How Companies Can Help LGBTQ+ Employees More Effectively – Workplace
One in two LGBT+ employees report experiencing startlingly high levels of bullying and harassment at work, including physical aggression, threats, and intimidation, according to a recent study by the Trade Union Congress (TUC).
18 to 24-year-olds are more likely to face prejudice than other age groups, with nearly three out of ten LGBT+ individuals choosing to conceal their sexual orientation at work. TUC is urging policymakers to amend the legislation so that employers, not victims, bear the burden of preventing harassment.
We’ve included some tips on how companies can help their LGBT+ staff below.
Supporting employees who identify as LGBTQ+
People are protected from discrimination at work under the Equality Act 2010, and it is illegal to treat someone differently based on protected characteristics such as gender, sex, age, or religion.
Even with these regulations in place, discrimination against LGBT+ employees is still illegal and frequently occurs at a higher rate, which has an impact on both employers and workers. To prevent discrimination lawsuits, firms must provide a safe workplace for all of their workers and establish clear policies.
The importance of businesses developing a welcoming environment at work
The results of this study highlight how crucial it is for businesses to foster an inclusive work environment and to have a zero-tolerance policy for bullying and harassment of any form. LGBT+ employees should feel free to voice any complaints or issues they may have, knowing that they will be taken seriously and handled properly. This enhances employee relations and retention rates in addition to the workers’ physical and emotional well-being.
Claims of discrimination
From the standpoint of employment law, workers are shielded from illegal discrimination based on their sexual orientation (i.e., because they are drawn to people of the same sex, opposite sex, or the same or opposite sex) or gender reassignment, which refers to a process that a person is proposing to undergo, is undergoing, or has undergone to reassign their sex or change other aspects of their sex. This protection is provided by the Equality Act of 2010.
An Employment Tribunal may grant compensation for lost wages and emotional distress if an employee successfully files a discrimination lawsuit against their employer. Such remuneration may have no upper limit. A corporation facing a discrimination claim will not only incur financial costs but will also severely damage its brand, potentially affecting recruiting and retention.
Tips for employers to help them accommodate LGBT+ employees
This recent research makes it clear that companies need to do more to better understand the perspectives of LGBT+ employees and support them in the workplace.
Employers need to make sure employees who identify as LGBT+ have channels for voicing concerns. Is your dress code regulation, for instance, discriminatory? Your policy should be revised to better meet the needs of your employees if it currently enforces gender-specific dress standards and prevents staff members from being themselves without fear of discrimination.
Consistent with the previously mentioned, employers would be well advised to revise equality training for staff members, as well as examine and implement sensible written policies outlining the treatment of LGBT + employees and those undergoing gender reassignment and providing guidance to managers on how to handle any unacceptable behaviour or conflict.
Employers could establish employee resource groups as a way to better educate staff members on the importance of diversity and inclusion. These groups can also provide LGBT+ employees with a platform to voice concerns and offer recommendations for areas in which improvements could be made.