A recent survey by the Trades Union Congress (TUC) has unveiled disturbing statistics about the discrimination and harassment faced by LGBT+ employees in the workplace.
The findings have intensified the call for employers to implement effective policies and procedures to combat bullying and harassment.
The survey, which gathered responses from 1,000 lesbian, gay, bisexual, and transgender workers, revealed that 20 percent of respondents had experienced verbal abuse at work.
Additionally, a quarter of participants reported being subjected to biphobic, transphobic, or homophobic remarks. Perhaps most concerning, 1 in 20 workers reported facing physical violence, threats, or intimidation because of their sexual orientation.
In light of these findings, it is unsurprising that nearly 30 percent of LGBT+ employees have felt compelled to conceal their sexual orientation at work to avoid such discriminatory behaviour.
What does the future look like?
Kate Palmer, Employment Services Director at Peninsula, emphasised the urgent need for employers to take proactive measures to address these issues. “All employees should be able to go to work without fear of bullying or harassment,” Palmer stated. “It’s crucial for employers to ensure that inappropriate behaviour is not tolerated, not only because it’s the right thing to do but also to avoid the risk of employment tribunal claims. If an employer is found liable, it can result in significant financial penalties and damage to the company’s reputation.”
Palmer stressed the importance of addressing allegations of harassment promptly and thoroughly. “If there are allegations of such behaviour, employers should conduct a full investigation followed by a disciplinary hearing if necessary,” she advised. “However, prevention is key. Employers need to have robust policies in place, clearly communicated to all staff, and provide regular training to ensure everyone in the organisation, from top to bottom, understands the importance of maintaining a professional and inclusive workplace.”
The TUC’s findings serve as a stark reminder of the challenges faced by LGBT+ employees and the critical role employers play in fostering a safe and supportive work environment.
Amelia Brand is the Editor for HRreview, and host of the HR in Review podcast series. With a Master’s degree in Legal and Political Theory, her particular interests within HR include employment law, DE&I, and wellbeing within the workplace. Prior to working with HRreview, Amelia was Sub-Editor of a magazine, and Editor of the Environmental Justice Project at University College London, writing and overseeing articles into UCL’s weekly newsletter. Her previous academic work has focused on philosophy, politics and law, with a special focus on how artificial intelligence will feature in the future.
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