Appendix 1 – Sexual Orientation Equality Scheme (SOES)

Mayor of London

Greater London Authority

Consultation draft

Sexual Orientation Equality Scheme From isolation to inclusion

November 2006

(Draft V20 BMAC 28 November 2006 Version)

The Greater London Authority’s Sexual Orientation Equality Scheme – MMB draft 23 October 2006

Contents page

Foreword by Ken Livingstone, Mayor of London 2

Foreword by Lee Jasper, Mayor’s Policy Director, Equality and Policing 3

Section 1: Introduction and background

Issues for LGB Londoners 5 The Greater London Authority 6 Organisational structure 9

Section 2: The Greater London Authority’s Sexual Orientation Equality Scheme

What is a Sexual Orientation Equality Scheme? 10 The Sexual Orientation Equality Scheme 2005-2008 10

Section 3: The Sexual Orientation Equality Scheme Action Plan

Part 1 - Issues & key objectives for the Sexual Orientation Equality 14 Scheme Action Plan Part 2 – Detailed Action Plan 25 Part 3 - The London Assembly’s strategic deliverables 33

Section 4: Appendices

Appendix 1 – Staff at the Greater London Authority with sexual 38 orientation equality responsibilities Appendix 2 – Terminology 40 Appendix 3 – LGB historical timeline 42 Appendix 4 – The legal context 45 Appendix 5 – Useful Resources 48

From Isolation to Inclusion – MMB draft 23 October 2006 1 The Greater London Authority’s Sexual Orientation Equality Scheme – MMB draft 23 October 2006

Foreword by Ken Livingstone, Mayor of London

This section will be added prior to final publication

Ken Livingstone Mayor of London

From Isolation to Inclusion – MMB draft 23 October 2006 2 The Greater London Authority’s Sexual Orientation Equality Scheme – MMB draft 23 October 2006

Foreword by Lee Jasper, Mayor’s Policy Director, Equality and Policing

This section will be added prior to final publication

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Section 1: Introduction and background

Lesbian, gay and bisexual (LGB) people are represented in every community in London, one of the most ethnically and culturally diverse cities in the world. The LGB community make a significant cultural, social, and economic contribution to London and although there is no hard data on the numbers of LGB people, as sexual orientation is not a specific category in the National Census, it is estimated that LGB people make up 10 percent of London’s population.

For years, successive governments have legislated against LGB people in the UK, rather than legislating in their favour. London’s LGB communities have faced many challenges over the years but have also flourished as a visible and vibrant community.

While there have been positive civil and human rights improvements for lesbian, gay and bisexual (LGB) people in recent times, these communities still face open hostility, discrimination and prejudice. This scheme will outline the Greater London Authority’s (GLA) commitment to ensure that London becomes a beacon of good practice around sexual orientation equality, which recognises the impact of compounded discrimination, and actively promotes a cultural shift towards full social integration for LGB people in London and influence change across the UK.

The purpose of the GLA Sexual Orientation Equality Scheme (SOES) is to outline in one document the methods the GLA uses now, and will use in the future, to ensure it promotes LGB equality and challenges discrimination and prejudice on the basis of sexual orientation. It also outlines the work already carried out to promote sexual orientation equality and its outcomes and priorities for action over the coming 2 years. The GLA’s aim is to make sexual orientation equality a central part of its work by putting it at the centre of policy making, strategy formulation, service delivery and employment practice.

The document covers work the GLA does and work undertaken in partnership with the four other GLA group organisations London Development Agency (LDA), the London Fire & Emergency Planning Authority (LFEPA), Metropolitan Police Authority (MPA), and Transport for London (TfL).

It is intended that this document will be of particular interest to those organisations working in partnership with the GLA, including the GLA group, who are also working towards the promotion of sexual orientation equality. It will be used by the GLA itself, as a public record of our policy and work relating to sexual orientation equality and a detailed internal sexual orientation equality action plan will be monitored and integrated into our business planning process.

The GLA recognise that LGB people choose a range of terms to describe themselves and their community. The GLA has chosen to call this document the Sexual Orientation Equality Scheme, as it is the most widely accepted umbrella term used in UK and European lesbian, gay and bisexual politics. This document also serves transgender people that identify as lesbian, gay or bisexual.

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Issues for Lesbian, Gay and Bisexual Londoners

Employment: Despite the introduction of the Employment Equality (Sexual Orientation) Regulations 2003, which makes homophobic discrimination in the workplace illegal, many1 LGB people still feel unable or unsafe to reveal their sexual orientation at work. LGB employees now find themselves in the position where they are protected from discrimination in the work place, but employers fail to acknowledge, or are unaware of their legal responsibilities, and may leave themselves open to legal challenge.

Homophobic Crime: Reports of homophobic crimes in London have increased according to figures from the 2Metropolitan Police Service (MPS). However, the MPS is confident that the increase is not necessarily illustrating more attacks, but instead that more victims are coming forward to report that they have experienced crime and that confidence is increasing. While the MPS actively tackles this issue with the cooperation of the LGB community, under reporting remains a pressing matter.

Many LGB people do not report crime perpetrated against them for a variety of reasons, some are historical, other include a lack of confidence in the judicial system, or that appropriate action will be taken. Others report but withdraw all allegations should the case go to court as LGB people still feel that they themselves will be criminalised by the judicial system. The situation has however improved following the introduction of Criminal Justice Act in 2003, which recognises homophobia as an aggravating criminal factor.

Education: The Mayor is concerned about the 3level of homophobic bullying present in London’s schools, which reflects the position across the country. While many schools are aware that this form of bullying takes place, only a minority have specific anti-homophobic bullying clauses within their policies and practices. Peer isolation may lead LGB young people to truant, under achieve, experience mental health problems, or ultimately leave the education system, which may lead to longer-term social problems beyond school age.

Homelessness: Recent research published by 4Shelter and Stonewall Housing Association states that most local authorities and housing providers do not monitor sexual orientation of clients. Therefore, they do not have a clear picture of the problem of LGB homelessness, or how to respond to clients needs. 5Research by the YMCA in Sussex found that as many as one in five young people who are homeless in East Sussex are lesbian, gay, bisexual or transgender (LGBT), and these may reflect nationwide figures.

Health: LGB people are at a similar risk to other people of suffering serious mental health issues. This risk is intensified, however, by the problems many may have to face as a result of their sexual orientation. Low self esteem, few positive role models, social isolation, media stereotyping and lack

1 Centre Piece (2006) Gay Pay in the UK, Reza Arabsheibani, Alan Marin & Jonathan Wadsworth 2 Metropolitan Police Service (2006) Crime reporting figures 12 months to July 2006 3 Terrence Higgins Trust (1997) Playing it Safe: responses of secondary school teachers to lesbian and gay pupils - Douglas, Warwick, Kemp, & Whitty 4 Shelter and Stonewall Housing (2005) Sexual Exclusion: issues and best practice in lesbian, gay and bisexual housing and homelessness 5 Hove YMCA (2006) Spectrum - Out on my own From Isolation to Inclusion – MMB draft 23 October 2006 5 The Greater London Authority’s Sexual Orientation Equality Scheme – MMB draft 23 October 2006 of support/services can lead to high levels of depression, substance misuse or self-harming behaviour.

Although there is little research documenting 6tobacco use prevalence among Lesbian, Gay, Bisexual and Transgender (LGBT) populations, preliminary studies indicate that gay men and lesbians tend to smoke more than their heterosexual counterparts. Several small studies show that smoking rates among gays and lesbians are high and increasing rapidly. The Mayor has a duty to promote health and these and many other health issues that impact on the lives of LGB Londoner’s will be considered as part of a developmental health programme as highlighted in the 7scheme’s action plan.

Service provision: London aims to be one of the 8most gay-friendly cities in the world, with a proud LGB history. However, service provision does not reflect this position. Without firm, specific protection under the provision of goods, facilities and services, LGB people will continue to experience wholesale discrimination from service providers. Now that Government has made a commitment, comprehensive legal protection needs to be introduced as a matter of priority.

Accessing appropriate service provision Many black and minority ethnic LGB people experience compounded discrimination and isolation from both the mainstream and LGB communities. While some agencies may be struggling to secure much needed and limited additional funding, they have a responsibility to meet the needs of all LGB people, especially those who are being failed at the present time. The same is true for black and minority ethnics LGB people, disabled LGB people, people of faith, younger and older people. It should of course be acknowledged that many LGB agencies, and an increasing number of mainstream service providers, offer first-class inclusive services and have done for many years.

The Greater London Authority

The Greater London Authority has a legislative drive to promote sexual orientation equality and good relations between different communities. Under the Greater London Authority Act 1999 (the ”Act”), the Authority must ensure that it takes into account equality of opportunity both in the exercise of its functions and in the formulation of and implementation of any policies, proposals and strategies. The GLA Act also states that the Authority must have regard to the need to:

Promote equality of opportunity for all people regardless of sexual orientation, race, gender, disability, age, or faith; Eliminate unlawful discrimination; and Promote good relations between people of different sexual orientations.

The Mayor’s Vision for London is to develop London as an exemplary, sustainable world city. This vision is based on the three underlying principles of sustainable development - strong, diverse and

6 American Lung Association (2005) Tobacco Use and Lesbian, Gay, Bisexual and Transgender (LGBT) Populations 7 See Action Plan, key issue 3, Develop the focus on LGB issues within the health programme 8 London established LGBT History Month and some of the UK’s most innovative and modern approaches to LGB service provision have been piloted in London.

From Isolation to Inclusion – MMB draft 23 October 2006 6 The Greater London Authority’s Sexual Orientation Equality Scheme – MMB draft 23 October 2006 long-term economic growth; social inclusivity to give all Londoners the opportunity to share in London’s future success; and fundamental improvements in London’s environment and prudent use of natural resources. The vision is delivered through five key themes for the GLA.

An accessible city A city for people A prosperous city A fair city A green city

The Mayor’s Vision explicitly identifies the promotion of sexual orientation and other equality issues as one of the GLA’s key targets. The GLA Act includes three crosscutting themes for the Mayor of London that the Authority must consider when carrying out its functions to:

Lead London’s equality agenda; Promote the health of Londoners; Promote sustainable development in London.

Integral to the Mayor’s Vision for London is the Mayor’s Equalities Vision, which states that the GLA will be an equalities champion and leader in:

Promoting equality and diversity Challenging and eradicating discrimination Providing responsive and accessible services for Londoners Ensuring the GLA’s workforce reflects the diverse population of London.

