The UK was once a bastion of equality, taking the top spot on the International Lesbian, Gay, Bisexual, Trans and Intersex Association’s (ILGA) rainbow map in 2015.
This reflected the combined approach of the country’s laws and policies and how they impacted LGBTQIA+ people.
Since then, the UK has plummeted to 22nd place, making it the second-worst country in all of Western Europe and Scandinavia.
Given that the number of LGBTQIA+ people in the UK is growing, particularly among younger generations, HR teams need to understand how to support these valuable team members even after Pride Month has finished.
What are the challenges facing LGBTQIA+ employees?
The decline in the UK’s standing on the rainbow map can be felt across society, meaning that workplaces are not inherently protected from the impact.
Though sexuality and gender reassignment are protected characteristics under the Equality Act 2010, many LGBTQIA+ people still face ongoing harassment and discrimination.
Ongoing discussions around the extent to which transgender, non-binary, intersex and gender non-conforming individuals can engage in public life through sanctions on the use of single sex spaces is proving detrimental to the health and wellbeing of many.
The rhetoric that surrounds these debates normalises the abuse that many LGBTQIA+ people had hoped was a thing of the past, potentially driving more to conceal their identities.
In the workplace, employees hiding their true selves can be demeaning and exhausting, resulting in poor health outcomes and decreased productivity.
What can HR teams do to help LGBTQIA+ employees?
Understanding the challenges faced by LGBTQIA+ employees is vital for making a workplace as inclusive as possible.
HR teams can spearhead training for all staff members to ensure that teams are fully aware of how to be sensitive and respectful.
This should be mirrored by a review of company policy to determine whether any provisions or benefits are likely to be exclusionary to LGBTQIA+ people.
A significant part of this will be mitigating the impact of potentially regressive policies by ensuring that sufficient gender-neutral facilities are provided for the comfort of all staff.
Provided company budgets and architecture permit, it may be more inclusive to transition all toilets and changing rooms to gender neutral facilities with the single occupancy spaces required to make doing so effective.
This would prevent the ongoing discussions around providing these facilities from adversely affecting your business while signalling to staff that you are committed to their safety and wellbeing.
If employees disclose that they are a member of the LGBTQIA+ community, this should be handled sensitively and with respect.
It should be made clear that sexuality will not place an employee at a disadvantage.
For employees looking to change their identities in the workplace, this must be handled with respect and sensitivity.
HR teams may need to manage updating IT systems to reflect a person’s preferred names and pronouns. Delays can be distressing for an employee, particularly if this results in their old name being revealed against their will.
Where possible, uniform policies should attempt to avoid being overtly gendered to ensure that employees of any gender can feel comfortable dressing for work.
HR teams should be mindful of workplace banter. Too often, discrimination can be masked through humour and this could create an unsafe environment for LGBTQIA+ people.
Ultimately, HR teams need to ensure that LGBTQIA+ employees are provided a safe, inclusive space to work wherein they can achieve their full potential.
These considerations will need to extend beyond Pride Month so that your full team know that they are valued and respected.
