• Jean-François Pyl-Tillet launches a training organization for the inclusion of LGBTI+ people in the world of work.

  • In companies, the prevention of psychosocial risks does not always take into account the specificities of LGBTI+ people.

  • For this trainer from Lille, it is more a question of ignorance than ill will on the part of employers.

Integrate diversity.

No offense to some, diversity in all its forms is an asset for society in general, including in the world of work.

And if accepting and encouraging it shouldn't even be a subject of discussion, reality shows that there is still a lot of work to eradicate racism, sexism and homophobia.

For LGBTI+ people, it is perhaps even worse, in particular because of the lack of knowledge of what they represent.

A "vacuum" that Includ, a Lille organization dedicated to the inclusion of lesbians, gays, bisexuals, transgenders and intersex people, proposes to fill.

Like most homosexual people, Jean-François Pyl-Tillet has experienced the discrimination and mockery given to him because of his sexual orientation.

And with him, his father, a plumber, suffering homophobic jokes at his workplace because his offspring likes boys.

“In the world of work, whether one is targeted directly or not, this is part of the psychosocial risks against which the employer is required to protect his employees,” explains the founder of Includ.

“There is a real hole in the racket”

In general, businesses and communities deal rather effectively with the issues of sexism and racism.

“As regards the psychosocial risks linked to the living situations of LGBTI+ people in the world of work, there is a real hole in the racket, assures Jean-François Pyl-Tillet.

It is not so much a problem of otherness as a question of ignorance”, he believes.

There is good will, but a lack of method that the trainings of Include can fill.



Start by teaching the human resources departments what we are talking about.

The trainer explains: “To manage LGBTI+ diversity, you must already know what it is about and break down the false representations that you may have of it.

In a much more practical way, Includ also trains in compliance with legal obligations related to diversity and provides the keys to reduce the related risks.

“On the one hand, I explain to clients that it is a shame to deprive oneself of certain talents for fear of doing wrong, insists Jean-François Pyl-Tillet.

On the other hand, it will allow LGBTI+ people to stop inventing a straight life for fear of not being integrated.

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And if it is not out of simple humanism, employers have no choice anyway.

“The company has obligations concerning psychosocial risks and the quality of life at work.

Inclusion is part of it, ”continues the boss of Include.

Moreover, in the event of a breach, the employer's liability may be engaged on the basis of the Labor Code or the Penal Code.

To live well together, everyone wins.

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  • Company

  • Hauts-de-France

  • Lille

  • LGBT movement

  • Inclusion

  • Work

  • Discrimination