1 in 5 LGBTQ+ employees have reported negative comments and conduct from other staff members due to their sexuality or gender identity. A further 1 in 8 revealed they would not feel comfortable reporting said comments to an employer. How can employers support the LGBTQ+ community within the workplace and put a stop to this discrimination?

Experiences amongst the LGBTQ+ community vary, however, there is consistent evidence of workplace bullying and harassment. From using incorrect pronouns to the default assumption of heterosexuality, employees have reported that the lack of an inclusive workplace has a negative effect on their mental health.

There are many steps an employer can take to ensure LGBTQ+ staff feel safe and respected in their place of work, however, not all employers are doing their part despite their legal and moral obligations to do so.

TUC polls have exposed a significant lack of LGBTQ+ support from employer. 1 in 5 workplaces do not have any policies in place to support LGBTQ+ staff. Workplaces that do have these policies in place, only a third have reviewed them in the last 12 months.

Another concerning issue is the fact that many employers will appear to offer support to the LGBTQ+ community, however, their actions are simply performative. An example of this is organisations posting the pride flag on social media whilst having few inclusive policies in place. This is especially prevalent during times such as Pride Month and can be labelled as ‘rainbow-washing’. Employers need to remember that support should be given all year round, not only for one month.

What can employers do?

Employers who are wanting to make an authentic difference and offer real support to LGBTQ+ staff can take steps such as educating all employees on LGBTQ+ issues by offering resources and training. Diversity training will help to challenges prejudice views, including unconscious biases, and provide tools to promote a more inclusive environment.

Taking bullying and harassment seriously will also contribute to creating a safe space for LGBTQ+ individuals as employees are more likely to report bullying and harassment if they feel like they will be heard and believe that appropriate action will be taken.

Other employees can take steps to create a more inclusive culture, by becoming allies to the LGBTQ+ community, this can be indicated through simple acts like including their pronouns in their emails. Cisgender employees doing this can normalise the use of pronouns and encourage transgender and non-binary employees to feel comfortable sharing their pronouns as well. Similarly, non- LGBTQ+ individuals speaking up when they see discrimination in the workplace can play a big part in fostering an inclusive environment.

Most importantly, it is essential that these conversations are led by LGBTQ+ people. Although the LGBTQ+ community are not responsible for educating others, it is important that their voices are heard as their lived experiences can help to inform steps that employers take to improve inclusivity. Stonewall and PinkNews are amazing examples of LGBTQ+ led resources available to educate on a variety of issues, including advice to employers.

Making a commitment to creating a safe space sets an expectation for everyone in that space and creates an agreement for everyone to treat each other with respect. This will discourage workplace discrimination whilst giving LGBTQ+ employees confidence that these prejudices will be challenged.

TUC - https://www.tuc.org.uk/news/1-5-workplaces-do-not-have-any-policies-support-lgbt-staff-tuc-poll

Statistics - https://www.stonewall.org.uk/system/files/lgbt_in_britain_work_report.pdf