Sexual Orientation Research Review 2008

Total Page:16

File Type:pdf, Size:1020Kb

Sexual Orientation Research Review 2008 Equality and Human Rights Commission Research report 34 Sexual orientation research review 2008 Martin Mitchell, Charlie Howarth, Mehul Kotecha and Chris Creegan NatCen Sexual orientation research review 2008 Martin Mitchell, Charlie Howarth, Mehul Kotecha and Chris Creegan Equality and Human Rights Commission 2009 First published Autumn 2009 ISBN 978 1 84206 113 8 Equality and Human Rights Commission Research Report Series The Equality and Human Rights Commission Research Report Series publishes research carried out for the Equality and Human Rights Commission (the Commission) by commissioned researchers. The views expressed in this report are those of the authors and do not necessarily represent the views of the Commission. The Commission is publishing the report as a contribution to discussion and debate. Please contact the Research Team for further information about other Equality and Human Rights Commission’s research reports, or visit our website: Research Team Equality and Human Rights Commission Arndale House The Arndale Centre Manchester M4 3AQ Email: [email protected] Telephone: 0161 829 8500 Website: www.equalityhumanrights.com You can download a copy of this report and the full report as a PDF from our website: www.equalityhumanrights.com 2 CONTENTS TABLES 12 ACKNOWLEDGEMENTS 13 ABBREVIATIONS AND ACRONYMS 14 FOREWORD 15 EXECUTIVE SUMMARY 19 1 INTRODUCTION 36 1.1 Aims and objectives 36 1.2 Coverage and approach 37 1.3 Context 38 2 MEASURING SEXUAL ORIENTATION – DEFINITIONS AND SIZE 39 2.1 User need for national and local statistics 39 2.1.1 Limited amount of robust and reliable statistical data 39 2.1.2 User need in relation to the Census and social surveys 40 2.1.3 Methodological issues in relation to Census and surveys 41 2.1.4 Political and moral context 46 2.2 Defining and measuring sexual orientation 50 2.2.1 Conceptualising sexual orientation 50 2.2.2 Sexual orientation and sexual identity 53 2.2.3 Questions on sexual orientation and sexual identity 56 2.3 Existing Census and administrative data 59 2.3.1 The Census and same sex cohabiting households 59 2.3.2 Civil partnerships 60 2.3.3 Concerns about making inferences from existing data sources 62 2.4 Working estimates of size of the LGB population 62 3 2.4.1 Estimates by government departments and ONS 63 2.4.2 National Survey of Sexual Attitudes and Lifestyles 64 2.4.3 Other surveys 67 2.4.4 Local estimates 68 2.5 Gaps and conclusions 69 3 ATTITUDES TOWARDS LGB PEOPLE 72 3.1 The nature of attitudes towards LGB people 73 3.1.1 Changes in attitudes towards LGB people 73 3.1.2 Continuing negative attitudes 75 3.2 Factors linked to discriminatory attitudes 78 3.2.1 Homophobia, heterosexism and the ‘heterosexual assumption’ 78 3.2.2 Factors linked to the development of homophobic attitudes 80 3.2.3 Perpetuation or reduction of negative attitudes 85 3.3 Best practice in reducing negative attitudes 91 3.4 Conclusions and gaps 93 4 FAMILIES AND RELATIONSHIPS 96 4.1 Legislative context 96 4.1.1 Recognition of same sex couples 96 4.1.2 Parenting rights 99 4.1.3 Adoption and fostering 100 4.1.4 Assisted conception 101 4.1.5 Sperm donors and birth registration 102 4.1.6 Custody after divorce 102 4.2 Patterns of LGB families 103 4.2.1 Number of LGB families 103 4.2.2 Context of research on same sex couples 104 4.2.3 Stability and longevity of same sex relationships 105 4.2.4 LGB households 107 4.2.5 Support networks and families of choice 108 4.3 Civil partnerships 109 4 4.3.1 Concerns about gay ‘marriage’ and civil partnerships 110 4.3.2 Positive views and impacts of civil partnership 114 4.3.3 Popularity