LGBTQ+ Inclusion in the Workplace 2022

Posted by Tony Malone on

Tony was proud to be invited to chair this national event working with the IGPP; Insitute of Government & Public Policy during January 2022 ahead of the first day of LGBT+ History Month 2022.  The event was a success and will be the first of forthcoming collaborations between Tony and the IGPP.

According to the CIPD report titled ‘Inclusion at Work: Perspectives on LGBTQ+ Working Life’ that was published in February 2021 LGBT+ employees are more likely than their heterosexual counterparts to face workplace conflict and harassment. 40% of LGBTQ+ employees and 55% of trans employees had experienced such conflict, compared to 29% of heterosexual employees. When compared to heterosexual employees (10%), a greater number of LGBTQ+ workers (16%) feel psychologically uncomfortable at work, while trans workers (18%) feel even more so. 

This implies that organisations' management of conflict and harassment must improve, and employers must gain a better understanding of the specific experiences – and needs – of LGBTQ+ workers, particularly when it comes to raising awareness and taking action on policies and procedures.

The National LGBT Summary Report of 2018 found that 19% of respondents in work had not felt comfortable being open about their sexuality in the workplace, with an even higher proportion keeping this hidden from senior staff and/or customers and clients.  

The NIESR report cited several studies suggesting that LGBTQ+ people suffer higher rates of bullying and harassment than heterosexual people in the workplace: 23% had experienced a negative or mixed reaction from others in the workplace due to being LGBTQ+. 11% had experienced a colleague disclosing their sexual orientation to others without their permission, 11% had experienced inappropriate comments or conduct, and 9% had received verbal harassment or insults. 

This timely event will grant the audience a critical understanding of what the future holds for companies in terms of ensuring and promoting diversity, inclusion, and safety for LGBTQ+ employees. It will address critical problems such as leadership, cultural transformation, new business models, and legal implications. It aims to identify the challenges and steps required to sustain and promote inclusive workplaces, as well as provide advice to professionals on how to enhance LGBTQIA+ -supportive workplace policies and practices.