Explore the issues affecting LGBTQI+ employees at work, and how employers can better support them in palpable ways.
While evidence in recent years has shown acceptance of LGBTQI+ relationships is increasing, there is still a strong avoidant response when it comes to being ‘out’ at work for LGBTQI+ people.
According to the Government’s LGBT action plan, 70% of respondents with a minority sexual orientation said they had avoided being open about their sexual orientation for fear of a negative reaction from others.
During Pride Month (1 – 30 June) we’ll be taking a closer look at some of the issues affecting LGBTQI+ employees at work, and how employers can better support them in palpable ways.
According to the Trades Union Congress (TUC), one in five workplaces do not have any policies in place to support LGBTQI+ employees at work.
Measures to support the physical and psychological safety of these employees is distinctly lacking in some important areas.
The fear of negative reaction to their identity, rejection, bullying, and harassment are just some of the issues affecting people from a minority sexuality or gender identity, in the workplace.
The effect of these can be compounded if there is no clear way to report for employees to report bullying, harassment, or discrimination.
The importance of support from management and company policies cannot be overstated, even in companies that have supportive policies.
Particularly when the TUC’s research found only 34% of workplaces with those policies had reviewed them in the last 12 months, along with 28% who could not recall when they last looked at them.
Risks
People who are gender non-conforming, including Transgender people, are at inherently higher risk of unemployment, workplace harassment and discrimination.
According to Skylar Davidson’s research on gender equality in the workplace, about half of Transgender people have reported adverse job outcomes, such as being fired, not hired, or denied a promotion because of their gender identity or expression.
In the European Union, six times as many trans people as cis lesbian, gay and bisexual people report being assaulted at work.
This has been exacerbated by a recent increase in anti-transgender laws, in countries including the United States and Hungary.
Having a workplace which is supportive and welcoming of different sexual orientations and gender identities can be not just affirming, but lifesaving.
Equality Matters outlines the risks an LGBTQI+ person navigates in expressing their identity to prospective or current employers include:
Impacts
The mental health impacts can be significant for a person encountering these issues and barriers.
Increased rates of anxiety, depression, and mental fatigue can have specific flow-on effects for employees who identify as LGBTQI+, such as:
There is evidence companies who embrace LGBTQI+ policies, outperform their competitors, by at least three percent in recent years, the Credit Suisse has found.
Workplace review company Glassdoor UK share some of their insights on how businesses can actively support LGBTQI+ employees:
Resources
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