To coincide with World Pride 2023, taking place in Sydney from February 17 – March 5, HM’s Pride at Work series is celebrating LGBTQIA+ workers in the hotel industry and shining a spotlight on inclusivity in both the employee and guest experience.
Here, TFE Hotels People and Capability Manager WA and NT, Sandra Lacgalvs, shares the frustrations of dealing with ignorant remarks from front-of-house staff and offers ways that the accommodation industry could help tackle issues faced by LGBTQIA+ team members.
Do you think the accommodation industry in general is inclusive and accepting of the LGBTQIA+ community?
Yes, absolutely! I believe that both the accommodation and hospitality industries are diverse and inclusive; and that these traits are attractive to LGBTQIA+ persons and their allies.
Are there any ways you think the industry can improve in terms of being more welcoming and inclusive of LGBTQIA+ employees and/or guests?
There is an implicit inclusion and encouragement for LGBTQIA+ persons to work in the accommodation sector.
At TFE Hotels we promote, and recruit based on merit and capability, and see excellent LGBTQIA+ representation in all areas of hotel, culinary and across food and beverage operations.
Representation is very important; people don’t believe they can achieve more unless they see themselves represented in the business. As someone who had very few gay female role models in business, it is important to me to be vocal about who I am, what I stand for and hopefully inspire the next generation to know they are not bound by their own limiting beliefs.
I also acknowledge my own inherent privilege and believe that we are obligated to challenge our own perspectives and privileges daily.
Speaking from the guest experiences as a femme lesbian, travelling with my wife, I would offer advice to frontline team members to do not assume the other person is a relative – regardless of the surname presented – and further assume that the couple wants twin beds. While this is amusing at times, it can get a little frustrating.
Have you ever experienced homophobia while doing your job?
Not at all in recent times. In the early 2000s – and in my prior roles outside of TFE Hotels – occasionally people have made inappropriate comments to me in the workplace. Through the activity and education in the LGBTQIA+ space in recent years, and the introduction and socialisation of legislation that provides LGBTQIA+ people with equal rights and general protections, I’m pleased to report there have been no instances of poor treatment.
Do you feel like you can bring your whole self to work?
Absolutely! We are very fortunate at our workplace that we’re encouraged to share individual perspectives, experiences and educated opinions. This is lucky for me, as there are few topics that I don’t have an opinion on!
How does your workplace make you feel valued and supported?
TFE Hotels has many great practices and we’re currently looking at how we can really bring DEI to life within our business. I am very fortunate to be leading this aspect of the business and am excited to support TFE Hotels as we launch into the next phase of our DEI journey.
As a gay woman reflecting on our current state of play, I feel both overwhelmed with a sense of belonging, and very excited with meaningful gestures like our Adina Surry Hills World Pride makeover. It really adds a level of comfort – particularly for that unsure and nervous teenage lesbian within me – to see the level of acceptance that my workplace has for me and my fellow LGBTQIA+ members and allies!
Are there any ways that you support other, perhaps younger, members of the LGBTQIA+ community in the industry/your workplace?
The accommodation industry could benefit from a cross-business working group that looks at tackling common issues faced by the younger cohort of our community. This could include an industry standard around training/education that’s provided to all business leaders or decision makers; addressing drug or alcohol abuse; or even supporting LGBTQIA+ team members facing adverse situations simply because their families, religion or cultures do not support them living authentically. There are endless issues facing this group and as an industry we could band together to help address these challenges.