of civil partnerships 116 4.4 Reviews of LGB parenting 117 4.4.1 The context of the reviews 117 4.4.2 Reviews of research of LGB parenting 120 4.5 Other research on LGB parenting 123 4.5.1 Impact of LGB parenting on child development 124 4.5.2 Lesbian mothers 125 4.5.3 Gay fathers 126 4.5.4 Fostering and adoption 127 4.5.5 Birth registration 129 4.5.6 Children of LGB parents 130 4.6 Best practice 131 4.7 Conclusions and research gaps 134 5 EDUCATION 137 5.1 Legislative and policy context 137 5.2 General issues in schools and training 142 5.3 Homophobic bullying 144 5.3.1 Levels of homophobic bullying in schools 144 5.3.2 Nature of homophobic bullying in schools 145 5.3.3 The effects of homophobic bullying 147 5.3.4 Reasons for the persistence of homophobic bullying in schools 148 5.4 Homophobic bullying of young people outside of schools 151 5.5 Impact of homophobia in schools on teachers 152 5.6 Best practice 153 5.7 Conclusions and research gaps 157 5 6 EMPLOYMENT AND TRAINING 159 6.1 Legislative context 159 6.2 General research on experiences of LGB employment 161 6.2.1 Size of the LGB workforce 161 6.2.2 General patterns of discrimination and inequalities 162 6.2.3 General findings broken down sub-nationally 166 6.2.4 General findings intersecting with other communities 166 6.2.5 LGB incomes, socio-economic position 167 6.3 Research relating to the impact of the Employment Regulations 169 6.3.1 Number of sexual orientation complaints 170 6.3.2 Symetricality and discrimination against people ‘on the grounds of’ sexual orientation 171 6.3.3 Cases of discrimination against LGB people 172 6.3.4 Intersection of sexual orientation and religion and belief 176 6.3.5 Outcomes of sexual orientation discrimination cases 180 6.3.6 Organisational and managerial handling of sexual orientation complaints 182 6.4 Monitoring sexual orientation discrimination in employment 186 6.5 Best practice 189 6.6 Conclusions and research gaps 191 7 HEALTH AND SOCIAL CARE 194 7.1 Legislative and policy context 195 7.1.1 Legislation 195 7.1.2 Inclusion and exclusion in health and social care policies 196 7.2 Quantity, quality and focus of information 198 7.2.1 Scope of the information and research 199 7.2.2 Focus on negative aspects of LGB health 201 7.2.3 Diversity, intersectionality and health 202 7.3 Access to health and social care 202 6 7.3.1 Fear of Disclosure 203 7.3.2 Barriers to Access 207 7.4 Physical health 211 7.4.1 Smoking 214 7.4.2 Alcohol 215 7.4.3 Drugs 216 7.4.4 Obesity, Body Image and Eating Disorders 218 7.4.5 Cancers 218 7.5 Mental health 220 7.5.1 Level of mental health problems 220 7.5.2 Reasons for mental health problems 222 7.5.3 Deliberate self-harm 222 7.5.4 Suicide and parasuicide 223 7.5.5 Importance of affirmative support for good mental health 224 7.6 Sexual health 226 7.6.1 Gay and Bisexual Men and Sexual Health 227 7.6.2 Lesbian and Bisexual Women and STIs 229 7.7 Monitoring LGB patients 230 7.8 Best practice 231 7.8.1 Policy initiatives, guidance and general resources 232 7.8.2 Training, development and inclusivity 235 7.9 Conclusions and research gaps 237 8 LOCAL AUTHORITIES 241 8.1 Overview 241 8.2 Policy and legislative context 242 8.2.1 General policy context 242 8.2.2 Legislative context 244 8.3 Local authority policy and practice 247 8.4 Best practice 250 8.5 Conclusions and research gaps 251 7 9 HOUSING 253 9.1 Nature of housing issues 253 9.1.1 Harassment and Abuse 254 9.1.2 Tenancy Problems 256 9.2 Access to housing and housing services 256 9.3 LGB young people and homelessness 256 9.4 LGB older people and the loss of independent living 260 9.5 Best practice 262 9.6 Conclusions and research gaps 265 10 HATE CRIME, POLICING AND SAME-SEX VIOLENCE 268 10.1 Legislative