The Mayor has a range of specific powers and duties, and a general power to do anything that will promote economic and social development and environmental improvement in London. The Mayor’s responsibilities are wide ranging and embrace the police, transport, fire and emergency planning, regeneration, planning, sustainability and environmental issues, cultural affairs, health concerns and equalities issues, as well as the general promotion of London.

The role of the Mayor’s Office is to provide support to the Mayor and Deputy Mayor in fulfilling the Mayor’s statutory duties and delivering his strategic objectives. The office is responsible for managing the Mayor’s and Deputy Mayor’s time, their relationship with the rest of the organisation, promoting London's cultural and creative diversity, developing economic and business policy, ensuring EU policy-makers are aware of London's interests and best practice, conducting research to help inform policy and decision-making programmes, and engaging with a wide range of stakeholders that make up multicultural London.

The Chief Executive's Office provides support for the Chief Executive in fulfilling his roles and duties. The Chief Executive has operational responsibility for four Executive Directors and the

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Director of Media and Marketing. He is also the Greater London Returning Officer and is responsible for the proper administration of the Mayor and Assembly elections.

The Media and Marketing Directorate is responsible for the Mayor’s public relations at the GLA such as enquiries from the public, newspapers, radio and TV, interviews with, or articles by, the Mayor, the Mayor’s weekly press conference, gaining media coverage for events organised by the Mayor and filming within City Hall. The directorate also promotes and supports events and initiatives organised by the GLA, through various marketing tools, including advertising.

The Policy and Partnerships Directorate supports the Mayor's strategic planning role in London by developing the London Plan, advising the Mayor on boroughs' Unitary Development Plans (UDP’s), strategic planning applications and providing leadership in urban quality and design. The directorate is also responsible for a wide range of other activities including developing and implementing strategies to improve London's environment and providing policy support and research for initiatives and strategies covering housing, health, social inclusion and sustainable development.

The Finance and Performance Directorate consists of four groups. Squares and Business Development manage Trafalgar and Parliament Squares, and together with the Financial Services Group, ensure that the GLA has a robust system of corporate governance. Strategic Finance and Performance, which includes the Economic Development Team, makes sure that the Mayor's strategic priorities and equalities agenda are delivered through the GLA group.

The Corporate Services Directorate's main role is to provide central services to the Mayor, the Assembly and staff. Increasingly it also has a major interface externally, particularly in the provision of expert data, information and economic analysis. The management of City Hall and its infrastructure is one of the directorate's key responsibilities with direct public access daily and on many weekends.

The Secretariat primarily supports the Assembly, in its activities. The Secretariat provides a comprehensive meetings service for the Assembly; support for Members - individually, by providing personal assistants and research officers, and jointly by providing liaison managers for each political group; scrutiny and investigative review support staff to help make sure the Assembly's scrutiny programme is delivered in a timely and professional manner.

The Role of the London Assembly The London Assembly, which comprises 25 members (14 from constituencies, 11 London-wide), is elected every four years and was last elected on 10 June 2004. The London Assembly’s role is to provide a check and a balance on the Mayor by scrutinising the Mayor’s performance and making proposals to the Mayor. It also has powers to amend the Mayor’s budget, subject to a two-thirds majority decision.

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Organisational Structure

MAYOR

ASSEMBLY

CHIEF EXECUTIVE’S MAYOR’S OFFICE OFFICE All Mayoral Chief Executive's Advisors Office Economic & Business Policy London House (Brussels) Public Affairs & Transport Business Planning & Regeneration Equalities & Policing Environment Major Projects & Service Delivery General Office

MEDIA AND POLICY AND FINANCE AND CORPORATE SECRETARIAT MARKETING PARTNERSHIPS PERFORMANCE SERVICES Mayor's Media Architecture & Squares and Data Management Assembly Support Relations Urbanism Business & Analysis Group Scrutiny & Marketing Olympics & Development GLA Economics Investigation Communications Thames Gateway Financial Services Human Resources & Committee Support Unit Unit Strategic Finance Administration Services Public Liaison Unit Business Support and Performance Legal & Procurement Assembly Media Environment Economic Information Services Relations Planning Decisions Development and Technology Group Elections Team Health & Social Transport Facilities Inclusion Management Sustainable Development Spatial Development Strategy Housing & Homelessness

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Section 2: The Greater London Authority’s Sexual Orientation Equality Scheme

What is a Sexual Orientation Equality Scheme?

The GLA’s Sexual Orientation Equality Scheme is a strategy and an action plan that summarises the Authority’s approach to sexual orientation equality.

Sexual Orientation Equality Scheme 2005 - 2008

This is the GLA's Sexual Orientation Equality Scheme for the next two years. While currently there is no duty to promote sexual orientation equality, under the Greater London Authority Act 1999, the Authority must ensure that it takes into account equality of opportunity both in the exercise of its functions and in the formulation of and implementation of any policies, proposals and strategies.

This scheme reflects the two faces driving the Authority's sexual orientation equality agenda:

External face - promoting equality of opportunity and good relations between different groups through, engagement and consultation, cultural events, supplier diversity and partnership working Internal face - challenging discrimination through internal equality and diversity policies and policy assessment, performance and review.

The Mayor of London and his Chief Executive, as Head of Paid Service, are ultimately responsible for the delivery of the Mayor’s objectives and/or the Authority's statutory responsibilities. Their role together with the London Assembly is to guide and steer the rest of the organisation and ensure that it achieves its goals in the most effective and efficient manner. As such the overall responsibility for the implementation and review of the Sexual Orientation Equality Scheme rests with them.

This Sexual Orientation Equality Scheme is a public document and the GLA will be answerable to the public for delivering the programme set out in the scheme as part of its annual review process.

The GLA is a strategic body and, with the exception of the management of Trafalgar Square and Parliament Square Garden, does not deliver services in the same way that local authorities do. The main function of the Mayor is to devise, facilitate implementation and revise eight statutory strategies around transport, planning and development, environmental issues and culture. The Mayor has also chosen to develop strategies to cover other priority areas such as children and young people, climate change and childcare. In addition the Mayor has the overall responsibility for setting the overall budget for the GLA and the four functional bodies in the GLA group LDA, LFEPA, MPA, and (TfL).

The London Assembly has responsibility for employing most of the GLA staff. Personnel, recruitment and training policies fall within the London Assembly's remit, in consultation with the Mayor, who retains budgetary responsibilities for these activities.

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Consulting on the likely impact of the promotion of sexual orientation equality

In proposing any new strategies and policies the GLA will consult with the relevant groups for their views on whether they think that the policy will help eliminate unlawful discrimination, promote equality of opportunity and good relations between people of different communities. In particular, views will be sought on any likely adverse impact and, where this may occur, views on what changes could ensure that the policy did not discriminate.

Through its stakeholder engagement programme, the GLA will continue to consult with designated stakeholder organisations to determine the likely impact of its policies in relation to sexual orientation equality.

In consulting on the likely impact of proposed policies and strategies the GLA will follow the principles laid down in its consultation framework Consulting London, i.e.:

Meeting statutory obligations including the need for sufficient information and sufficient time for those consulted to be able to respond meaningfully. Consulting with a clear purpose and advance planning. Treating those consulted with respect. Efforts and resources spent on consultation being proportionate to the impact of decisions and the importance of the issue. Understanding what we know already before doing more, and only consulting when directions or decisions can be informed, confirmed or reviewed. Avoiding duplication and consultation fatigue. Where appropriate, using a range of methods and ways of reaching people. Using opinion polling to seek Londoners’ views on key issues. Actively seeking out the views of traditionally excluded groups and of those that respond less readily to consultation. Providing feedback on consultation outcomes to participants and the public as appropriate. Demonstrating how consultation has influenced outcomes. Linking consultation results to decision-making. Communicating in clear and accessible ways in relation to documents, information and public meetings. Providing information to enable participants to make informed decisions. Promoting transparency and openness. Learning from best practice and innovation.

The Authority’s consultation will involve its functional bodies, stakeholders, experts and community and voluntary organisations with an interest in sexual orientation equality issues.

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Publishing the results of assessments, consultation and monitoring

The GLA will ensure that the results from assessments, consultation and monitoring are available to the public in full. Wherever reports include only summaries of these results, they will indicate where more comprehensive information can be found.

The GLA will not 'cherry pick' favourable comments, nor will it write reports of consultation that do not accurately reflect the breadth of views received. Minority views are essential to the process of ensuring sexual orientation equality.

Ensuring public access to information and services

A crucial part of the GLA’s commitment to promote sexual orientation equality, is to ensure that all the Authority’s communications in the form of publications, meetings, information and events are as accessible as possible to all Londoners. The GLA's Accessible Communication Policy was written to ensure that all staff are aware of what is expected of them, ensure that there is consistency in the Authority's communications and ensure the widest possible access for people who do not speak and/or read much English and for disabled and Deaf Londoners. To achieve this the Greater London Authority will:

Ensure appropriate access to interpreting, translation and communication support for disabled people and people for whom English is not a suitable language of communication Make sure communities are aware of their rights and entitlements by outlining arrangements for the provision of communication support facilities and how to access them Allocate appropriate resources Consult with Londoners to ensure that the communication support facilities are appropriate to their needs Give staff sufficient guidance and support to enable them to effectively put the accessible communications policy into action in an effective manner Regularly monitor the effectiveness of the policy and publish the results in the Mayor's annual equalities report.

The Mayor has also implemented a variety of creative methods for reaching LGB Londoners to ensure that information about the GLA and issues relevant to Londoners is widely distributed and understood. These include:

the Mayor’s Annual Report and Equalities Annual Report which are distributed widely in hard copy and are available to read on the website communicating to Londoners through regular meetings with LGBT agencies organising a range of public events, seminars and conferences intended to attract different communities encouraging participation in the People's Question Time.

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holding receptions on particular sexual orientation equality issues or with equality target groups and organisations translating the GLA newspaper 'The Londoner' into ten ethnic minority languages

British Sign Language (BSL) is the chief language used by Deaf Londoners. It is not English, but a distinct language. There is a significant LGB Deaf community in London and the GLA acknowledges BSL as a community language. Therefore, in organising events, conferences and consultation exercises, the GLA will provide a BSL interpreter to ensure Deaf participants have full access to information.

