In recent years, the US has seen a wave of state-level laws restricting abortion and targeting the LGBTQ community. These laws create a moral dilemma for business travelers who are already sometimes in the middle of cultural, religious, and political clashes.
For businesses, there are a couple of levels to consider when dealing with traveling employees who may be impacted by anti-abortion and anti-LGBTQ laws. First, legal responsibility must be addressed. An employer could be held liable if an employee is harmed or charged with a crime related to an anti-abortion or anti-LGBTQ law.
Second, there is an ethical responsibility for employers to protect and support any of their employees who may be affected by the law. Many times, these laws have been implemented on short notice with no clear expectations for how to navigate the situation.
For example, a transgender employee might arrive in a state they didn’t know had passed laws prohibiting transgender health care. This could be a terrifying and potentially dangerous experience. Employers should have guidelines in place to address these scenarios and ensure clear expectations for how their traveling employees should proceed.
Finally, the third level to consider is global public relations. Laws like these can damage a company’s reputation with clients and customers. If customers get the impression that a company doesn’t value the rights of their employees, it could have a negative impact both in the short and long term.
It’s important for companies to understand the implications of these laws and take measures to ensure that their employees and customers are protected when it comes to travel. Employers must also be aware of laws in the areas they are sending their employees to, and work to ensure their employees are safe, legally protected, and ethically supported.