context 268 10.2 Homophobic hate crime and incidents 271 10.2.1 Patterns of hate crime and incidents 272 10.2.2 Reporting of homophobic hate crime 278 10.3 Same-sex violence 281 10.3.1 Male rape 281 10.3.2 Domestic abuse in same-sex relationships 282 10.4 Best practice 284 10.5 Conclusions and research gaps 287 11 MEDIA, SPORTS, ARTS AND LEISURE 290 11.1 Media 290 11.2 Sport 293 11.3 Arts 294 11.4 Leisure 295 8 11.5 Best practice and recommendations 296 11.6 Conclusions and research gaps 298 12 PARTICIPATION AND REPRESENTATION OF LGB PEOPLE 300 12.1 Overview 300 12.2 LGB people’s participation in local communities 301 12.2.1 Identifying LGB communities 302 12.2.2 Communicating with LGB groups 304 12.2.3 Building LGB community capacity 307 12.2.4 Promoting LGB interests to the wider community 310 12.3 LGB people’s participation in politics and trade unions 311 12.3.1 Politics 311 12.3.2 Trade unions 313 12.4 Best practice 314 12.5 Conclusions and research gaps 315 13 DIVERSITY IN THE LGB POPULATION 318 13.1 Researching diversity in the LGB population 318 13.1.1 Identifying diversity within the LGB population 319 13.1.2 An integrated approach to researching inequality? 323 13.2 Diversity and difference in the research literature 325 13.2.1 General overview 325 13.2.2 Bisexuality 327 13.2.3 Gender 328 13.2.4 Ethnicity 334 13.2.5 Disability 340 13.2.6 Age – young people 344 13.2.7 Age – older people 348 13.2.8 Religion and belief 354 13.2.9 Other issues – class, location, refugee status 363 13.3 Conclusions and research gaps 364 9 14 GENERAL RECOMMENDATIONS AND INITIATIVES 369 14.1 Challenging prejudice and discrimination and building good relations 369 14.1.1 Recognising and understanding the issues 370 14.1.2 Consultation 371 14.1.3 Developing national and local strategies 372 14.1.4 Proactive leadership and communication 373 14.1.5 Targeting opinion makers 376 14.1.6 Building links and good relations with other groups 378 14.2 Building and supporting capacity among LGB people 382 14.2.1 Building partnerships and capacity 383 14.2.2 Networks and forums 384 14.2.3 Information and support for LGB people 385 14.3 Policies, practices and training 386 14.3.1 Policies, audits and
Recommended publications
  • Human Rights, Sexual Orientation and Gender Identity in the Commonwealth
    Human Rights, Sexual Orientation and Gender Identity in The Commonwealth Struggles for Decriminalisation and Change Edited by Corinne Lennox and Matthew Waites Human Rights, Sexual Orientation and Gender Identity in The Commonwealth: Struggles for Decriminalisation and Change Edited by Corinne Lennox and Matthew Waites © Human Rights Consortium, Institute of Commonwealth Studies, School of Advanced Study, University of London, 2013 This book is published under a Creative Commons Attribution- NonCommercial-NoDerivatives 4.0 International (CC BY-NCND 4.0) license. More information regarding CC licenses is available at https:// creativecommons.org/licenses/ Available to download free at http://www.humanities-digital-library.org ISBN 978-1-912250-13-4 (2018 PDF edition) DOI 10.14296/518.9781912250134 Institute of Commonwealth Studies School of Advanced Study University of London Senate House Malet Street London WC1E 7HU Cover image: Activists at Pride in Entebbe, Uganda, August 2012. Photo © D. David Robinson 2013. Photo originally published in The Advocate (8 August 2012) with approval of Sexual Minorities Uganda (SMUG) and Freedom and Roam Uganda (FARUG). Approval renewed here from SMUG and FARUG, and PRIDE founder Kasha Jacqueline Nabagesera. Published with direct informed consent of the main pictured activist. Contents Abbreviations vii Contributors xi 1 Human rights, sexual orientation and gender identity in the Commonwealth: from history and law to developing activism and transnational dialogues 1 Corinne Lennox and Matthew Waites 2