Working for the Greater London Authority

Applying for employment - All jobs are advertised externally and subject to open competition. The age, disability, ethnicity, faith, gender, and sexual orientation of all applicants for employment, those who are shortlisted and those offered an appointment are all monitored. Grievance procedures - The GLA monitors the date of the incident, details of the incident, the persons hearing the case and the outcome of the hearing. Disciplinary procedures - The GLA monitors the date of the incident, details of the incident, the persons hearing the case and the outcome of the hearing.

The GLA is also aiming to be an exemplary employer. Stakeholders have urged the GLA to lead by example in championing the Mayor's equalities agenda. The GLA has, therefore, set itself the following tasks

Developing and cultivating staff at every stage of their employment; Taking positive steps to ensure that the grade profile of the workforce reflects London’s diversity Valuing and exceeding existing relevant legislation and codes of practice in the formulation and implementation of Human Resources policies and procedures; Developing monitoring systems to review and implement best possible practice.

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Section 3: The Sexual Orientation Equality Scheme Action Plan (SOESAP)

Part 1- Issues and key objectives for the Sexual Orientation Equality Scheme Action Plan

(1) Policing the LGB communities

1.1 Under reporting of crime A 2003/04 study by 9Stormbreak, a LGB market research agency, shows homophobic crime in London to be widespread and that official records of homophobic crime incidents are not adequate. The research uncovered that as many as 45per cent of LGB Londoners had at some point experienced a homophobic crime.

The Mayor made a manifesto pledge to tacking the levels of homophobic crime in London and to increase the confidence of the lesbian, gay and bisexual communities to report crime to the police when it is perpetrated against them.

1.2 Violent crime In April 1999 three people were killed and more than 80 injured in a nail bomb blast at the Admiral Duncan pub in Soho, the hub of the LGB social scene in central London. This single incident changed the future of policing policy and influenced the way London’s LGB communities were policed.

In October 2005, Jody Dobrowski was murdered while walking across Clapham Common. His killers were sentenced to a minimum of 28 years to reflect the anti-gay motivation for the unprovoked attack.

The Mayor is concerned about the levels of homophobic crime experienced in London and will be working with stakeholders and service providers to increase the number of crimes reported to the police. The Mayor hosted a Metropolitan Police conference in 2006, which brought together LGBT Police Liaison Officers from across the country to share best practice being developed in London.

Key Objectives: Work with the MPA and MPS to: (a) Encourage LGB Londoners to report homophobic crime to the police (b) Increase these communities’ confidence levels in the criminal justice system.

Work with Transport for London (TfL): (c) To agree an action plan and targets for monitoring and improving the safety of LGB passengers using public transport.

(2) Employment discrimination

2.1 Addressing discrimination in the workplace Since the introduction of the Employment Equality (Sexual Orientation) Regulations in December 2003, lesbian, gay and bisexual workers have been legally protected from discrimination and

9 Stormbreak Limited (2004), Homophobic Crime in London, From Isolation to Inclusion – MMB draft 23 October 2006 14 The Greater London Authority’s Sexual Orientation Equality Scheme – MMB draft 23 October 2006 harassment at work. Before this legal protection, 10many lesbian, gay and bisexual people in the UK suffered from harassment and dismissal from their employment simply because of their sexual orientation.

Many companies now recognise the value of harnessing diversity and now specifically target LGB graduates. Stonewall, the UK’s main LGB campaigning group, recognise that LGB 11graduates are considerably more willing to shop around for LGB-friendly employers than might have been the case 10 years ago. Targeting LGB graduates is not a question of positive discrimination but rather about improving access and removing barriers.

As an exemplary emloyer the GLA offers the same employment terms and conditions to all GLA staff. The GLA also has an LGB Employee Network that meets throughout the year.

2.2 Sexual Orientation Equality Monitoring Prior to the introduction of the 2003 employment regulations, many LGB people suffered from harassment and dismissal with no legal redress. The legal protections do not necessarily mean an end to discriminatory treatment, although they do send out a strong message that certain behaviour is unacceptable and provide lesbian and gay people with legal means to challenge unfair treatment

Research carried out in 2004 by the 12University of Cardiff for Stonewall, found that one in five LGB employees still feel unable to reveal their sexual orientation at work despite the introduction of the Employment Equality (Sexual Orientation) Regulations 2003.

The law does not make it obligatory to monitor sexual orientation and few employers currently do so. However 13sensitively handled monitoring is considered best employment practice.

The Mayor monitors sexual orientation as part of the GLA recruitment and appointment process. LGB staff also form part of the GLA staff census. The functional bodies that make up the GLA group also monitor sexual orientation, are developing Sexual Orientation Equality Schemes, and have established LGB specific staff groups.

Key Objective: Assess the performance of the GLA group in ensuring LGB equality issues are addressed in the workplace

(3) Health issues

3.1 General health The Healthcare with Pride conference in July 2005, jointly organised by the Gay and Lesbian Association of Doctors and Dentists and the Royal Society of Medicine, highlighted the problems

10 TUC (2000) The Case For Legislation; Straight Up! Why the Law Should Protect Lesbian and Gay Workers 11 Stonewall (2005) Workplace Equality Index 12 Stonewall (2004) research carried out for Stonewall by Cardiff University 13 TUC (2005) Monitoring LGBT Workers; A TUC guide for trade unions

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Between 20-42per cent of gay and bisexual men have attempted suicide 75per cent of gay men under 36 years of age have tried drugs compared to 47per cent of the general population 50per cent of isolated lesbian/bisexual women have serious alcohol related problems Domestic violence, eating disorders and cancers also all affect lesbians and gay men disproportionately

Many lesbians and gay men still do not reveal their sexual orientation to their GP, which can have a detrimental impact on their long-term health prospects or unknown HIV status. The health issues faced by LGB people are often compounded by homophobic and heterosexist assumptions and treatment by service providers. The Mayor supported the First National LGBT Health Summit in 2006. This summit was co-funded by the GLA and reflected on some of the broad health issues facing LGB populations

3.2 Sexual Health According to, 'On the Move', the findings from the UK Gay Men's Sex Survey 2003, undertaken by Sigma Research and commissioned by Terrence Higgins Trust, one third of young gay men do not know the most basic facts about HIV and its transmission. This statistic is borne out by additional 14Sigma research undertaken in 2004. According to a report by the 15National AIDS Trust, funding for prevention activities has stagnated or declined, key target groups are neglected, and instead of adopting international best practice in prevention activities, there is a tendency to mount coercive responses, including criminal prosecution for HIV transmission. HIV treatment is of a high standard, and appropriately funded, but unsolved issues remain regarding certain categories of migrant and asylum seekers.

There is also a wide range of health issues for lesbian and bisexual women around poor rates of cervical smear tests, low levels of attendance of lesbians at women’s health services, contraception and reproductive health services. The 16Orange Clinic at the Chelsea and Westminster Hospital is a useful source of additional information.

Avert, an international AIDS charity, state that there are in excess of 1.5 million attendances at genitourinary medicine (GUM) clinics in the UK each year, a number that has been growing by at least 15per cent annually. This increase in people using GUM services has inevitably put pressure on their ability to deal with infections, and has led to lengthening waiting times.

3.3 Mental health, suicide and substance use According to 17Sigma research, a significant number of studies have established that gay men have disproportionately poor mental health in comparison to other groups; a situation compounded when ethnicity, poverty and other forms of inequality are also taken into account. Therefore it is

14 Sigma Research (2004) - Doctoring gay men: exploring the contribution of General Practice. 15 National AIDS Trust (2006) HIV in the United Kingdom: a progress report 16 The Orange Clinic, http://www.chelwest.nhs.uk/services_pages/hiv_gum_pages/west_london_center.htm 17 Sigma Research (2005) It makes me sick: heterosexism, homophobia and the health of Gay men and Bisexual men. From Isolation to Inclusion – MMB draft 23 October 2006 16 The Greater London Authority’s Sexual Orientation Equality Scheme – MMB draft 23 October 2006 unsurprising that gay men are more likely than their heterosexual counterparts to seek support for emotional and mental health issues in primary and secondary care settings.

A report by 18Mind shows that gay men and lesbians reported more psychological distress than heterosexuals, despite similar levels of social support and quality of physical health as heterosexual men and women. Levels of substance use disorders were higher among gay men and lesbians, who reported that they were more likely than their heterosexual counterparts to have used recreational drugs. Lesbians were more likely than heterosexual women to drink alcohol excessively. Results showed that bisexual men were more likely than gay men to have recently used recreational drugs.

Other studies have found that LGB people are dramatically more likely than heterosexuals to contemplate and attempt suicide and participate in other forms of self-harm. A lack of LGB role models, and the stereotypical portrayal of sexual orientation by the media, including the gay media, may also be determining factors in suicide and other issues such as anorexia and body dysphoria.

3.4 Smoking According to a US organisation, National Longitudinal Study of Adolescent Health, gay and lesbian youth, like older LGBT people, may be 40 to 60 percent more likely than their heterosexual people peers to smoke cigarettes, according to data presented at a conference of gay and lesbian medical professionals in October 2004. In a survey of over 12,000 students in grades 7-12, about 8 percent of the respondents indicated having same-sex attractions or same-sex relationships. Of those, nearly 45 percent of females and 35 percent of males reported smoking.

A Harris Interactive poll in 2001 found that 36 percent of respondents who self-identified as gay, lesbian, bisexual or transgender were smokers, as compared with 25 percent of all adults surveyed. The British Medical Council recognise adult gay smoking prevalence as being up to twice that of their heterosexual counterparts.

The Mayor has established the London Health Commission (LHC). The LHC is a high level partnership that works to reduce health inequalities in the capital and to improve the health and well being of all Londoners. The LHC recognises that this requires coordinated action to improve the determinants of health across London. It promotes this action by building partnerships across sectors and organisations, influencing key stakeholders and policy makers and by providing practical support for local activities.

Key Objectives: Ensure ongoing development and delivery of the GLA Health Programme includes sexual orientation as an integral feature. Influence and work with GLA partners to promote LGB health equality in their development and delivery of specific health interventions.

