The workplace is often a reflection of the local community it is based in, representing different nationalities, races, genders, creeds, languages, and religions. This includes people with different sexual orientations. This multi-faceted environment should be welcomed as a positive, as we can all learn and benefit from each other’s perspectives, knowledge, and life experiences.
However, LGBTQ members often feel intimidated, bullied, harassed and subjected to ridicule and detriment by work colleagues and management. It is the employer’s duty to protect the physical and mental health and safety at work. It is worth noting that LGBTQ status is a legally recognised right under The Equality Act 2010. If an employee can successfully prove that they have been discriminated against within the workplace and the employer knew and did nothing about it, the employer will be held liable for a potential tribunal claim. It is therefore crucial that employers recognise and accept this multi diversity and set an example to the workforce. Educating staff is of course important. But, equally important is the need to draft, implement and enforce an equality/diversity policy, outlining the companies’ commitment to protecting all such rights, duties and obligations,
Employers can update their handbook and policies to ensure they remain compliant and emphasise the message of inclusivity, respect and dignity for all staff regardless of their sexual orientation. The message should be that all staff have personal freedoms and that they should not be treated unfairly by colleagues and management simply because of their sexual preferences.
Training is also fundamental. Management should be trained on how to deal with all sorts of difficult workplace situations including identifying and handling unacceptable employee behaviour, particularly if an LGBTQ+ employee has been discriminated against. From a health and safety perspective;
- Ensure staff and management are trained and educated to recognise LGBTQ issues in the workplace.
- Staff are educated to respect all their colleagues regardless of their gender, sexual orientation, race, sex etc.
- Employers have an adequate harassment and bullying policy.
- Employers have Stress and Mental Health Policy.
- Emphasise that the company will not tolerate any form of harassment, victimisation, bullying, intimidation or any banter mocking LGBTQ members.
- Ensure that aggrieved staff can raise concerns in confidence without fear of recriminations.
- Ensure there is adequate provision of welfare facilities such as toilets, and LGBTQ staff are free to use without fear.
Although a fully harmonious workplace is impossible to achieve, reasonable and necessary steps can be taken to minimise the risk of stress at work, grievances and tribunal claims. Recognition and acceptance of LGBTQ is a good start. Thereafter, both management and employees can be trained and educated on equality and diversity issues to ensure all staff are respected and treated with dignity. This article is intended as a guide. To learn more about the equality and diversity laws and your obligations to comply with them, you are advised to call the free telephone helplines. This will minimise the risks of unnecessary grievances, tribunal claims, save time and money. You can reach the advice lines on 0116 274 9193.