    [Show full text]
  • Same-Sex Marriage
    Relate policy position June 2014 Evidence suggests that hostile and unsupportive environments can lead to same-sex relationships being more likely to breakdown. Relate welcomes the Marriage (Same Sex Couples) Act 2013 as a positive step towards promoting equality and reducing institutional discrimination towards same-sex couples and their relationships. Relate aims to provide effective and inclusive services supporting same-sex couples at all stages of their relationships. www.relate.org.uk For decades Relate has offered services to same-sex and opposite-sex couples alike. We believe in supporting relationships of all types and promoting good quality, strong and stable relationships. We recognise the importance of equal legal recognition of relationships, and also note the negative impact that discrimination, including institutional discrimination, can have on same-sex couples’ well-being. As such we welcome the Marriage (Same Sex Couples) Act 2013 as a positive step towards promoting equality and reducing institutional discrimination directed towards same-sex couples and their relationships. 1. Relate believes in the importance of good quality, strong and stable relationships for both same-sex and opposite-sex couples alike. The evidence says that what matters most is the quality of relationships, not their legal form. 2. Relate believes that that same-sex couples should be able to have their relationships legally recognised if they choose to. This is important to combat stigma and promote a culture change where same-sex relationships are given equal value (to opposite sex relationships) and support is available for those in same sex relationships. 3. Relate aims to provide effective and inclusive services supporting relationships for every section of the community, including same-sex couples, at all stages of their relationships.
    [Show full text]
  • Pride Lineup R Ee Qb
    F PRIDE LINEUP R EE QB Nottinghamshire’s Queer Bulletin August/September 2011 Number 61 The Pride stage will undergo meiosis and divide into 4. As well as the Main Stage (hosted by Harry Derbridge - from “The only way is Essex”), Politicians experience often scath- you can enjoy the Acoustic Stage, the Comedy Stage and a family zone - ing criticism on a daily basis in our The Village Green. Some of the performers featured are listed below. newspapers. On radio and televi- sion they are subject to the mock- MAIN STAGE ACOUSTIC STAGE COMEDY STAGE ery which is part of a tradition going Booty Luv Kenelis Julie Jepson back to - at least - the ancient Ruth Lorenzo Maniére des Suzi Ruffle Greeks. Cartoonists have a field day. David Cameron is portrayed Drag with No Name Bohémiens Rosie Wilby by one as a "Little Lord Fauntleroy" Fat Digester Gallery 47 Rachel Stubbins type and by another as a pink hu- Propaganda Betty Munroe & Josephine Ettrick-Hogg man condom with big wobbly Danny Stafford The Blue Majestix Carly Smallman Youth Spot The Idolins breasts. VILLAGE GREEN Jo Francis Emily Franklin Our mockery and fact-based criti- Captain Dangerous Wax Ersatz Asian Dance Group cisms of Kay Cutts pale beside this Vibebar May KB Pirate Show and beside what one reads on the Benjamin Bloom Selma Thurman Carlton Brass Band local Parish of Nottinghamshire Grey Matter Ball Bois display website, to which we referred. Poli- The Cedars Hosts: John Gill & Dog display team ticians need broad shoulders. Bear- NG1/@D2 Princess Babserella Tatterneers Band ing in mind the size of Mrs Cutts' "shoulders", the County Library QB ban is utterly predictable.
