As we all know, being a part of the LGBTQ+ community is not easy. Whether it be the discrimination that we face on a regular basis for not being heterosexual, to the unnecessary micro-aggressions plonked within an ordinary conversation that genuinely aren’t funny, us LGBTQ+ members tend to have a lot to deal with regarding our sexuality. With that said, it comes to me as no surprise that many members of this community struggle to come to terms with their identity in a professional environment, as in many cases, being LGBTQ+ is deemed ‘unprofessional’. That said, is it really safe to say that the workplace is inclusive?
The Equality Act 2010 protects LGBTQ+ individuals from discrimination and harassment — this is noteworthy progress, but far more improvement is needed. Indeed, Stonewall, which campaigns for LGBTQ+ inclusion, has gathered various statistics (see sidebar) based on a YouGov report with 3,213 LGBTQ+ employees. These numbers are alarming and show that even in 2021, people are still afraid to be who they are and workplaces need to put in tighter measures to make inclusive, comfortable spaces.
As we all know, being a part of the LGBTQ+ community is not easy. Whether it be the discrimination that we face on a regular basis for not being heterosexual, to the unnecessary micro-aggressions plonked within an ordinary conversation that genuinely aren’t funny, us LGBTQ+ members tend to have a lot to deal with regarding our sexuality. With that said, it comes to me as no surprise that many members of this community struggle to come to terms with their identity in a professional environment, as in many cases, being LGBTQ+ is deemed ‘unprofessional’. That said, is it really safe to say that the workplace is inclusive?
The Equality Act 2010 protects LGBTQ+ individuals from discrimination and harassment — this is noteworthy progress, but far more improvement is needed. Indeed, Stonewall, which campaigns for LGBTQ+ inclusion, has gathered various statistics (see sidebar) based on a YouGov report with 3,213 LGBTQ+ employees. These numbers are alarming and show that even in 2021, people are still afraid to be who they are and workplaces need to put in tighter measures to make inclusive, comfortable spaces.
-
More than a third of LGBTQ+ staff have hidden that they are LGBTQ+ at work in fear of discrimination.
-
One in ten Black, Asian and minority ethnic LGBTQ+ employees have been physically attacked by customers or colleagues in the last year.
-
Nearly two in five bisexual people aren’t out to anyone at work.
No improvements can be made within a working organisation without total commitment to tackling the issue. LGBTQ+ inclusion should be a core part of every business’s Equality and Diversity policy, and I personally consider that a short briefing on the LGBTQ+ plight as part of professional training should be mandatory, as training helps ensure that the policies are understood. A significant part of this training should be focused on the discrimination aspect towards the LGBTQ+ community: irrelevant micro-aggressions, such as but not limited to saying ‘that’s so gay!’; ‘you’re very masculine for a woman’; ‘are you a top or bottom?’ are insults, thrown at LGBTQ+ people on the daily without any people acknowledging the damaging effect. Incorporating gender-neutral language would be helpful too. Using ‘they’ instead of ‘he/she’ in contracts and other company documentation is a good step into ensuring gender neutrality amongst colleagues. And of course, making sure people use the correct pronouns!
Another colossal headache for us LGBTQ+ members is that we suffer from feeling ‘left out’. The fact that some individuals are too scared to come out to their colleagues is rather upsetting, and this one is down to some of the straight people in the workplace who aren’t passionate about LGBTQ+ rights. I think a decent initiative would be to get them onboard as an LGBTQ+ ally, in which they could champion inclusion in the workplace without being patronising and act as a source of support for LGBTQ+ staff. This could start with celebrating LGBTQ+ history and events in the workroom, just as you would other important days in the calendar. This initiative would spread awareness, and generate more understanding.
All in all, these are only a few of an endless array of possibilities that could enhance LGBTQ+ inclusion in the workplace. I am baffled that us LGBTQ+ members are still victims of harassment on a day-to-day basis in 2021. More should be done — no breakthroughs can occur until all heterosexuals abandon their old-fashioned ideals, and accept that we are human too.