18 Mind (2003) Report on Mental Health and Social Wellbeing of gay men, lesbians, and bisexuals in England and Wales

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(4) London’s LGB Stakeholders LBG people are not one homogeneous group. The majority belong to more than one community group with multi-faceted cultural identities - being black, disabled, trans, women or parents etc. The different aspects of LGB identity are a source of pride and strength. But they can also make this community the target of prejudice on more than one level. Multiple or compounded discrimination is not uncommon in the LGB community. Recognition of this has been a long term failing of the majority of mainstream service providers and grant making bodies.

19Migration to London has long been an option, and often a necessity, for LGB people across the UK and beyond. People migrate for a variety of reasons and some experience identity conflict, which may be exacerbated by differences of class, ethnicity or cultural identity or religion. 20Older LGB people fail to access services to which they are entitled owing to fear of homophobic reactions from staff or other service users.

The Greater London Authority has a London Stakeholders Team, and dedicated LGBT Stakeholder Coordinator, to engage directly with LGBT Londoners and represent their views to the Mayor and his Advisors.

The 2012 Olympic Game’s were won based on the diversity of London’s culture and communities and represent a unique opportunity to encourage social inclusion. The Olympics Delivery Plan’s will cover all six equality strands, recognising the LGBT population, which is substantial in London, and acknowledge the existence of LGB people as stakeholders, sportspeople, participants, employees, trainees, volunteers, users of public services, residents, and legacy beneficiaries.

Key Objectives: Work to ensure the social inclusion of LGB people across all strategy and policy work

Work with key LGB (sporting/business/tourism/stakeholder) agencies such as Out to Sport UK, to promote the 2012 Olympics, Paralympics and sport generally to London’s LGB communities

(5) Cultural contribution London has a long and proud LGBT history, spanning many generations, which influences the identity of the City, through, fashion, media, culture, music, language and so on. The annual Pride Parade and Community Rally has grown over the years and has now become an international LGBT cultural celebration of lesbian, gay, bisexual and transgender identity. London was granted the licence to host the Euro Pride festival in 2006, which showcased London as a world-class LGBT friendly city.

London plays host to many LGBT cultural events including the LGB Film Festival, which is the third largest film festival in the UK. Many LGBT minority ethnic communities host culturally specific

19 Sigma Research (2004) Redefining community, restoring identity: The role of social class, ethnicity and migration in the lives of gay men in London 20 Age Concern (2002) Issues facing Older Lesbians, Gay Men and Bisexuals

From Isolation to Inclusion – MMB draft 23 October 2006 18 The Greater London Authority’s Sexual Orientation Equality Scheme – MMB draft 23 October 2006 community events throughout each year, which maintain a sense of cultural cohesion and celebrate their multiple identities. LGB History Month was also launched in 2005. London is also home to a number of LGB choirs, an orchestra, various arts projects, debating societies, and a thriving lesbian, gay, bisexual, and transgender social scene.

The Mayor has sponsored and supported a wide range of LGBT community initiatives over the years making numerous keynote speeches and press statements, provided messages of support, endorsed innovative project bids and implemented a wide-ranging programme of LGBT community engagement. LGBT stakeholders have been supported with specific projects as well as integrated into wider equalities events to maximise their participation and impact e.g. Capital Woman, Older People’s Strategy and legislative consultations. The Mayor is a longstanding opponent of discrimination and proactively challenges homophobia in London, the UK and across Europe while celebrating and encouraging the diversity of LGBT culture within the capital.

Key Objective: Develop a phased programme of profile raising events that promote the value of, and showcase, LGB communities’ contribution to the cultural fabric of London.

(6) Legislative change

6.1 Achieving Change London’s LGB communities have faced many challenges but have also flourished as a visible and vibrant community. The legal landscape has changed dramatically over the past few years, with improving civil and human rights and responsibilities. Improvements include the introduction of the Gender Recognition Act in 2004 for transgender people that identify as LGB, the repeal of Section 28, removal of the ban from serving in the armed forces, improved Employment Equality Regulations in 2003, 21civil partnership rights and so on.

In 2001 the Mayor set up the London Partnerships Register as a way of recognising the partnership status of couples, both same-sex and mixed-sex. The London Partnerships Register was the first of its kind in Britain and was influential in establishing the Civil Partnership Act, which became law in December 2005 and grants a raft of additional rights and responsibilities to LGB people.

The Mayor has lobbied the Government on all proposed legislative changes that impact on the LGB communities, recognises that the establishment of a single equality commission will be beneficial when promoting sexual orientation equality, and has responded extensively to the Equalities Review and Discrimination Law Review processes from a sexual orientation perspective. The Mayor also supported the extension of protection under the provision of goods, facilities and services to lesbians and gay men.

6.2 Government Liaison Because of London's size and unique multi-cultural demography, the Home Office is aware that London is key to the Government achieving its equality targets. The GLA is a key stakeholder partner in Government policy development and decision making processes. The Government is committed to

21 Civil Partnership Act (see appendix 4 - The Legal Context) From Isolation to Inclusion – MMB draft 23 October 2006 19 The Greater London Authority’s Sexual Orientation Equality Scheme – MMB draft 23 October 2006 working with the GLA and a wide range of LGB stakeholder organisations to create an effective mechanism to promote sexual orientation equality in London.

The GLA Equalities and Government and Parliamentary Liaison Teams actively lobby the Government on all issues that impact on LGB Londoners.

The Mayor’s European Office monitor developments from a European perspective in relation to sexual orientation equality. The Mayor has gone on public record on more than one occasion criticising punitive actions taken against these communities by our European counterparts. Promoting sexual orientation equality will form part of the GLA’s programme of events for the European Year of Equalities for All in 2007.

Key Objectives: Undertake regular briefings and lobbying activities of key European policy makers in support of London’s equalities priorities and maximise the influence of London’s LGB communities

Work with Government to create effective mechanisms to promote and achieve sexual orientation equality.

(7) The provision of goods, facilities and services An amendment to extend legal protection to LGB people covering the provision of goods, facilities, and services was recently agreed. A commitment has been given by the Government to introduce protective legislation in April 2007, and will cover public sector service providers, including schools and health care services. .

The lack of protection in this area has allowed pubs, clubs, hotels, leisure facilities, insurance companies, and a range of other service providers, to discriminate at will, against LGB customers. However, the extent of the commitment on goods and services has yet to be clarified and legal protection must be clearly defined, firm and extensive. We also need to ensure that no harmful exceptions are included as has been the case with previous legislative change.

GLA officers have already worked and will continue to work across the GLA group to ensure that the services offered meet and reflect the needs of LGB Londoners.

Key Objective: Work with the London Development Agency to agree an action plan to ensure that the Mayor’s sexual orientation equality vision is understood by business and delivered on an ongoing basis

(8) Demographics Sexual orientation is omitted from the Office for National Statistics annual national Census, which hinders any understanding of the demographics of LGB communities. Services cannot plan strategically to promote equality, best practice, or provide equal protection to LGB people. There is a complete lack of comprehensive data available regarding these communities and their experiences in

From Isolation to Inclusion – MMB draft 23 October 2006 20 The Greater London Authority’s Sexual Orientation Equality Scheme – MMB draft 23 October 2006 the UK. Service providers and grant making agencies have traditionally ignored LGB people and have under funded vital services targeted at these communities.

As part of the consultation process earlier this year, the Mayor confirmed his support for the inclusion of a category relating to sexual orientation as part of the 2011 Census.

Key Objective: To improve demographic data and research information

(9) Education and bullying 22Stonewall carried out a survey of 300 secondary schools and found that 82per cent of teachers were aware of verbal incidents, and 26per cent aware of physical incidents of homophobic bullying. However, only 6per cent of schools had anti-bullying policies specifically designed to combat homophobic bullying. (Information from ‘Playing it Safe’, published by the University of London) Section 28 of the Local Government Act 1988 left a legacy of mistrust and misunderstanding in schools that continues today. Section 28 did not apply to schools after 2000 and did not prevent schools from addressing the issues of sexual orientation or homophobic bullying. Schools have a legal obligation to prevent all forms of bullying, including homophobic bullying, and to provide a safe learning environment for all pupils and staff.

The Mayor has worked closely with Stonewall and Beat Bullying UK on this issue and commissioned and launched a schools DVD resource earlier this year. The DVD titled ’Education for All’ was distributed to schools across the London region.

Key Objective: Support the Mayor’s commitment to tackling homophobic bullying and thus improve the educational chances of children and young people

(10) Procurement The GLA itself works in close partnership with the agencies that provide the Authority with goods and services. Three of the key objectives in the GLA’s Procurement Strategy are that the GLA

Only purchases goods and services from suppliers who have a commitment to equality of opportunity, including sexual orientation equality, for their workforce and their customers Nurtures a wide range of small and medium size enterprises representing London’s diverse communities and encourages them to tender for GLA contracts Secures, so far as is legally possible, fair employment terms and conditions of service for employees of contractors providing services and/or goods to the Authority

The GLA encourages applications for inclusion in its tendering processes from all of London’s diverse communities. Sexual orientation is specifically mentioned and identified in the GLA Contracts Code and Statement of Principles on Supplier Diversity. Both the GLA Procurement Strategy and GLA Group Sustainable Procurement Policy identify equalities as important considerations for

22 Douglas, Warwick, Kemp, & Whitty, (1997) Playing it Safe: responses of secondary school teachers to lesbian and gay pupils, Terrence Higgins Trust. From Isolation to Inclusion – MMB draft 23 October 2006 21 The Greater London Authority’s Sexual Orientation Equality Scheme – MMB draft 23 October 2006 procurement. By ensuring that there is a fair employment clause in every service contract which the GLA awards, the Authority uses the procurement process to promote good practice and lever change in its private contractors.

Key Objective: Deliver the Mayor’s equalities priorities through the GLA’s procurement process

(11) Homelessness The role of sexual orientation in the creation of homelessness is complex. 23LGB people become homeless for a variety of reasons, some of which are related, and some unrelated to their sexual orientation. LGB people can experience a number of additional difficulties in comparison to their heterosexual peers such as emotional distress, outing themselves to access appropriate service provision risking secondary discrimination, coming to terms with their sexual orientation, homophobia, lack of social network, and invisibility.

The greatest need in service provision is to establish how many LGB people experience homelessness and to establish specialized or dedicated emergency accommodation. This is currently not provided anywhere in the UK. Without such accommodation, LGB people will have to continue to use the mainstream hostel system and either conceal their sexual orientation or accept the possibility that they will experience homophobic harassment and violence. Avoiding mainstream hostels can leave LGB people unsupported and vulnerable to dangerous or exploitative situations. Mainstream service providers need to implement polices to ensure that LGB people do not avoid accessing service provision because of the risk of experiencing homophobia.

