Sexual Orientation in the Workplace in Dubai
Introduction
Currently, sexual orientation is a concept and context that is mostly discussed across the world. In some nations globally, the particulars of LGBTQ conduct are allowed and protected by the law. At the same time, in other parts, the idea is criminalized, and among these regions is the United Arab Emirates. With Dubai as the primary business hub in the area, the laws and policies of the land apply. Having been founded on Islamic rules, the country’s policies are against the context of sexuality, especially transgender and homosexuality. Same-sex marriages are illegal conduct that carries punishment consisting of a jail term (Walsh, 2017). From this perspective, as such, this paper is focused on analyzing the contexts of sexual orientation and the workplace in Dubai.
Dubai is one of the major business hubs in the United Arab Emirates, as well as the most crowded. While it is a significant tourist attraction, especially for party lovers, the culture deeply forbids its nationals from engaging in the acts of the tourists and also demands the visitors to adhere to the laws placed. As a cultured Islamic region, the laws shape the nationals. Among the laws of the land are those that forbid same-sex marriages and conduct, as stipulated by the Sharia law. According to the Hofstede model, the country measures a high score on power distance, where people have accepted the rule of the hierarchical power.
Also, with regards to the aspects of individualism, the society is mainly collectivist. On the masculine scales, women measure less as compared to men, with men retaining some of the most prestigious positions on the labor market. However, on the concepts of long-term orientation and indulgence, no scores are presented. Nevertheless, the country’s tolerance concerning sexual orientation is narrow and unprecedented on the scales of the law. As such, the elements of sexual orientation and the workplace are illuminated on the ideals of the stipulated regulations.
According to Out.com (2019), the University of Birmingham provided its staff with stipulations on hiding their sexual orientation when traveling to its campus located in Dubai. The University indicated that its LGBTQ staff should conceal their identity in the country following the laws of the region on the context. Additionally, employees have been identified as showing some drawbacks to the idea of working in the area due to its stipulations on same-sex marriages and transgender issues (Alsop, 2016).
The Global Workplace Equity Index indicates that the country is a zone 3 nation. As such, it condemns and decriminalizes sexual acts between people of the same sex. Also, in Dubai, transgender people have been arrested for entering gendered places; hence, in a workplace, the rule of gender must apply. Those who defy the stipulated laws are liable to jail terms that exceed up to 14 years (Dubai Port Deal Follows Anti-Gay Crackdown, 2006). From the dangers that face LGBTQ groups in Dubai, the Stonewall Global Workplace Equity index (2018) stated that employers and companies operating in the region need to focus on the safety of its affected employees. Dangers identified included jail terms, discrimination, and sexual harassment.
In the country, the various ideas and contexts presented by different sources have shown that sexual orientation is an issue that needs addressing with caution. This is because the region, regardless of laws that protect against sexual harassment, those addressing sexual orientation seem strict and inhuman (Fairouz, 2017). Nevertheless, while problems exist in the country regarding sexual orientation, companies and organizations have focused on developing strategies to help their employees in coping under the strict laws of the region. Among the measures was creating awareness among the employees in a workplace on the challenges and how best to deal with them. For instance, regardless of the criticism experienced by the University of Birmingham on the information shared to its staff and students suffering sexual orientation from other countries, the move was a bold strategy at protecting them from prejudice, stereotypical comments, and discrimination (Sonoma, 2019). From this perspective, as such, institutions in Dubai are focused on evaluating the impact that sexual orientation could have on its employees. By providing stipulations that address the problem, such as the University of Birmingham guidelines to its staff and students on conduct.
Conclusion
Dubai, an Islamic country, the policies, and laws provided under the Sharia law apply and are constitutionalized by the government. Further, the requirements are implemented into the country’s organizations and workplaces, regardless of their originality. As such, at the workplace, sexual orientation is advised for presentation with caution, where the affected employees need to take caution before publicizing their sexuality (Ryan & Wessel, 2011). Organizations in Dubai are not limited to the aspects of the diversity accorded across to its human resources. However, individual people are subjected to the adherence of the law. Even though different institutions such as the University of Birmingham’s facility in Dubai got criticism for their choices on informing its staff on caution with regards to sexuality, it created awareness and guidance to avoid facing the strict law on sexuality and conduct.
References
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