Latest research has highlighted that many LGBT+ employees tend to have a more negative experience in the workplace.
The CIPD report looked at the quality of LGBT+ working lives as part of LGBT+ History Month and found some worrying data.
- Over 40% of LGBT+ workers experienced a conflict at work over a twelve-month period, compared with 29% of heterosexual workers. Conflicts typically involve being undermined/ humiliated or discriminatory behaviour aimed at a protected characteristic.
- More than half (55%) of trans workers surveyed said they had experienced conflict over a twelve-month period and at least 50% of these conflicts were unresolved. 12% of trans workers said they have experienced unwanted sexual attention at work and 2% have experienced sexual assault.
- Trans workers were least likely to feel psychologically safe (able to be accepted, valued, and able to voice concerns) at work. Almost 1 in 5 (18%) said they felt psychologically unsafe at work compared with 16% of LGBT+ workers and 10% of heterosexual workers.
The CIPD is urging employers to do more to create inclusive workplaces, recognise the specific needs of groups within the LGBT+ spectrum and eradicate discrimination and harassment.
Melanie Green, research adviser for the CIPD, commented, “Our research suggests that many LGB+ and trans workers don’t feel safe to express themselves and be accepted at work. This can have a negative impact on their working relationships, wellbeing and overall job satisfaction.
“It’s particularly concerning to see how many LGBT+ workers have experienced conflict and that more often than not, these conflicts are not resolved. This must stop. Everyone has the right to feel safe, to be themselves and to flourish at work. Employers must do more to support these groups and create inclusive cultures that have zero tolerance of bullying and harassment of any kind.
“When creating inclusive practices employers must recognise the unique challenges faced by LGBT+ workers. For instance, recognising that a lesbian will face very different challenges to a trans person at work. Employers must treat people as individuals rather than assuming that any general measures to address LGBT+ as a homogenous group will sufficiently meet a spectrum of diverse needs. If we are to truly celebrate and support individuality we must start with the individual.”
To find out more about contracting please contact Jaime on 01442 795 100 or email email@example.com.