February marks LGBTQ+ history month. The term LGBTQ+ means lesbian, gay, bisexual, transgender, and queer.
LGBTQ+ history month began in the UK in February 2005 when section 28 (which prohibits homosexuality) of the Employment Equality (sexual orientation) regulation 2003 was abolished.
Diversity
LGBTQ+ month recognises and celebrates diversity within the world we live in. It is to recognise the prejudices and hardship that LGBTQ+ community have had to overcome for many centuries.
Being an inclusive employer in today’s world is very important. We work with people from different backgrounds, races, religions, genders, sexual orientations (just to name a few) and we all benefit from each other’s knowledge and experiences. We must all be respectful to our peers.
LGBTQ+ employees may have experienced some form of discrimination and difficulties at some point during their working lives; the employer must educate their staff to respect one another to support a healthy professional work environment.
Discrimination
LGBTQ+ status is recognised under the Equality Act 2010 and can either fall under – gender reassignment, civil partnership or sex and sexual orientation. The current rate of unfair dismissal is £89,493, however in a discrimination case, the amount of compensation is uncapped which could go beyond £89,493. If an employee can successfully evidence 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.
Employers must reinforce fairness and equality. One way of reinforcing dignity within the workplace is to have an updated employee handbook with policies accessible to all staff. Policies such as equal opportunities highlight the significance of the Equality Act 2010, and that no employee shall be discriminated or disadvantaged because of their background. To support inclusivity, employers must update their internal policies regularly to support their diverse workforce.
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.
To avoid any unnecessary grievances or tribunal claims, employers must make it clear to all staff that any form of discrimination is unacceptable and will be treated as a misconduct. The business will take necessary steps to investigate the situation and will be reviewed under the company’s internal disciplinary procedures.
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