The Mayor is aware that homelessness has a negative impact on access to education, employment and training opportunities, particularly for under 16-year-olds’s that are vulnerable and poorly supported services. The Mayor will be working to examine the many complex and cross cutting housing needs for this community from each equality strand perspective, in relation to sexual orientation, with key stakeholders and specialist teams within the GLA.

Key Objective: Fully engage LGB organisations in monitoring the delivery of the 2005- 2016 London Housing Strategy and influencing the development of future strategies.

Summary of the Mayor’s key objectives for LGB Londoners: Throughout his political career the Mayor has championed LGB civil rights, even when this was unfashionable back in the 1980s. The Greater London Council (GLC) Gay Rights Working Party was formed in 1981 to investigate ‘gay’ issues in the London area. Its work culminated in the publication of, ‘Changing the world: a London charter for gay and lesbian rights,’ in 1985. The working party was particularly concerned with employment rights, police attitudes, and liaised with gay groups throughout the capital. These issues remain of concern to both the Mayor and London’s LGB communities over twenty-five years later.

23 National Centre for Social Research and Stonewall Housing (2001) Hidden in Plain Sight – Homelessness Amongst Lesbian and Gay Youth

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The Mayor lobbied for the introduction of the Civil Partnership Act, the repeal of Section 28 and the extension of protection under the provision of goods, facilities and services. In 2001 the Mayor established the UK’s first Civil Partnership’s Register, which was influential in establishing protective partnership legislation in the UK.

Over the coming year the Mayor will prioritise the issue of under reporting of homophobic crime, work to increase the LGB communities’ confidence in the criminal justice system, and will actively combat homophobic bullying in London’s schools.

The Mayor’s office will also continue to consult with stakeholders, highlight the damage of workplace homophobic harassment, host a conference for LGBT police liaison officers, examine issues relating to homelessness and health, and promote the LGB communities cultural contribution to London.

The Mayor will also be working strategically with the functional bodies to ensure that LGB equality is mainstreamed across the GLA group and that service provision meets and reflects the needs of LGB Londoners.

In addition, the Greater London Authority will continue to lobby the Government to embed LGB equality in any proposed changes to the Equality Act, ensure that LGB equality forms an integral part of the Equalities Review, Discrimination Law Review, and will lobby to ensure that LGB people are represented on and consulted by the Commission for Equality and Human Rights.

Complaints and Comments The GLA is committed to serving the interests of all Londoners whether they live, work or study in London or are just visiting the capital. We, therefore, welcome any comments; suggestions or complaints Londoners might have about how they feel the GLA is promoting sexual orientation equality.

Although the GLA has already consulted widely on this scheme, any further comments will be welcome. The Sexual Orientation Equality Scheme is a developing document that will be reviewed every three years. All comments will be used to inform the scheme when it is reviewed.

The GLA’s complaints and comments form “How was our Service?” is available from City Hall. The form can also be posted to you or it can be completed on-line. To comment on this Sexual Orientation Equality Scheme or any aspect of the GLA’s activities to promote sexual orientation equality, please contact:

Public Liaison Unit, Greater London Authority, City Hall, The Queen’s Walk, London SE1 2AA

Telephone: 020 7983 4100 Minicom: 020 7983 4458 Fax: 020 7983 4057 Email: [email protected] Web: www.london.gov.uk

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The Sexual Orientation Equality Scheme Action Plan

Part 2 – Detailed action plan Introduction

The GLA’s Sexual Orientation Equality Scheme Action Plan (SOESAP) sets out how in the short and medium term the GLA will deliver the Mayor’s sexual orientation equality objectives. The Action Plan will support the statutory duties of the Authority and secure the performance of the functional bodies. The focus of the SEOSAP is on continuing to develop and deliver a compelling vision for London as an exemplary, sustainable global city for the 21st century. The Mayor continues to shape his vision for London around five key themes:

an accessible city a city for people a prosperous city a fair city a green city

These themes are used to structure the detailed action plan.

Delivering the key objectives (detailed action plan)

The following tables set out the key GLA sexual orientation equality activities against each of the Mayor’s five themes and strategic outcomes over a two-year period 2006 until April 2008.

This section sets out the key objectives, the detailed actions that will be carried out, the Directorate and Teams responsible for delivering each action over the next year. The action plan will be reviewed and revised each year as part of operational equality action planning.

Theme Objective Action Lead Directorate Timescale Theme 2 – A Work with the MPA Host a conference on Finance and Quarter 3 City for People and MPS to: behalf of the Performance - Metropolitan Police Equalities Team (a) Encourage LGB Service for all LGBT Londoners to report Liaison Officers in the homophobic crime UK to promote best to the police working practice and increase community (Key issue 1) confidence in the police.

(b) Increase LGB Monitor and collate Finance and Quarter 3 Londoner’s data on MPS sanctioned Performance - confidence levels in and total detection Community Safety the criminal justice targets Team

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Theme Objective Action Lead Directorate Timescale system. Work with the Mayor’s Office - Quarter 3 Community Safety Team London (Key issue 1) to highlight initiatives Stakeholders to tackle hate crime and Team raise awareness among LGB Londoners that hate crime is unacceptable.

Theme 1 – An Work with Work with TfL to take Finance and Quarter 4 Accessible City Transport for forward measurement Performance – London (TfL) to: of perceived security of Transport Team LGB people on public transport

(c) Agree an action Work with TfL to ensure Quarter 4 plan and targets for that LGB travellers are monitoring and encouraged to report improving the homophobic crime. safety of LGB people using public transport.

(Key issue 1) Theme 2 – A (a) Assess the Work proactively with Finance and Quarter 2 City for People performance of the LGB employee networks Performance – GLA group in to launch the Sexual Equalities Team ensuring LGB Orientation Equality equality issues are Scheme across the GLA addressed in the group to promote workplace equality

(Key issue 2) Encourage the Finance and Quarter 1 establishment of LGB Performance – employee networks Equalities Team across the GLA group.

Raise awareness of the Finance and Quarter 2 introduction of the Performance – Employment Equality Equalities Team (Sexual Orientation) Regulations 2003 across the GLA group to demonstrate the Mayor’s commitment to employment equality.

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Theme Objective Action Lead Directorate Timescale Undertake biennial Corporate Services Quarter 3 sexual orientation – HR & monitoring in the GLA Administration and report the findings via the staff compendium

Conduct staff census to Corporate Services Quarter 2 update sexual - HR & orientation information Administration in relation to current workforce

Lobby to improve data Corporate Services Quarter 3 in areas where there is DMAG Team less information (LGB, disabled and faith communities), including lobbying government, Office of National Statistics and other suppliers of data, to improve their data sets

Establish the feasibility Finance and Quarter 3 of establishing the Performance – percentage of the Equalities Team annual budget that is allocated to LGB priorities across the GLA group and review developments to date.

Work with the Policy Finance and Quarter 3 Support Unit to identify Performance – research priorities Equalities Team around the needs of LGB people Theme 4 – A Ensure ongoing Develop the focus on Policy and Ongoing fair city development and LGB issues within the Partnerships – delivery of the GLA health programme, Health Policy Health Programme including taking forward Team includes sexual recommendations from orientation equality previous research as an integral feature.

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Theme Objective Action Lead Directorate Timescale (Key issue 3)

Influence and work Support Gay and Policy and Quarter 2 with GLA partners Lesbian Association of Partnerships – to promote LGB Doctors and Dentists Health Policy equality in their (GLADD) LGBT health Team development and conference and actions delivery of specific arising from it health interventions. Aim to influence the Policy and Ongoing London NHS (including Partnerships – (Key issue 3) the Strategic Framework Health Policy for Mental Health), the Team London Health Commission and the Greater London Alcohol and Drug Alliance to consider sexual orientation equality issues as identifiable and integral aspects of their work programmes.

Theme 4 – A Work to ensure the Action to address pan- Policy and Quarter 4 fair city social inclusion of London issues raised by Partnerships – LGB people across lesbian, gay and Social Inclusion all strategy and bisexual people in Team policy work. response to the Mayor’s draft Older People’s (Key issue 4) Strategy and develop appropriate action from issues raised in consultation. Theme 2 – A Work with key LGB Aim to influence the Policy and Quarter 4 City for people (sporting/business LDA/ODA to include Partnerships - /tourism/stakehold LGB communities as an Olympics and er) agencies such as integral part of the Thames Gateway Out to Sport UK, to consultation process Team promote the 2012 when developing the Olympics, 2012 Olympic Paralympics and programme. sport generally to London’s LGB Work with organisations Mayor’s Office – Quarter 4 communities. such as Out to Sport to Events for London promote LGB sporting and Cultural (Key issue 4) activity in London. Strategy Teams

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Theme Objective Action Lead Directorate Timescale Support the Football Finance and Quarter 3 Association and the Gay Performance – Football Supporters Equalities Team Network initiative to eradicate homophobia from football Theme 2 – A Develop a phased Support a programme Mayor’s Office – Quarter 4 City for people programme of of activity to promote Cultural Strategy profile raising LGB culture in film, Team events that theatre, heritage and promote the value arts generally, including of, and showcase, through LGB History LGB communities’ Month. contribution to the cultural fabric of Use the Londoner Mayor’s Office – Ongoing London. publication to cover Public issues of relevance to Consultation and (Key issue 5) LGB Londoners Communication Team Current ongoing initiatives:

• Promote and support the development of the annual Pride Parade and Community Rally, Soho Pride and the Euro Pride London events taking place in July 2006 • Support the annual Pride Cultural Festival Fortnight, prior to the Pride London event. • Host the Mayor’s Pride Reception at City Hall to mark the occasion of Pride in London

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Theme Objective Action Lead Directorate Timescale Undertake regular Share best practice on Mayor’s Office - Quarter 4 briefings and tackling homophobia, International lobbying activities homophobic violence, Affairs Team and of key European promoting LGB rights London House policy makers in with other world cities support of London’s as required equalities priorities and maximise the Mark the occasion of Mayor’s Office – Quarter 4 influence of Pride London with other International London’s LGB world cities as Affairs Team and communities. appropriate. London House

(Key issue 6)

