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Pride and Prejudice: Tapping the LGBTQ Talent Pool |

プライドと偏見 LGBTQという人材プールの活用

Jun Kabigting, MBA/MS/SPHRi | カビッティン・順 MBA/MS/SPHRi

As Japan grapples with a shrinking domestic talent pool, tapping into the extraordinary and largely untapped LGBTQ talent base might just give it the boost it needs. | 国内人材プールの縮小問題に取り組む日本にとって、非凡でほぼ手付かずのLGBTQという人材プールを活用することは、必要とする人材の活用に大いに役立つかもしれない。

Originally written in English

In the 2nd anniversary issue of The HR Agenda [Jul-Sep 2013], we featured the theme of Selection and Staffing: Everyone Counts in the Race for Talent. In that issue, the main feature story not only focused on the business case of hiring people with disabilities (PWDs) but more importantly, a call for a paradigm shift for people and organizations. That is, from perceiving the practice of hiring PWDs as an act of charity (or meeting government quotas) to giving PWDs a chance to fulfill their dreams, live with pride, dignity and respect, and to contribute to society in their own unique and “differently-abled” ways. After all, talent comes from everywhere.

Five years hence we want The HR Agenda to once again affirm that same message: that in the race for talent, everyone counts. In this issue, we tap into the awesome, diverse and colorful talent pool of the lesbian, gay, bisexual, transgender and queer/questioning (LGBTQ) community. Nowhere on Earth that this is more true, urgent and a matter of survival than in Japan where the talent pool seems to shrink by the day due to its fast-aging society, low birth rates, high longevity and relatively closed immigration policies.

In particular, HR professionals can and should play an important role in defining, crafting and executing their organizations’ LGBTQ talent strategy. As HR professionals, we know that talent comes in many shapes, sizes and forms, and irrespective of one’s sexual and gender orientation, preferences or choices. We also know the need and importance of building a diverse and inclusive workforce from within to ultimately cater to the diverse world of customers and clients in the real world.

We are quite proud to have assembled in this issue key opinion leaders and subject matter experts who can help us understand the latest state of LGBTQ community in Japan. Through their insights, gain contextual perspective on how Japan is responding to this untapped talent pool. Know how the more progressive organizations currently harness LGBTQ talent and learn from their best practices. Access key information that shows how LGBTQ inclusion in the workplace is indeed a smart business decision and a must for organizations to not only survive but to thrive.

Moreover, we hope that through these articles, you would see the moral and ethical underpinnings on why we should tap into the LGBTQ talent pool and include them in the talent narrative.

Being part of the LGBTQ community does not make someone better or worse. It’ simply a matter of preference and yes, a personal choice. There is also no factual evidence that sexual orientation and gender preference negatively affect someone’s level of intelligence, standards of morality, emotional stability or ability to contribute to society.

For far too long, we as a society have ignored, dismissed and frowned upon the abilities, capabilities and contributions of the members of the LGBTQ community primarily due to our own personal, cultural, societal, religious, political and organizational prejudices. However, history is replete with examples of the many epoch-changing and valuable contributions of the members of the LGBTQ community across all aspects of life and human endeavors such as politics, science, engineering, culture, education, music, literature, military, war, sports, entertainment and many more. Our society and civilization have made great strides not because of the absence of LGBTQ talent but in fact due to the presence of this wonderful and inexhaustible talent pool that is the LGBTQ community.

When we view from this angle, the LGBTQ community is indeed a source of pride, inspiration and hope because whether we like it or not, the LGBTQ community is part and parcel of our collective destiny and our shared humanity.


 本誌The HR Agendaは、その2周年記念号である20137-9月号のテーマを『選抜と配属 人材競争では誰もが重要』とした。当該号特集は、障がいを持った人たちを雇用するビジネス上の意義ばかりではなく、人と企業のためにパラダイムシフトを呼びかけたものであった。すなわち、障がい者雇用は、慈善行為の実践(政府割当の充足)であるとの見方から、障がい者に夢の実現、プライド・尊厳・尊敬をもって生きることであり、彼らにそのユニークで「異なった能力」で社会に貢献するチャンスを与えることであるとの見方へのシフトである。結局のところ人材は、あらゆるところから来るのである。

 それから5年が経ち、The HR Agendaは、今一度、同じメッセージを皆さんにお届けしたい。人材競争では誰もが重要だということを。本号では、素晴らしく、多様で、多彩な人材プールであるレスビアン、ゲイ、バイセクシャル、トランスジェンダー、クウィア/クエスチョニング(LGBTQ)コミュニティーに焦点をあてている。これは、地球のどこよりも日本において、当てはまり、緊急であり、生存にかかわる事項である。日本では、日ごと急速な社会の高齢化、低出生率、長寿化、比較的閉鎖的な移民政策により、人材プールが縮小しているように見受けられるからである。








Jun Kabigting, MBA, MS, SPHRi| カビッティン・順 MBA/MS/SPHRi


Jun Kabigting is president of HR Central K.K. and an adjunct professor/lecturer with Temple University Japan Campus and GLOBIS Management School. He has more than 25 years of experience across the entire HR value chain, most of them Japan-focused. He has a solid experience as a trainer, HR consultant, and talent acquisition professional. He passionately believes in advancing the HR agenda in Japan through continuing HR education, knowledge sharing and use of HR best practices

カビッティン・順 「 エイチアールセントラル株式会社」代表取締役、「テンプル大学日本校」と「グロービス・マネジメント・スクール」の非常勤講師。HRのバリューチェーン全体を通じた経験は25年以上。その大部分が日本に特化したもの。トレーナー、HRコンサルタント、人材獲得専門家としての確固たる経験を持つ。HR教育、知識共有、HR最優良事例実践の継続を通して、日本のHRの課題が前進すると信じ、情熱を持って取り組んでいる。                                                                                                                       


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