    [Show full text]
  • Parliamentary Debates (Hansard)
    Friday Volume 619 20 January 2017 No. 95 HOUSE OF COMMONS OFFICIAL REPORT PARLIAMENTARY DEBATES (HANSARD) Friday 20 January 2017 © Parliamentary Copyright House of Commons 2017 This publication may be reproduced under the terms of the Open Parliament licence, which is published at www.parliament.uk/site-information/copyright/. 1179 20 JANUARY 2017 1180 House of Commons Merchant Shipping (Homosexual Conduct) Bill Friday 20 January 2017 Second Reading. The House met at half-past Nine o’clock 9.54 am John Glen (Salisbury) (Con): I beg to move, That the PRAYERS Bill be now read a Second time. I am very pleased to bring the Bill to the House because, by repealing sections 146(4) and 147(3) of the [MR SPEAKER in the Chair] Criminal Justice and Public Order Act 1994, it completes the removal of historical provisions that penalised 9.34 am homosexual activity. I am proud to do so because of my commitment to justice and opposition to unjustified Mr David Nuttall (Bury North) (Con): I beg to move, discrimination. That the House sit in private. When it comes to employment, in the merchant navy Question put forthwith (Standing Order No. 163). or anywhere else, what matters is a person’s ability to do The House proceeded to a Division. the job—not their gender, age, ethnicity, religion or sexuality. Hon. Members across the House share that Mr Speaker: Would the Serjeant care to investigate commitment. Manywill be surprised—astonished, even—to the delay in the voting Lobby? learn that this anomaly still remains on the statute book.
    [Show full text]
  • Hello Sailor! Canadian Edition Oral History Project a Research Report for the Maritime Museum of the Atlantic Halifax, Nova Scotia
    Hello Sailor! Canadian Edition Oral History Project A Research Report for the Maritime Museum of the Atlantic Halifax, Nova Scotia Final Report Emily Burton and Bob Harding Researchers 30 March 2011 (Revised 10 May 2011) 1 Hello Sailor! Canadian Edition Final Report Emily Burton and Bob Harding Researchers 30 March 2011 (Revised 10 May 2011) I Literature Review & Bibliography II Methodology III Discussion of Findings (i) Preliminary and Going to Sea (ii) Work, Leisure and Language (iii) Diversity Onboard (iv) Seafarers in Port (v) Coming Home (vi) Trans-gendered Identity IV Recommendations of Potential Themes (i) Departure from ‘Heaven and Hell’ (ii) The Good, the Bad, and the Boring (iii) Sailor First (iv) Homophobia (v) Recommendations for Further Research 2 I Literature Review & Bibliography This brief essay reviews the literatures pertaining to the experiences of gay seafarers in the Canadian historical context. It focuses on three particular bodies of historical literature. First, it reviews treatments of gay seafarers and homosexuality within the broader historiography of North Atlantic seafaring. Second, it reveals the lack of scholarly attention to gay seafarers within Canadian gay and lesbian studies. Third, it examines how gay seafarers and homosexual culture at sea have been addressed within the American historiographical context. This essay also highlights how oral research enables scholars to more fully illuminate the experiences of gay sailors and the nature homosexual culture at sea. The essay demonstrates that while homosexuality has been addressed within the general historiography on North Atlantic seafaring, it remains a largely unexplored topic within the Canadian historiographical tradition. However, pioneering studies in the American context offer useful conceptual and methodological models for incorporating the history of gay seafaring culture into the Canadian narratives of seafaring as well as gay and lesbian history.
