Celebrating LGBTQ+ History Month – the importance of diversity in the workplace
Celebrating LGBTQ+ History Month – the importance of diversity in the workplace
February marks LGBTQ+ History Month, an annual celebration of the contributions and accomplishments of the LGBTQ+ community and the opportunity to promote equality.
This year’s theme ‘Behind the Lens’ - a nod to the achievements of those working behind the scenes in the fields of film, fashion, music, TV and photography – offers us a brilliant chance to make visible the LGBTQ+ people who have been successful across a myriad of professions. Something that would have been unthinkable just a little over half a century ago.
Founded in 2005 by sue sanders and Paul Patrick, then co-chairs of educational charity Schools OUT, LGBTQ+ History Month marked the abolition of section 28 in 2003. The law, which came into force in 1988, had banned schools from ‘promoting sexuality’ and with it, deprived LGBTQ+ pupils the chance of seeing themselves reflected in the education they received.
Nearly two decades on, it’s great to see the progress we’ve made. In 2014, legislation for same sex marriage was passed and in September 2020, schools introduced new sex education covering same-sex relationships. In 2021, for the first time, the national census gathered data on sexual orientation and gender identity, revealing that more than 1.3 million people in England and Wales identify as lesbian, gay or bisexual.
However, we’ve still got a way to go and LGBTQ+ History Month gives us the opportunity to look at what still needs to change, both in the UK and worldwide. Sadly, the vast majority of the world’s LGBTQ+ community, an estimated 83%, keep their sexual orientation a secret. The study found that the decision to conceal their sexuality was highest in certain African and Middle Eastern countries and lowest in Western Europe, North America, Australia and New Zealand. Yet, even in the UK, many of us still feel the pressure to ‘come out’ and we haven’t yet reached the stage where that’s no longer part of the equation.
To this day, I often tell people I’m gay within the first few minutes of meeting someone. By laying all my cards on the table and being so transparent with who I am, I feel I protect myself from judgement.
I was very fortunate that my family was very accepting of my sexuality but my journey hasn’t been an easy one. I’ve been subjected to abusive words and actions and I’m not alone.
While today I stand proud and feel shocked to think back to how ashamed and embarrassed I once felt, many people still face discrimination and harassment simply for being themselves.
Almost 20% of LGBT staff have been the target of negative comments or conduct from work colleagues in the last year because they’re LGBTQ+, while 12% of trans people have been physically attacked by customers or colleagues because of being trans.
For black, Asian, ethnic minority or disabled LGBTQ+ people, the likelihood of facing harassment and discrimination in the workplace is even greater.
Discrimination can take many forms, such as microaggressions, derogatory remarks, exclusion and even physical attacks but whatever form it takes, it is clear that it can have a devastating impact on LGBTQ+ employees.
While employers are increasingly waking up to the fact that to create a thriving, successful business, they need to create inclusive work cultures that actively champion diversity, charity Stonewall says less than two thirds (61%) of LGBTQ+ staff agree that their workplace has equality policies that protect lesbian, gay and bi people and fewer than half (44%) say that senior managers in the workplace demonstrate visible commitment to lesbian, gay and bi equality. Worryingly, 18% of LGBTQ+ people who were looking for work said they were discriminated against because of their sexual orientation and gender identity while trying to get a job.
Supporting the LGBTQ+ community in the workplace
Employers who take active steps to support and champion LGBTQ+ equality can make a real difference. Not only is it the right thing to do morally but inclusive companies are more attractive to talent, with 3 in 4 job seekers and workers preferring diverse companies and 80% of workers citing inclusion efforts as an important factor when choosing a company.
Firstly, businesses need to be clear on their goal and what they want to achieve. Do they want to increase the number of team members who are open about how they identify or to revise policies or introduce new policies? Only when businesses know the desired state are they able to be effective with change.
Businesses need to ensure they work hard on creating inclusive cultures where employees feel safe and welcomed. Some people within the LGBTQ+ community no longer feel the need to ‘come out’ and why should they? Employers should focus on creating a working environment in which people don’t feel under pressure to disclose their sexuality and are accepted in the same way as straight colleagues. The same goes with disclosing pronouns – we can’t force people to disclose this information, we can only make them feel comfortable to do so.
As part of building welcoming, inclusive cultures, it’s important to engage with people across the organisation who don’t identify as LGBTQ+. These people will be allies to the community and crucial in driving understanding and positive change.
There is also the need for greater education. People’s experiences change and words develop new meanings, for example the term queer. It’s important that businesses show their commitment to learning and evolve with the community. There are lots of different letters in the LGBTQ+ umbrella but we all have our own experience and unique story which will influence our values and what we deem to be important from an employer. Speaking to team members about what inclusion looks like to them and what more they need from the organisation will help to ensure that all employees feel seen, heard and included.
Finally, businesses should celebrate Pride. Visibility is still vitally important, even in 2023 and celebrating Pride is a great way to champion equality within the businesses and show their support for the community.
“Founded in 2005 by sue sanders and Paul Patrick, then co-chairs of educational charity Schools OUT, LGBTQ+ History Month marked the abolition of section 28 in 2003.”