More than just a month – How to support LGBTQIA+ employees when Pride is over
For over fifty years, June has played host to Pride Month, where members of the LGBTQIA+ community gather in a show of solidarity and strength.
These people do not snap out of existence once July begins but remain a vital part of society and of the workforce of many businesses.
As the current political climate becomes increasingly hostile to the LGBTQIA+ community, it is important to understand how to support all employees throughout the year.
Do LGBTQIA+ employees require additional support?
Members of the LGBTQIA+ community are conferred specific protections under the Equality Act 2010 that need to be maintained in the workplace.
Alongside other protected characteristics, LGBTQIA+ people cannot be disadvantaged as a result of their:
- Sexual orientation
- Gender reassignment
- Marriage and civil partnership
Despite these protections being in place for a decade and a half, the UK has struggled to remain a hospitable place for LGBTQIA+ people.
The International Lesbian, Gay, Bisexual, Trans and Intersex Association (ILGA) recognised the UK as the best country in Europe for LGBTQIA+ people in 2015 but now regards it as the second-worst country in all of Western Europe and Scandinavia.
This means that employers need to understand the increased challenges that some employees may be facing if they are to better support them in the workplace.
How can employers support LGBTQIA+ employees?
One of the biggest challenges faced by LGBTQIA+ people is the need to conceal their authentic selves for fear of discrimination.
This can place an intense toll on their well-being, severely impacting health and productivity.
For an employer to get the best out of all employees, it should be apparent that the workplace is inclusive of all identities, including those from the LGBTQIA+ community, all year round.
Alongside the normalisation of discriminatory rhetoric, recent legal precedents and political discourses 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 are proving detrimental to the health and wellbeing of many.
Given that hate crimes towards LGBTQIA+ people may increase by as much as 60 per cent during Pride Month due to the increased visibility, it can be expected that these discussions will have a negative impact.
For employers, it is worth getting the support of an outsourced HR team to ensure that work remains a safe place for all employees.
We can help you understand your legal duties, even as situations change, so that you can continue to support your team.
Our experts can help to train your team as well as spread awareness on how to make a workplace more inclusive.
We can review your policies and procedures to mitigate the risks of indirect discrimination and assist you with showing support for the LGBTQIA+ community.
An outsourced HR team is often better positioned for this type of support, given that they are separate from the workplace culture that could be inadvertently causing issues.
Workplace banter can sometimes be a mask for discrimination, so being vigilant of the environment your employees are subject to is important for maintaining wellbeing.
Get in touch with our team for HR support in Pride Month and for the rest of the year.