    [Show full text]
  • Men of God Homosexual and Catholic Identity Negotiation, Through Holland‟S Catholic Priests Kyle Alexander SIT Study Abroad
    SIT Graduate Institute/SIT Study Abroad SIT Digital Collections Independent Study Project (ISP) Collection SIT Study Abroad Spring 2011 Men of God Homosexual and Catholic Identity Negotiation, Through Holland‟s Catholic Priests Kyle Alexander SIT Study Abroad Follow this and additional works at: https://digitalcollections.sit.edu/isp_collection Part of the Comparative Methodologies and Theories Commons, and the Lesbian, Gay, Bisexual, and Transgender Studies Commons Recommended Citation Alexander, Kyle, "Men of God Homosexual and Catholic Identity Negotiation, Through Holland‟s Catholic Priests" (2011). Independent Study Project (ISP) Collection. 1092. https://digitalcollections.sit.edu/isp_collection/1092 This Unpublished Paper is brought to you for free and open access by the SIT Study Abroad at SIT Digital Collections. It has been accepted for inclusion in Independent Study Project (ISP) Collection by an authorized administrator of SIT Digital Collections. For more information, please contact [email protected]. MenHomosexual of and God Catholic Identity Negotiation, Through Holland‟s Catholic Priests Kyle Alexander Submitted in partial fulfillment of the requirements for The Netherlands: International perspectives on sexuality & gender, SIT Study Abroad, Spring 2011 University Affiliation: Fordham University, Departments of Psychology and Sociology Author: Alexander, Kyle Academic Director: Kevin Connors, Advisor: Balázs Boross Europe, Netherlands, Amsterdam Men of God 2 Consent to Use of Independent Study Project (ISP) Student Name: Kyle Alexander Title of ISP: Return of the Faithful. Examining the Contemporary Dutch Gay, Catholic Male. Program and Term: Netherlands: International perspectives on sexuality & gender. Fall 2010 1. When you submit your ISP to your Academic Director, World Learning/SIT Study Abroad would like to include and archive it in the permanent library collection at the SIT Study Abroad program office in the country where you studied and/or at any World Learning office.
    [Show full text]
  • Equality, Diversity and Inclusion Disability Confident Employer
    Equality, Diversity and Inclusion Aberlour strives to be an employer of choice. We have clear values of Respect, Integrity, Challenge and Innovation. We believe that equality, diversity and inclusion within our workforce strengthens the vital support we give to children and families. Since 2012 we have been promoting the rights of disabled applicants and workers through the Two Tick Scheme and more recently the Disability Confident Scheme. Furthermore since 2017 we have been Stonewall Champions promoting the equality and inclusion of Gay, Bi, Lesbian and Trans individuals. Disability Confident Employer Disability Confident is a government scheme designed to encourage employers to recruit and retain disabled people and those with health conditions. It is voluntary and aims to help employers make the most of the opportunities provided by employing disabled people. For an internal or external applicant, we commit to: • Interviewing all applicants with a disability who meet the essential criteria on a person specification and consider them on their abilities • Providing an inclusive and accessible recruitment process • Being flexible when assessing people, so disabled job applicants have the best opportunity to demonstrate that they can do the job • Making reasonable adjustments during the recruitment process and during employment If appointed as a member of staff, we commit to: • Ensure there is a mechanism in place to discuss, at any time, but at least once a year, what can be done to ensure that you feel supported and able to develop and use your abilities • Make every effort when an employee becomes disabled to ensure that they stay in employment • Take action to ensure that all employees develop an appropriate level of disability awareness to make these commitments work • Review the commitments each year and plan ways to improve the experience for disabled people Further specific details about the guaranteed interview scheme can be found in the attached document explaining the terms and conditions for this post.