Work with Actively raise the profile Mayor’s Office - Quarter 4 Government to of the Mayor’s policies Government and create effective on sexual orientation Parliamentary mechanisms to equality to the Liaison promote and Government and in achieve sexual Parliament (through orientation briefings and meetings), equality. as advised by the Mayor’s Office, (Key issue 6) including responding to new government proposals and engaging with the passage of legislation. This will include, but not be limited to, engagement on creation of the CEHR and Equality and Discrimination Law Reviews

Theme 3 – A Work with the Work with the LDA, to Corporate Services Quarter 3 Prosperous London establish indicators and GLA Economics City Development data sources that might Team Agency to agree an be used to measure the action plan to economic contribution ensure that the that LGB community, Mayor’s sexual business, and tourism, orientation equality make to the city. vision is understood by business and

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Theme Objective Action Lead Directorate Timescale delivered on an Work with the LDA to Finance and Quarter 3 ongoing basis ensure that skills Performance – training opportunities Equalities Team (Key issue 7) and tackling employment discrimination against LGB people in London is a priority and is appropriately reflected in the LDA’s funding streams and work programme

Theme 4 – A To improve Use the Annual London Mayor’s Office – Quarter 3 Fair City demographic data Survey to benchmark Public and research changing perceptions of Consultation and information: London as a city that is Communication tolerant towards LGB (Key issue 8) people

Theme 4 – A Support the In partnership with Mayor’s Office – Quarter 1 Fair City Mayor’s Stonewall produce and London commitment to distribute the Mayor’s Stakeholders tackling anti-homophobic Team homophobic bullying schools DVD bullying and thus for head teachers improve the educational chances Support and contribute Mayor’s Office – Quarter 4 of children and to the Stonewall London young people. Education for All anti- Stakeholders homophobic bullying Team (Key issue 9) campaign

Work with the Finance and Quarter 4 Children’s and Young Performance – Peoples Unit and Equalities Team London LGBT Youth Council to ensure that issues affecting LGB young people are reflected in policy and strategy development

Theme 4 – A Deliver the Mayor’s Assess how Corporate Services Quarter 4 Fair City equalities priorities procurement practices – Legal and through the GLA’s can be implemented to Procurement

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Theme Objective Action Lead Directorate Timescale procurement incorporate LGB process' equality and continue to meet relevant (Key issue 10) legislation. Theme 4 – A Fully engage LGB In anticipation of the Policy and Quarter 2 Fair City organisations in new structures being set Partnerships – monitoring the up by the Mayor to Housing and delivery of the support his new housing Homelessness 2005-2016 London powers, establish an Unit Housing Strategy Equalities Standing and influencing the Group, including development of representation from future strategies. LGB organisations

(Key issue 11)

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The Sexual Orientation Equality Scheme Action Plan

Part 3 The London Assembly’s strategic deliverables The London Assembly appoints most of the Authority’s staff, scrutinises the Mayor’s activities by questioning the Mayor about his decisions, and investigates issues of importance to London. The 25 Members (14 from constituencies; 11 London-wide) are elected every four years at the same time as the Mayor.

The London Assembly has a key role in:

scrutinising the Mayor’s actions and decisions voting on the Mayor’s budget investigating matters of importance to London appointing most of the GLA’s staff and setting their terms and conditions holding to account functional bodies

The London Assembly’s strategic deliverables are to:

be an effective scrutiny body investigate issues of importance to Londoners appoint staff necessary for the proper discharge of the Authority’s functions raise the profile and reputation of the London Assembly sponsor and monitor London Transport Users' Committee (LTUC)

The work of the Assembly includes

ensuring that Assembly Members are accurately and effectively briefed on sexual orientation and other equalities issues in London providing a platform for debating sexual orientation equality issues with London's LGB communities, publicising the work of the London Assembly in the LGB media including the role of the London Assembly and its members, and developing the reputation of Assembly Members amongst London's LGB communities

The Secretariat is the directorate that primarily supports the London Assembly in its activities. The Secretariat provides the following services:

scrutiny and investigative review, helping make sure the Assembly’s scrutiny programme is delivered in a timely and professional manner committee services, providing professional support to help Members achieve their aims and conduct their business by means of Assembly, committee and other meetings

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press and other media relations, helping Assembly Members communicate their views to Londoners support for Members individually, through personal assistants and research officers, and jointly through liaison managers for each political Group

Strategic deliverables What we plan to achieve Be an effective scrutiny body 2006-2008

Ensure that issues relating to sexual orientation are considered along with other equalities issues in the equalities impact assessment carried out by officers before each scrutiny review

Investigate issues of importance to Londoners Deliver high quality briefing and research for Members that will enable them to take account of the needs of LGB Londoners, among other groups, when planning scrutiny work programmes

Ensure that, where relevant, recommendations made in scrutiny reports respond to the needs of and evidence from LGB Londoners and groups representing them.

Raise the profile and reputation of the London Assembly Ensure that sexual orientation equality issues are taken into account when reviewing and implementing the Assembly’s public engagement strategy

Ensure that the LGB media are among the media briefed about the Assembly’s work

Ensure that voluntary sector organisations working on sexual orientation equality issues are included in calls for evidence for scrutiny reviews

Ensure that LGB media and voluntary organisations receive the Assembly’s periodic bulletin.

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Greater London Authority Performance Management of Sexual Orientation Equality

To achieve the Mayor’s Vision for London and his Equality and Diversity Vision, the GLA has put in place policies, strategies and processes to mainstream the promotion of sexual orientation into the Authority’s operational business.

In order to mainstream sexual orientation equality, the GLA has integrated sexual orientation and other equalities issues into its policy development, implementation, evaluation and review processes. The Authority has established internal procedures and mechanisms to ensure that sexual orientation equality becomes an everyday feature of its functions.

MAYOR'S EQUALITIES VISION

EQUALITY AND DIVERSITYS FRAMEWORK

EXTERNAL DRIVERS STRATEGIC OPERATIONAL NETWORKS Business Planning process Serving London's Service Improvement interests Plans Civil Partnership Act Operational Internal 2004 Equalities Action Equality & Diversity Equalities Policy Equality Standard for Plans Policy Statement Team Local Government Equalities Impact Employment Equality LGB employee EQUALITIES Stakeholder Assessments Standard network ACTIONS AND consultation & Budget & Equalities Equality & Diversity Equalities Network OUTCOMES FOR engagement Equalities Toolkit Strategy LONDON Research Best Value Toolkit Sexual Orientation External Evidence Performance Scheme Key London Good practice Monitoring stakeholders Government Best Framework Value Performance Project Management Indicators Framework Staff Performance Review

MAYOR'S ANNUAL EQUALITIES REPORT

MAYOR'S ANNUAL REPORT

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Best Value Toolkit The GLA’s Best Value Toolkit has guidelines to ensure that all the Authority’s performance and efficiency reviews address sexual orientation equality issues.

Budget and Equalities The GLA’s budget and equalities process is an annual exercise to review and evaluate how GLA resources are allocated in the context of strategic policy, organisational structures and service delivery. It is, therefore, an important tool to enable the Mayor to provide comprehensive strategic leadership in delivering his sexual orientation equality and diversity policy objectives. The process provides an invaluable opportunity for each organisation in the GLA group to demonstrate that it is fulfilling its obligations and ensures that sexual orientation equality matters are kept at the forefront of the GLA group’s agenda.

Corporate Planning Process The GLA’s performance targets include specific sexual orientation equality targets identified by each of the Authority’s directorates.

Equality and Diversity Framework Within this framework each part of the organisation accepts its own responsibility for promoting sexual orientation equality and challenging discrimination.

Equalities Impact Assessments The GLA’s equalities impact assessment process finds out whether a new or reviewed policy, strategy or project will affect different groups in different ways. All strategies are subject to an equalities impact assessment, which are then validated by the Equalities Team. The process includes a specific sexual orientation equality impact assessment.

Equalities Network The GLA group Equalities Network was set up in 2003 to share experience, information and good practice; co-ordinate initiatives to avoid duplication of effort; develop joint projects with a view to influencing and developing equality strategies, frameworks and toolkits in their organisations; and provide support to equalities officers across the GLA group. The network consists of the heads of the GLA group's equalities teams.

Equalities Policy Team The GLA has established an Equalities Policy Team (EPT) to assess, monitor and review the Authority’s performance in delivering against its equalities targets. EPT consists of executive directors and the Mayoral Director for Equalities and Policing. EPT meets every second quarter.

Equality Standard for Local Government The Equality Standard is a benchmarking tool used by public authorities to gauge how far they have come in mainstreaming the equalities agenda into the everyday functioning of the organisation. It is a means to help public authorities mainstream equalities issues. There are five levels of the standard. The GLA reached Level 5 of the Equality Standard for Local Government in 2006.

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London Equalities Commission The London Equalities Commission is composed of equalities experts, stakeholder representatives and GLA officers. The Commission is responsible for maintaining an oversight of Mayoral strategies and equalities policies across the GLA and, in conjunction with appropriate partners, identifying and helping to develop opportunities to enhance these strategies and policies. The Commission also encourages, supports and promotes equalities in London and provides a public voice on matters that relate to equalities in the capital.

Operational Equality Action Plans An integral part of the Authority’s corporate planning process is to produce detailed Operational Equality Action Plans (OEAPs). OEAPs outline the equalities work and targets that the Authority will be undertaking each year. Every team within each directorate produces an OEAP. The sexual orientation targets identified in the Sexual Orientation Equality Scheme will feed into the OEAP process. Under the GLA’s Performance Monitoring Framework the equalities targets identified in the OEAPs are monitored at least twice a year.

Project Management Framework The GLA’s Project Management Framework requires that all projects undergo an equalities impact assessment to ensure they do have a positive impact on any equality target group in London.

Service Improvement Plan During 2002, the GLA group carried out the 'Equalities for All´ Best Value Review. The Service Improvement Plan (SIP) produced following the review has been adopted and is being implemented by all the organisations in the GLA group as part of their Equality Standard for Local Government Corporate Equality Actions Plans.

Staff Performance Review The performance of individual officers on all equalities issues is assessed through the GLA’s annual Staff Performance Review process.

Monitoring the GLA's Sexual Orientation Equality Action Plan This Sexual Orientation Equality Scheme will be monitored and reviewed every year to ensure that it is being implemented effectively.

