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Union urges Meta to reassure LGBTQ+ staff following policy changes

On 7 January, Meta changed the moderation guidelines on its social media platforms, including its hate speech policy

Prospect, the trade union for UK tech workers, has called on Meta to assure its UK employees with protected characteristics, particularly those in the LGBTQ+ community, that they will not be disadvantaged by the company’s policy changes.

We asked commentators how HR can protect the wellbeing of LGBTQ+ staff.

Representatives of Prospect, which represents some Meta employees, wrote a letter addressed to Lizzie Runham, HR director for Meta EMEA, on 17 January expressing concern for employees’ welfare following its decision to scrap fact-checkers and diversity, equity and inclusion (DEI) initiatives, alongside global layoffs. 

Andrew Sturtevant, Prospect's assistant national secretary, told HR magazine that Meta’s recent activity has caused UK staff with protected characteristics to worry about their roles.

He said: “Both the disbanding of the internal DEI team and changes to internal policies have been highlighted by staff at Meta as reasons why they are concerned about a change of culture.


Read more: How HR can create a trans inclusion policy 


“Following Mark Zuckerberg’s comments, our members are worried that their colleagues whose role is to check context are likely to be seeing an increased amount of offensive material that relates to gender, sex, race, and disability; and that this will have a particular impact on colleagues with protected characteristics.
 
“The timing of this move with the announcement that 5% of staff will be managed out on performance grounds has fuelled fears that staff with a protected characteristic will be targeted for an exit. Our members at Meta would need a lot of convincing that any performance process will not be discriminatory and will be run fairly and consistently.”

Last week (15 January), Meta boss Mark Zuckerberg announced that 5% of the company’s global workforce will face layoffs this year, and that the tech company would roll back its DEI initiatives.

On 7 January, Meta also changed the moderation guidelines on its social media platforms, including its hate speech policy. The guidelines now allow users to call people ‘mentally ill’ based on their sexuality or gender identity. 

On 10 January, Zuckerberg featured on The Joe Rogan Experience podcast, in which he said that corporate America needs more “masculine energy”.

Prospect’s letter called on Meta to reassure staff that they will not be placed “arbitrarily” in a performance process and “that they can have confidence that Meta will be a safe and inclusive place to pursue their careers”.

Employers should show they prioritise LGBTQ+ inclusion through specific LGBTQ+ policies, a spokesperson for the LGBTQ+ charity Stonewall suggested.

Speaking to HR magazine, the spokesperson said: “Meta’s decision to abandon inclusion efforts come at a time when LGBTQ+ and minority rights are under increasing threat. We know that many of its 70,000 staff will have concerns, including those in the UK. 
 
"All good employers should prioritise staff wellbeing, especially in potentially challenging internal and external circumstances.

“That’s why it’s important that employers have robust and explicitly LGBTQ+ inclusive policies against discrimination, bullying and harassment, to ensure all staff to feel confident raising concerns.”


Read more: LGBTQ+ employees have lower wellbeing at work, report reveals


Encouraging employees throughout the business could help create an inclusive culture for LGBTQ+ people, Woosh Raza, founder of HR consultancy Woosh, told HR magazine.

He said: “The role of HR in championing the LGBTQ+ community right now will go a long way to develop a safe and inclusive workplace culture. There are many ways to do this.

“Encouraging senior leaders, CEOs and executive teams in communicating to staff and reiterating support and solidarity for the LGBTQ+ community will go a long way in providing reassurance. 

“Speaking to the chairs of your LGBTQ+ network and attending network meetings will allow HR to understand specific ways to support folk in your organisation.”

HR should also provide LGBTQ+ inclusive healthcare, the Stonewall spokesperson added.
 
They continued: “'Workplaces can also ensure that LGBTQ+ employees can access inclusive health and wellbeing support when they need it, and signpost external support services such as Switchboard.” LGBTQ+ employees have lower wellbeing at work than heterosexual employees, according to a report by workplace happiness database WorkL in February 2024.

Meta was contacted for comment.