ relationships. Providing assurances is the strongest predictor of positive LGBTQ+ relationship outcomes. Spending time with supportive friends, being open, and engaging in healthy conflict management each benefit LGBTQ+ relationships. This research is a critical step towards understanding the specific needs of LGBTQ+ partners.

Es peligroso hablar de derechos LGBTQ+ sin reconocer que nos referimos a una población muy diversa en sí misma, por lo que es importante tener claros los valores propios de nuestras organizaciones para tomar una decisión. Al tenerlo claro, es clave hacer un mapeo "histórico" de las acciones, posturas y alianzas que ha tenido este posible partner. Es verdad que a través de las generaciones las instituciones han aprendido y cambiado sus políticas y su actuar, pero esta revisión nos puede dar una idea más clara de sus valores y si son compatibles con los nuestros. Además de investigar qué herramientas despliegan activamente para garantizar la dignidad de las personas LGBTQ+ y la manera en la que lo comunican.

Lean into this conversation is this is an area you are working to improve or feel is important to your partnership. This is incredibly important when working with faith community partnerships, to ensure partners welcome each other. The second part of this advice is absolutely to dive deeper and ask thoughtful questions regarding concerns. Challenge positive perceptions and talk to stakeholders and community members. For both Large and Small organizations the HRC and their state affiliates examine LGBTQ+ friendly businesses. These are great indexes to look at and examine potential areas of concern. Use a hypothetical, Invite them to share how their organization might/might not provide gender affirming care for employees and their families

Je trouve toujours utile de mobiliser des indicateurs de droits humains pour mettre en rapport les informations que vous récoltez avec les règles et normes internationales et ainsi objectiver votre analyse de la culture, des valeurs et de l’approche de votre partenaire potentiel.

In an LGBTQ+ partnership, setting shared values and goals is vital. Start by aligning on LGBTQ+ rights, inclusion, and diversity principles. Define specific objectives, like workplace inclusivity or policy advocacy. Measure success through data collection and reporting, seeking feedback for improvements. Maintain regular communication and transparency with designated contacts for coordination. Plan for conflict resolution and periodic goal reevaluation. Together, these steps ensure a successful partnership that makes a meaningful impact on LGBTQ+ rights and inclusion.

Je trouve toujours pertinent de rédiger un cahier des charges précisant notamment le contexte, l’objectif, les attentes, les missions, le calendrier, les modalités de collaboration, les résultats escomptés et les modalités d’évaluation de la collaboration avec votre partenaire. Le cahier des charges est un guide qui fait office de référence pour toutes les parties.

Don't forget to make your partnership agreement flexible—it's like a roadmap that might need a detour or two. Add in clauses for updates because, you know, business can be unpredictable. Also, set up clear ways to keep the communication flowing so that everyone's on the same page. That way, your partnership stays strong and ready for whatever comes its way!

In the world we live in of technology, we often feel empowered that we can do this work ourselves. I’ll point out that this article recommends bringing in an expert. First of all, you may be completely capable of doing this on your own. There is power in being willing to accept that bringing in an expert third party may make it better. The best leaders and most successful managers all know that finding someone who is better at something than you are at something is the most effective way to get something done.

C’est utile de définir en amont une stratégie de négociation comportant plusieurs options et une liste exhaustive de points qui ne sont pas négociables. La négociation en binôme me semble plus efficace, à condition de préparer la mise en scène et de préciser le rôle de chacun. La stratégie collaborative permet souvent d’atteindre les objectifs en matière de droits humains.

There has to be a win-win situation for both the parties. However keep your mission and vision in line with the execution dont deviate from it or get emotional.

Keep communication OPEN. There could be unforseen instances learn to inform your partner with "no filter" and "work together" to resolve or minimize it.

Holding meetings to keep track of how the partnership is progressing is a good way to bring to light peoples' feelings and use these considerations to strengthen the team. It's better when leadership take the steps to see whether people are content rather than waiting for team members who have their reservations to speak up, as they may not for several reasons.

From personal experience, and as a member of the queer community, I would advise that there be a strong attention to language and to document a shared understanding. This is also a great opportunity for both sides of the partnership to involve staff - to share their personal voice and also as an education piece.

Be clear about your organizational values and be sure you know those of your partners. Seek to engage in partnerships where these align. We live in a bigoted world so this is not easy to do. Many times short term monetary gain wins out over values. Be clear about the circumstances when that will be the case to give employees the information to make choices about whether they are working for an organization that matches their values.

Consider a statement of shared values that speaks to all of the ways you align around inclusion and equity. Include folks from the communities you seek to support to review and provide input to the language in these statements. Ensure you have a strong exit clause should your partner fail to live up to these values.

As yourself whether you are genuine in your interest to work with the LGBT+ community, because people are smarter than you think, and can see through companies who don't have their interests at heart. Focus on making your partnership beneficial for everyone because no-one like lip service.