All actions identified in the Sexual Orientation Scheme Equality Action Plan will be incorporated into the Authority's Operational Equality Action Plans (OEAP), which are produced every year. The Mayor's Advisor on Equalities and Policing and the Head of Diversity Performance will monitor progress on these targets on a quarterly basis. Every six months, progress on the OEAPs will be reported to the Mayor of London and the London Assembly's Business Management and Appointments Committee. It will also reported to the Assembly's Budget Committee in terms of performance against the Business Plan.

At officer level, the scheme's implementation will be monitored at the GLA group's LGB Equalities Network.

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Section 4: Appendices

Appendix one: Staff with sexual orientation equality remits

Directorate Operational Unit Staff Responsibilities Mayor’s Advisors Director (Equalities & Policing) Advise Mayor on issues relating to Office Policy Advisor sexual orientation equality in Policy Advisor on Social London Inclusion Advise Mayor on issues relating to Policy Advisor on Human Rights human rights in London Director (Public Affairs & Transport) Business Manager (Equalities & Policing) Transport and London Stakeholder Team Lead on Mayoral priorities Public Affairs Manager (London Stakeholder concerning engagement and Team) events with LGBT stakeholder Co-ordinator - LGBT groups in London. Communities Policy & Policy Support Head of Health & Social Undertake equalities assessment of Partnerships Inclusion Unit draft strategies Senior Policy Officer Support and develop research into equalities issues Finance & Strategic Finance Head of Strategic Finance and Develop performance-monitoring Performance and Performance Performance procedures on key indicators (including sexual orientation equality) for the GLA group. Equalities Team Produce Sexual orientation Head of Diversity Performance Equality Scheme Manager (Disability Equality) Lead on measuring, evaluating and Coordinator (Faith Equality) developing sexual orientation Manager (Gender Equality) equality action plans and initiatives Coordinator (LGBT Equality) across the GLA group Manager (Race Equality) Provide specialist support and advice concerning sexual orientation issues across the GLA group

Budget Development Officer Ensure the Mayor's commitment to sexual orientation equality is prioritised when assessing GLA Group budgets Corporate Human Resources & Head of Human Resources Monitor and report on GLA Services Administration Human Resources Manager workforce profile Senior Human Resources Advisor Monitor all personnel procedures Learning & Development by sexual orientation

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Directorate Operational Unit Staff Responsibilities Manager Develop and implement equal Human Resources Advisor opportunity recruitment and employment strategies Mainstream sexual orientation equality through learning and development and training etc Legal Senior Legal Advisor - Public Advise officers on the legal Law application of equalities legislation Legal Advisor, Procurement Produce and implement the Manager Procurement Strategy, ensuring Procurement Officer GLA purchases goods and services Procurement Assistant from suppliers who are committed to sexual orientation equality Monitor contractors' workforce to ensure they are representative. Secretariat Scrutiny and Head of Scrutiny Investigations Carry out equality impact Investigations Senior Scrutiny Manager assessments before undertaking all Scrutiny Managers scrutiny investigations Assistant Scrutiny Manager

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Appendix Two: Terminology

Lesbian A woman who is emotionally, physically, and/or sexually attracted to women. This is the most widely accepted term.

Gay man A man who is emotionally, physically, and/or sexually attracted to men. This is the most widely accepted term.

Bisexual person A man or woman who is emotionally, physically and/or sexually attracted to both men and women.

Transgender people ‘The term ‘Transgender’ is an all-embracing term for people who have the desire to live and be accepted as a member of the opposite sex (men who feel they should have been born a woman and vice versa). Transgender people should be addressed in the gender that they present. Never assume a transgender person is LGB, a large number of transgender people are heterosexual. A person’s gender identity does not necessarily match outward appearance or birth assigned gender.

LGBT people An acronym for lesbian, gay, bisexual and transgender people. An umbrella term used in European gay politics and the term most commonly in use in the UK when speaking or writing about LGBT people.

LGBT Community An inclusive term that refers to all sections of multi-cultural London who have a common experience of discrimination on the basis of their sexual orientation.

Sexual orientation A person’s emotional, physical and/or sexual attraction, and the expression of that attraction. Sexual orientation refers to both LGB and heterosexual people

Homophobia Homophobia is a term, which was coined in the 1970’s, and is interpreted differently by different people. The two main associated concepts are: (1) Prejudice and or discrimination against LGB people generally (2) Irrational ‘fear’ of LGB people and possibly associated avoidance of exposure to LGB people or culture.

Homosexual The term gay is widely preferred to the word ‘homosexual’, which is clinical in origin (implying a condition or illness) and is usually viewed as an offensive term by many LGB people.

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LGBT The ‘T’ in the acronym LGBT stands for Transgender. Transgender is an umbrella term, which incorporates all members of the transgender community. Transgender people may experience homophobia or sexism depending on their sexual orientation. Never assume that a transgender person is lesbian or gay. Avoid using the LGBT acronym in isolation. When speaking or writing refer to ‘gay’ people as (1) LGBT people or (2) the LGBT community.

Heterosexism Viewed as a cultural rather than individual phenomenon and includes the exclusion or rendering invisible of LGB people and the assumption that all people are heterosexual. Heterosexist assumptions include the idea that heterosexuality is ‘natural’ and ‘normal’, inherently healthier and superior to other types of sexual orientation and the assumption that all people are heterosexual.

Coming out A process whereby individuals identify themselves as LGB and begin to share this identity with others. For some LGB people the coming out process is difficult, for others it is not. Often LGB people feel afraid, different, and alone when they first realize that their sexual orientation is different from their community expectation. This is particularly true for people becoming aware of their sexual orientation as a child or adolescent, which is not uncommon. Depending on their families, cultural or religious beliefs, where they live etc, they may struggle against prejudice, isolation and misinformation about sexual orientation.

Diversity The differences and life experiences of each individual in any group of people and is used to highlight individual need. It can be used inappropriately as an alternative to equal opportunities. It avoids reference to discrimination and the impact that power imbalances have on different communities.

Equal opportunities The development of practices that promote the possibility of fair and equal chances for all to develop their full potential in all aspects of life and the removal of barriers of discrimination and oppression experienced by certain groups.

Equalities Used as a short hand term to refer to all work addressing issues of discrimination and disadvantage, particularly as it relates to sexual orientation, race, disability, gender, faith and age equality.

LGBT Equality The vision or aims of creating a society free from homophobia and discrimination, where equal civil and human rights are available to all LGBT people and groups, enabling them to live their lives free from oppression and homophobia.

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Appendix Three: LGB historical timeline

The following is a very brief summary of some of the more important dates in LGB history, which puts the struggle to achieve legal, social, and political change over the last fifty years, into context.

1954 - The home secretary appoints a committee under Sir John Wolfenden "to consider... the law and practice relating to homosexual offences and the treatment of persons convicted of such offences by the courts".

1957 - Publication of the Wolfenden Report on Homosexual Offences and Prostitution, recommending that homosexual behaviour in private between consenting adults, (i.e., over 21) should be decriminalised but that curbs on prostitution should be tightened.

1957 - The Archbishop of Canterbury, Dr Fisher, supports the Wolfenden Report: "There is a sacred realm of privacy... into which the law, generally speaking, must not intrude. This is a principle of the utmost importance for the preservation of human freedom, self-respect, and responsibility". The British Medical Association, the Howard League for Penal Reform, and the National Association of Probation Officers also support the recommendations.

1953 - In the House of Commons, Desmond Donnelly (Labour) and Sir Robert Boothby (Conservative) call on the government to set up a Royal Commission to investigate the law relating to homosexual offences.

1958 - The Lord Chamberlain's ban on plays with homosexual themes is lifted, allowing representation in theatre and cinema.

1967 - Sexual Offences Act received Royal Assent, which partially decriminalised sex between men over 21. This applied only to England and Wales.

1969 - Formation of the Scottish Minorities Group (SMG) to campaign for the decriminalisation of gay sex in Scotland.

1969 - The Stonewall riot began in New York.

1970 - First meeting of London Gay Liberation Front (GLF) at the London School of Economics.

1972 - National Council for Civil Liberties (NCCL) begins survey on police harassment of gay people.

1972 - GLF occupy London's Time Out office, demanding publication of gay advertisements.

1981 - Ken Livingstone, the new leader of the Greater London Council (GLC), promised support to LGB people and gave the first ‘gay grant’ to London Gay Switchboard

1982 - ‘Homosexual orientation ’ decriminalised in Northern Ireland with the passing of law reform in the House of Commons.

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1983 – Stonewall Housing established following a grant from the Greater London Council and remains the only provider in England wholly dedicated to serving LGBT communities

1984 - Chris Smith, MP for Islington South in London, first MP to come out as gay while still in office.

1985 - The Greater London Council (GLC) published Changing the World, a charter of gay rights. London LGB Centre opened in Cowcross Street, Farringdon with a grant from the GLC.

1985 - The Black LGB Centre opens.

1987 - Clause 28 of the Local Government Bill was introduced in the House of Commons

1988 - Section 28 of the Local Government Act, preventing the ‘promotion’ of homosexual orientation by local authorities came into force with help from the Local Government Minister, Michael Howard.

1989 - Stonewall lobbying group established in response to the introduction of Section 28.

1990 - Regard, a national organisation for disabled lesbians and gay men is founded.

1994 - Age of consent for sex between two men is reduced from 21 to 18. An amendment to reduce it to 16 (to bring it into line with heterosexual people) is defeated in the Commons.

1997 - The government announced a fundamental change in immigration policy, which gave some formal recognition, for the first time, to same-sex partners subject to certain conditions.

1997 - Angela Eagle becomes the first woman MP to come out voluntarily as a lesbian.

1998 - The Commons votes to equalise the age of consent for sex between two men at 16 but this is defeated in the Lords.

1998 - Lord Waheed Alli took his place in House of Lords as the UK’s first openly gay life peer.

1998 - Al-Fatiha, is the first Muslim LGBT group to be formed in the UK. Al-Fatiha is now known as Imaan.

1999 - A bomb exploded in the Admiral Duncan, a gay pub in Old Compton Street, Soho, the third in a series of bombs targeted at minorities.

1999 - The Law Lords rule that same sex partners are entitled to the same tenancy rights as a heterosexual spouse.

2000 - Commons Speaker Michael Martin invoked the rarely used Parliament Acts to force the measure through.

2000 - A new code of conduct is introduced by the army following the removal of the ban on

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lesbians and gay men serving in the armed forces.