    [Show full text]
  • Equality, Diversity and Inclusion)
    EQUALITIES, DIVERSITY AND INCLUSION REPORT 2015 This information is available in alternative formats and languages on request. Whiteout courtesy of Barrowland Ballet. Designer: Jason Brown (Image: Pavel Dousek) CONTENTS 3 ................Foreword by Janet Archer 4 ................Board Statement by Richard Findlay 5 ................Creative Scotland: Equalities in Creative Scotland Terminology EDI review 2015/16 Legal Framework Employment 8 ................Equality Outcomes: Progress on mainstreaming equality 26 ............Appendix 1 – Creative Scotland employment data, 2013-15 39 ............Appendix 2 – Annual Returns: employment data from funded organisations, 2012-14 42 ............Appendix 3 – Gender Pay Gap 43 ............Appendix 4 – 2014 Scottish Household Survey Results 47 ............Appendix 5 – Recruitment data, training and development 2 FOREWORD This Equalities, Diversity and Inclusion Mainstreaming report actively engage audiences and participants in diverse, high presents the progress being made by Creative Scotland to quality arts programmes. mainstream equalities and deliver our Equality Outcomes The arts, screen and creative industries are effectively 2013-2017. It is a statutory requirement of the Equality Act mainstreaming equalities, and in some areas – such as arts 2010. and disability – Scotland is internationally recognised as a Scotland is a country where art and culture are highly valued pioneer in disability art practice. as an integral part of our social, emotional, intellectual and But we know there are gaps. From 2016, we expect all economic lives. But Scotland is changing. It is increasingly our funded organisations to have Equalities, Diversity diverse. Our cities are home to a significant and growing and Inclusion Plans in place as a condition of funding. We BAME population. We are an ageing population, and about will respond better to Black, Asian and minority ethnic one in five of us is disabled.
    [Show full text]
  • LGBT History Month 2016
    Inner Temple Library LGBT History Month 2016 ‘The overall aim of LGBT History Month is to promote equality and diversity for the benefit of the public. This is done by: increasing the visibility of lesbian, gay, bisexual and transgender (“LGBT”) people, their history, lives and their experiences in the curriculum and culture of educational and other institutions, and the wider community; raising awareness and advancing education on matters affecting the LGBT community; working to make educational and other institutions safe spaces for all LGBT communities; and promoting the welfare of LGBT people, by ensuring that the education system recognises and enables LGBT people to achieve their full potential, so they contribute fully to society and lead fulfilled lives, thus benefiting society as a whole.’ Source: www.lgbthistorymonth.org.uk/about Legal Milestones ‘[A] wallchart has been produced by the Forum for Sexual Orientation and Gender Identity Equality in Further and Higher Education and a group of trade unions in association with Lesbian, Gay, Bisexual and Trans (LGBT) History Month. The aim has been to produce a resource to support those raising awareness of sexual orientation and gender identity equality and diversity. Centred on the United Kingdom, it highlights important legal milestones and identifies visible and significant contributions made by individuals, groups and particularly the labour movement.’ Source: www.lgbthistorymonth.org.uk/wallchart The wallchart is included in this leaflet, and we have created a timeline of important legal milestones. We have highlighted a selection of material held by the Inner Temple Library that could be used to read about these events in more detail.
    [Show full text]
  • Out in the Workplace 2020
    outIN THE WORKPLACE 1 2 Foreword There are an incredible variety of jobs available in the Public Sector, Local Government, the Police and Further Education; also in our Voluntary and Community Sectors. These sectors, like the Private Sector, need diverse workforces and places of work that encourage us all to be ourselves, and promote a safe and enjoyable working environment. This document profiles LGBTQ+ staff as well as their straight colleagues from a multitude of professions, sharing their experiences of working for employers who champion diversity, acknowledging the benefits a diverse workforce brings to any organisation or business. 3 Marvin Rees – Mayor of Bristol “I am proud to be leading a city as diverse as Bristol and to represent an organisation that values inclusion and respect of colleagues. We all have a responsibility to treat others with fairness and to foster working environments that are safe and enjoyable. Employers should champion equality and challenge homophobia. They should work in partnership with their employees to build workplaces that welcome the LGBT+ community. Together we can make sure that Bristol is a place where we stand together with communities and share a message of inclusion, love and respect.” 4 Aled Osborne Ade Olaiya M.A. Fundraising and Communications Manager Postgraduate Researcher – Brigstowe Department of Health and Social Sciences In all of my years in employment I have been University of the out in my workplace. From my colleagues to my West of England management I have received nothing but support and encouragement. My work experience in the public, private, To be visible in work has allowed me to start and and voluntary sectors, engage in conversation surrounding all issues that and as a trade union affect LGBTQ+ People.
