LGBTQ+ workers are dropping their expectations to deal with continuous discrimination and harassment, according to a new survey report released by the Trades Union Congress (TUC) today (29).
The research is based on in-depth interviews with union representatives and a wide spectrum of LGBTQ+ workers employed in a variety of economic sectors.
The majority of respondents saw progressive improvements, although LGBTQ+ employees continue to have low expectations for their treatment at work.
Employees expressed feeling “lucky” and “grateful” if they have inclusive managers and colleagues, and “grateful” when basic equality standards are met.
The recent occurrences of homophobia, biphobia, and transphobia at work are all easily recalled by everyone, many of which would be considered serious misbehaviour.
Most workplaces still don’t feel inclusive of trans people, the study authors stated. Workers expressed worry that anti-LGBTQ+ behaviour in the workplace is being influenced by anti-trans media attitudes. Discrimination in hiring is a particular concern.
While inclusive rules are both necessary and useful, many people believe that companies also need to promote an inclusive workplace atmosphere.
TUC general secretary Paul Nowak said: “Everyone should feel safe and welcome where they work. But homophobia, biphobia and transphobia are still commonly experienced in the workplace. And LGBTQ+ workers are concerned that anti-trans views in the media are filtering into workplaces.
“Ministers need to take the lead in setting expectations that every workplace will be safe and inclusive for all LGBTQ+ workers – starting with changing the law to outlaw harassment by customers and clients.
“Employers should work with unions to make sure that inclusivity policies don’t just live on a page but are lived-out in workplace culture. Whatever your job, you and your colleagues will always achieve more if everyone feels accepted and welcome for who they are.”
The recommendations made by the TUC for employers include:
- Regularly review workplace policies and how they are experienced on the ground by LGBTQ+ workers and customers/service users.
- Take action to make sure that workplace policies translate into an inclusive culture. Provide training and information about LGBTQ+ issues and identities. Ensure that staff and managers can identify homophobia, biphobia, and transphobia when it occurs, and work with unions to design safe reporting systems.
- Review recruitment processes and introduce steps to support LGBTQ+ staff to thrive, such as training for hiring managers, and providing information to candidates about the employer’s commitment to inclusion.
The TUC also made suggestions for the government to:
- Consult with unions on a strategy to make sure workplaces are safe for all LGBTQ+ people and introduce legislation that would protect workers from harassment by customers and clients.
- Reform the gender recognition act, giving trans and non-binary people the right to self-determination, and maintain protections for trans and non-binary people in the equality act.
- Act to stamp out the insecure work that disproportionately hits LGBTQ+ workers, by banning zero-hours contracts, raising the national minimum wage to £15 per hour as soon as possible, and acting on fire and rehire and bogus self-employment.
The report was published as the TUC’s annual LGBTQ+ conference that takes place between 29th and 30th June.