According to recent data by the Trade Union Congress (TUC), one in every two LGBT+ employees faces startlingly high levels of workplace bullying and harassment, including physical violence, threats, and intimidation.
Almost three in ten LGBT+ people choose to hide their sexual orientation at work, with 18-24 year olds encountering higher levels of discrimination based on their identity. The TUC has called on ministers to amend the legislation so that employers, not victims, have the responsibility for preventing harassment.
The following sections discuss how firms might better support their LGBT+ employees through various initiatives focused on inclusivity and wellbeing.
Supporting LGBTQ+ Employees in the Workplace
The Equality Act of 2010 prohibits workplace discrimination and makes it illegal to treat someone differently because of protected characteristics such as gender, sex, age, or religion, including those who are transgender or queer.
Despite the fact that these regulations are in existence, illegal discrimination continues, and LGBT+ workers experience it more often, particularly those who identify as trans or queer. This has an impact on both employers and workers, particularly in relation to inclusivity and support for diverse identities. Employers must provide a safe working environment for all of their employees and establish clear policies to avoid discrimination lawsuits.
The significance of employers creating an inclusive workplace
The results of this study highlight the significance of companies creating a workplace that promotes diversity and has a zero tolerance policy for bullying and harassment of any form, particularly against lesbian and transgender individuals. LGBT+ workers should feel comfortable expressing any issues or complaints they may have, knowing that they will be heard and addressed correctly, regardless of their pronoun or identity. This not only helps the workers' emotional and physical well-being, but it also enhances employee relations and retention.
Employee Discrimination Claims
Employees are protected under the Equality Act 2010 from unlawful discrimination based on their sexual orientation. For example, because they are attracted to people of the same sex, opposite sex, or the same or opposite sex, or because of gender reassignment, which a person intends to undergo, is currently undergoing, or has undergone a process to reassign his or her sex or change other sex characteristics.
If an employee successfully brings a discrimination claim against their employer, an Employment Tribunal might award compensation for income loss and emotional distress, particularly for those identifying as trans or non-binary. Such compensation for discrimination could be uncapped, reflecting the true impact on the victim's well-being. A discrimination claim may not only result in financial losses for a company, but it can also damage its reputation, potentially affecting retention and recruitment efforts.
Advice for employers on how to support LGBT+ employees
This most recent study shows that businesses must do more to support LGBT+ employees in the workplace and gain a better knowledge of their perspectives, particularly regarding their well-being and identity.
Employers should make sure LGBT+ employees have a way to address concerns, fostering an environment of inclusivity and support for all identities. For instance, is your dress code regulation discriminatory? If your present policy mandates gender-specific dress restrictions and does not allow employees to express their identity without bias, it should be revised to better meet the needs of your employees.
In accordance with the foregoing, employers must update equality training for employees and review and adopt sound written equality policies that clearly state how LGBT+ employees and those undergoing gender reassignment should be treated, as well as direct managers on how to approach and deal with any unlawful conduct or conflict.
Employers could also form employee resource groups to help employees understand the benefits of diversity and inclusion, as well as to provide a place for LGBT+ employees to highlight significant issues and identify areas for development.