    [Show full text]
  • School Diversity Week Toolkit Table of Contents
    School Diversity Week Toolkit Table of Contents Introduction 3 About us 4 Holding an event 7 Ideas Bank 8 Set up a Social Action Team 9 Event Checklist 11 Run a Rainbow Ribbon Campaign 13 Social Media 14 Primary School Lesson Plans 16 Secondary School Lesson Plans 23 Other resources 36 Debates 37 LGBT+ Quiz 38 Famous LGBT+ People 45 LGBT+ Facts 46 Legislative Reforms 47 Primary School Books 48 Secondary School Books 51 Further Reading 54 Spoken Word 54 PSHE Films 55 LGBT+ Films 57 LGBT+ Documentaries 60 Building on School Diversity Week 63 Explaining School Diversity Week 66 Email to Governors 67 Email to Parents/Carers 68 FAQ for Parents/Carers 69 Draft Press Release 71 Introduction We’re absolutely delighted that you’re joining the Just Like Us team across the UK in championing lesbian, gay, bisexual and trans (LGBT+) equality during School Diversity Week 2018. We’ve created this toolkit with help from our Teacher Advisory Group to make celebrating School Diversity Week as easy as possible. It includes: • Easy-to-use ideas for school-wide events celebrating LGBT+ equality • Advice on empowering your students to set up a Social Action Team • KS1-KS4 lesson plans covering LGBT+ issues • Subject specific lesson plans • Extracurricular resources including facts, book lists, articles, films and videos • FAQs to help explain the aims of the week • Letter templates about your school’s involvement for parents, staff and governors This toolkit will help you plan the week to suit your school’s needs. We’ve been inspired to hear about what so many schools already have planned and we’re looking forward to hearing from many more of you over the next few weeks.
    [Show full text]
  • A Guide to Your Rights for Lesbian, Gay & Bisexual People
    2007/2008 Edition Ending Homophobia, Empowering People www.lgf.org.uk Reg. Charity No. 1070904 A GUIDE TO YOUR RIGHTS FOR LESBIAN, GAY & BISEXUAL PEOPLE In association with Ending Homophobia, Empowering People www.lgf.org.uk A GUIDE TO YOUR RIGHTS... Over the last ten years there have been many changes in legislation that affect lesbian, gay and bisexual people. These range from an equal age of consent, to civil partnerships; and more recently, equality in the provision of goods and services. The Lesbian & Gay Foundation (LGF) have been working with O’Neill Patient solicitors, and Amicus the Union, to produce this information resource to enable lesbian, gay and bisexual people to have up-to-date information about their legal and civil rights. However, as the law has changed over the last decade it will continue to do so. The information contained in this resource is a summary of the law at the time of publication (May 2007). Both LGF and O’Neill Patient would recommend taking legal advice if you have a matter that needs dealing with urgently. 02 INSIDE Paul Martin, The Lesbian & Gay Foundation 4 Les Patient, O’Neill Patient Solicitors 5 Ten Years of Progress 6 Sexual Orientation Regulations 8 Disability 11 Age of Consent 13 Section 28 14 Comission for Equality & Human Rights 17 Hate Crimes 18 Sexual Offences Act 20 The Law & Cruising 23 Employment Act 24 Anti-Discrimination Law 26 Armed Forces 28 Faith Exemptions 29 Adoption 30 Cohabitation 32 Civil Partnership 33 Where There’s a Will … 34 Criminal Injuries 35 Immigration 36 LGB Rights Around the World 38 Education Rights 40 Housing-Younger LGB’s 42 Housing-Older LGB’s 43 LGF Housing Drop-In 44 Police Advice Surgery 45 Criminalisation of HIV 46 Useful Contacts 47 References 52 03 Ending Homophobia, Empowering People www.lgf.org.uk PAUL MARTIN Chief Executive The Lesbian & Gay Foundation “The Lesbian and Gay Foundation believes in a fair and equal society where all lesbian, gay and bisexual people can achieve their full potential.
    [Show full text]