LGBT in the workplace

Question 1

How many of the population are lesbian gay or bisexual

Answer 1

6% (Stonewell, 2017)

Question 2

What is the estimate of the number of the UK population that are trans?

Answer 2

0.9% (Stonewell, 2020)

Question 3

How many countries have adopted employment anti-discrimination laws to protect gay and lesbian employees

Answer 3

20% (IGLA, 2020)

Question 4

Experiences of LGBT people within the workplace?

Answer 4

• Heterosexism and implicit assumptions (Queer Theory)
• Prejudice and discrimination
• Disclosing LGBT+ identity
• Workplace conflict, psychological safety and wellbeing

Question 5

What is the queer theory (Butler, 2009)

Answer 5

explores and challenges the way in which heterosexuality is constructed as “normal” (heteronormativity)
* Heterosexist workplaces hold implicit assumptions and cultural signals that reinforce a heterosexual gendered view of employees (Ng and Rumens 2017)
* For example, when we see photos of children on someone’s desk, or a ring on their finger, we assume heterosexuality
* These norms and assumptions may be felt more closely by LGBT+ employees who try and adapt by presenting a false version of themselves

Question 6

How many workers in the UK experience discrimination during recruitment and promotion

Answer 6

20% (Stonewall, 2018)

Question 7

Bullying (Hoel, 2016)

Answer 7

• LGBT+ employees are more than twice as likely to experience bullying at work than heterosexual employees

may be more as many bullying isnt reported.

Question 8

CIPD, 2021 research into psycholoigcal saftey

Answer 8

• 16% of LGB+ workers, 18% of trans workers, 10% of heterosexual workers feel psychologically unsafe in the workplace

Question 9

What can be done in organisations to create a culture of inclusion for LGBT+ people?
(CIPD, 2019)

Answer 9

• Create an environment that is open, friendly and welcoming to LGBT+ employees
• Establish LGBT+ ERG/staff networks
• Forum for LGBT+ employees to raise issues and make suggestions for improve diversity and inclusion in the organisation
• Safe space and support mechanism
• Anti-discrimination policies and practice
• Set clear expectations of what is acceptable and unacceptable behaviour, with practical examples
• Provide guidance to managers on how to report, investigate deal with incidences of discrimination
• Measure, evaluate and support staff wellbeing