2001 - The Sexual Offences (Amendment) Act 2000 came into force which amended the Sexual Offences Act to reduce the minimum age of consent from 18 to 16 in England and Wales and male rape was made a criminal offence.

2001 - London Mayor Ken Livingstone made good his election promise to set up Britain's first register for gay couples as a step towards equality under the law for same sex couples, even though the register does not confer legal marriage rights upon them.

2002 - Controversial adoption legislation to give unmarried and gay couples the right to adopt a child completes its passage through Parliament.

2003 - Section 28 of the Local Government Act is repealed after 15 years.

2003 - Employment Equality (Sexual Orientation) Regulations became law on 1 December making it illegal to discriminate against lesbians, gay men and bisexuals in the workplace.

2004 - The Civil Partnerships Act receives Royal Assent.

2005 - UK LGB History Month is launched and London is granted license to host Euro Pride 2006

2005 - International Day Against Homophobia (IDAHO) is launched worldwide

2005 - Section 146 of the Criminal Justice Act 2003 is implemented, empowering courts to impose tougher sentences for offences aggravated or motivated by the victim’s sexual orientation.

2005 - The introduction of the Adoption and Children Act gives wide-ranging rights to same sex couples wishing to adopt a child.

2005 - The Government makes a commitment to extend protection under the provision of goods, facilities and services as part of the Equality Bill

2005 - The first civil registrations take place across the UK.

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Appendix Four: The legal context

Two of the most important pieces of legislation that impact on the lives of lesbians and gay men came into force in recent years. The first was the Gender Recognition Act 2004 for LGB people that identify as transgender and the second, the Civil Partnership Act 2004.

Adoption and Children Act: There has never been a law-preventing lesbian, gay or bisexual individuals from adopting children. The Adoption and Children Act 2002 now allows same-sex couples to apply for adoption jointly in England and Wales and the Scottish Executive is reviewing adoption policy in Scotland.

Armed Services Bill: The Stonewall campaign to lift the ban on lesbians and gay men serving in the armed forces proved successful in 1999. It began with the discovery of a personal letter addressed to an officer, which led to his sexual orientation being disclosed. The officer was subjected to a humiliating investigation and thrown out of the army.

In 1992 the lobbying group Stonewall gave evidence to a House of Commons Select Committee on the armed forces. This was the first time ever that lesbians and gay men had challenged the ban. As a result of that evidence the Conservative government promised to stop the criminal prosecution of armed service personnel who were 'homosexual'.

Asylum and Immigration Act: Unmarried heterosexual couples had always been able to get married to gain entry to the UK for an overseas partner. Stonewall Immigration Group lobbied the Government and an Unmarried Partners Concession was eventually introduced in 1997. This allowed a foreign person from outside the EU to live with their same-sex partner in the UK if the relationship had demonstrably existed for four years (reduced to two years in 1999) and if the entrant would not require welfare. This 'Concession' was upgraded to become a 'Rule' in 2000. The arrival of the Civil Partnership Act, which came into force on 5th December 2005, finally gave lesbians and gay men immigration equality with heterosexual couples.

Any unmarried couple, including a same-sex couple, wishing to adopt will need to be able to demonstrate that their partnership is an ‘enduring family relationship’ Civil Partnership Act grants same-sex couples the legal right to register their partnership. Partnership registration is extremely important to thousands of LGB couples nationwide. Now couples in loving relationships can have secure pension rights and will be recognised as their partner's next of kin. Those who register will also not be liable to inheritance tax on the death of their partner. The Civil Partnership Act came into effect in December 2005.

Criminal Justice Act: The Metropolitan Police now record homophobic hate crimes. This is a community, which suffers hatred disproportionately and has the greatest incidence of under reporting of crime to the police.

Section 146 of the Criminal Justice Act 2003 came into effect in April 2005, empowering courts to impose tougher sentences for offences motivated or aggravated by the victim's sexual orientation in England and Wales.

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The Criminal Justice Act 2003 does not create an offence for homophobic assault as such. However, it ensures that where an assault involves or motivated by hostility or prejudice based on disability or sexual orientation (actual or perceived) the judge is required to:

Treat homophobia as an aggravating factor; and State in open court any extra elements of the sentence that they are giving for the aggravation.

The Criminal Justice Act 2003 does not specify the amount by which sentences should be increased where disability or sexual orientation are aggravating factors.

Employment Equality (Sexual Orientation) Regulations 2003: From 1 December 2003, lesbian, gay and bisexual workers were legally protected from discrimination and harassment at work. However before the legal protection against discrimination in employment was introduced, many lesbians, gay men and bisexual people in the UK suffered from harassment, and even dismissal from employment, simply because of their sexual orientation. Many lesbians, gay men and bisexual people who suffered discrimination at work had to fight for justice for many years when legislation did not provide any protection.

Gender Recognition Act provides transgender people with legal recognition in their acquired gender, subject to some specified exceptions. Up until 2004, a transgender person in the UK remained legally the gender on their birth certificate, although they could obtain replacement documents such as passport and driving licence in their true gender.

The European Court of Human Rights ruled that the law must respect the true gender of transgender people, and in 2004 the UK Government changed the law to allow transgender people's true gender to be recognised for all legal purposes. This change came into effect in April 2005.

The Government also made a commitment to extend protection under the provision of goods facilities and services in October 2006.

Local Government Act: In 2003 the Local Government Bill received Royal Assent and Section 28 was finally taken off the Statute books. The repeal of Section 28 was widely supported. Section 28 is the common name for Section 2a of the Local Government Act 1986. This section prohibited local authorities in England and Wales from "promoting" ‘homosexuality’ and it labelled gay family relationships as "pretend".

Anti-gay groups frequently said that Section 28 was used to promote the ‘homosexual agenda’ in schools. This was incorrect. Section 28 never applied directly to schools, it in fact applied only to local authorities. The Learning and Skills Act 2000 removed any local authority responsibility for sex education. Since that time Section 28 had been redundant legislation. Scotland abolished its equivalent of Section 28 in 2000.

The Mayor fully supported the repeal of Section 28, which caused confusion and a legacy of mistrust and harm in schools across the UK. Teachers were confused about what they could and could not say and do, and whether they could help pupils to face homophobic bullying and abuse. Local authorities

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Rent Act: A decision in 2002 to allow LGB couples the same rights as heterosexual couples in tenancy cases was hailed as a landmark victory for gay rights. The Court of Appeal ruling gave same sex partners the same rights as heterosexuals to take over tenancies when their partner died.

In the Mendoza case, a gay man was granted a tenancy on a west London flat in 1983 and shared it with his partner Mr Mendoza. When Mr Mendoza’s partner died, the landlord wanted to end his statutory tenancy, which was subject to rent rise restrictions. Mr Mendoza’s legal representatives argued that to give a statutory tenancy to the survivor of a heterosexual relationship and not to the survivor of an equivalent same sex relationship constituted discrimination on grounds of sexual orientation.

The presiding judge used the words "as his or her wife or husband" would also have to mean, "as if they were his or her wife or husband". He stressed that parliament had already removed the requirement that heterosexual partners must be married to inherit tenancies.

Sexual Offences Act: In 2001 the age of consent was equalised for all lesbians, gay men, and heterosexual people. The age of consent is 16 in England, Wales and Scotland, and it is 17 for individuals in Northern Ireland. In 1967, when gay sex was partially decriminalised, the age of consent for gay men was set at 21, compared to 16 for heterosexual people and lesbians. The unequal age of consent signalled society's disapproval of homosexual orientation and LGB people were still seen as immoral or dangerous.

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Appendix Five: Useful resources

Stonewall LGB campaigning Address: Tower Building, York Road, London SE1 7NX Telephone: 020 7593 1850 Minicom: 020 7633 0759 Email: [email protected].

GALOP LGBT anti-violence and policing Address: P.O. Box 32810, London N1 3ZD Telephone: 020 7704 6767 Minicom: 020 7704 3111 Email: [email protected]

Department of Trade and Industry LGBT legislative updates Address: Response Centre, 1 Victoria Street, London SW1H OET Telephone: 020 7215 5000 Minicom: 020 7215 6740 Email: [email protected]

Gay and Lesbian Association of Doctors and Dentists LGBT health and research Address: GLADD, BM Box 5606, London WC1N 3XX Telephone: 0870 765 5606 (National rates) Email: [email protected]

UK Lesbian & Gay Immigration Group LGB immigration Address: C/o Gay.com, 22/23 Carnaby Street, London, W1F 7DB E-mail: [email protected]

Polari LGBT Older LGB people Address: Central House,14 Upper Woburn Place,London WC1H OAE Telephone: 020 7255 4480 E-mail: [email protected]

Black LGB Group LGB black and minority ethnic issues Address: Secretary, BGMAG, 52-54 Grays Inn Road, London WC1X 8JU Telephone: 020 7816 4653 Email: [email protected]

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Safra Project LB Muslim women Address: PO Box, 45079, London, N4 3YD, England, UK Email: [email protected] Imaan LGB Muslim people Address: PO Box 5369, London W1A 6SD Telephone: 07849 170793 or 07951 770735 Email: [email protected]

Terrence Higgins Trust LGB health and HIV Address: 52-54 Grays Inn Road, London WC1X 8JU Telephone: 020 7831 0330 Email: [email protected]

Stonewall Housing Association LGB housing and homelessness Address: 2a Leroy House, 436 Essex Road, London N1 3QP Telephone: 020 7359 6242 Email: [email protected]

Out in UNISON LGB trade union issues Address: 1 Mabledon Place, London WC1H 9AJ Telephone: 0845 355 0845 Email: [email protected]

Trades Union Congress LGB trade union issues Address: Congress House, Great Russell Street, London WC1B 3LS Telephone: 020 7636 4030 Email: [email protected]

Sigma Research LGB Research Address: University of Portsmouth, 77a Tradescant Road, London SW8 Telephone: 020 7820 8022 Email: [email protected]

LGB people are diverse, multicultural, and present in every community in London. The London Lesbian and Gay Switchboard operates a comprehensive on-line listings service for LGBT communities in the UK and Ireland. Entries in the database cover a wide range of non-profit services and community groups, as well as commercial business services. To access additional services, that space restricts the GLA from listing in this appendix, visit http://www.queery.org.uk/ or the Mayor’s LGBT cyber directory resource, called Gay Data, at http://www.london.gov.uk/mayor/lgbt/

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