Lesbian, Gay and Bisexual Workers Equality, Diversity and Inclusion in the Workplace A Qualitative Research Study Fiona Colgan, Chris Creegan, Aidan McKearney and Tessa Wright Comparative Organisation and Equality Research Centre (COERC) London Metropolitan University Lesbian, Gay and Bisexual Workers: Equality, Diversity and Inclusion in the Workplace Acknowledgements We would like to thank the Advisory Board who provided us with assistance, advice and information during the conduct of the research, which led to this report. We would also like to thank the case study organisations for recognizing the value of a study in this area and for participating in and facilitating the research. Finally, thanks go to all the key informants, managers, union representatives, LGBT organisation representatives and lesbian, gay and bisexual respondents who agreed to participate. Without their willingness to share their views and experiences this research would not have been possible. The Comparative Organisation and Equality Research Centre The Comparative Organisation and Equality Research Centre (COERC) is an accredited University research centre, located in the Business School at London Metropolitan University and affiliated to the Working Lives Research Institute. It provides a platform for the conduct, dissemination and debate of interdisciplinary research into employment, work organisation and equality and diversity in comparative and international perspective. Co Directors: Fiona Colgan and Stephen Perkins. For further information see www.workinglives.org. 1 Lesbian, Gay and Bisexual Workers: Equality, Diversity and Inclusion in the Workplace CHAPTER PAGE NO EXECUTIVE SUMMARY 5 Chapter 1: Introduction 21 Chapter 2: Methodology 23 Chapter 3: Good practice organizations 29 Chapter 4: Lesbian, gay and bisexual workers: sexual identity 40 and work Chapter 5: Lesbian, gay and bisexual Workers: Sexual 51 identity within organisations Chapter 6: Lesbian, gay and bisexual perceptions of 67 organisational and workplace culture Chapter 7: Discrimination and harassment against lesbian, 80 gay and bisexual workers Chapter 8: Lesbian, gay and bisexual workers’ perceptions of 99 organisational policy and practice Chapter 9: Lesbian, gay and bisexual workers’ experiences of 120 groups and networks Chapter 10: Lesbian, gay and bisexual workers’ awareness 137 and perceptions of the impact of the Sexual Orientation Regulations Chapter 11: Implications for policy and practice 146 Appendices 149 2 Lesbian, Gay and Bisexual Workers: Equality, Diversity and Inclusion in the Workplace Figures and tables Page No Table 3.1: Progress on LGB Issues 29 Table 3.2: Organisational approaches to equality and diversity 32 Figure 3.1: Voluntary sector policy 34 Figure 3.2: Private sector policy 35 Figure 3.3: Local authority policy 35 Figure 3.4: Private sector policy 37 Table 4.1: Factors influencing the work and career choices of 40 lesbian, gay and bisexual employees Figure 5.1: LGB respondents Out at Work by employment 51 sector Table 5.1: Experiences of coming out gradually 53 Table 5.2: Personal circumstances influencing a decision to 56 come out Table 5.3: Work related circumstances influencing a decision to 57 come out Table 5.4: Disclosure factors influencing a decision to come out 58 Figure 5.2: To whom are you not out? 59 Table 5.5: Factors which helped people come out 61 Table 5.6: Benefits of coming out 62 Table 5.7: Factors which prevent people coming out 63 Table 5.8: Ways of not coming out 65 Table 6.1: Factors influencing organisational and workplace 67 culture Table 6.2: Manifestations of culture and attitudes 67 3 Lesbian, Gay and Bisexual Workers: Equality, Diversity and Inclusion in the Workplace Figure 7.1: Experience of discrimination by employment sector 81 Figure 7.2: Experience of harassment by employment sector 81 Table 7.1: Forms of discrimination and harassment 82 Table 7.2: Reasons for leaving organisations 85 Table 7.3: Strategies for dealing with discrimination, 87 harassment and negative attitudes Table 7.4: Lesbian, gay and bisexual workers’ potential and 91 actual sources of support Figure 8.1: ‘I consider employer to be a ‘gay friendly’ employer 100 Table 8.1: Perceived barriers to policy implementation 103 Table 8.2: Treatment at work 113 Table 8.3: Impact of organisational and workplace environment 114 Figure 8.2: Working in a ‘gay friendly’ environment has a direct 115 impact on my job satisfaction Table 9.1: Functions of LGB organisation &trade union groups 121 Figure 9.1: A local authority network 133 Figure 9.2: A local authority staff forum 133 Figure 9.3: A voluntary sector group 134 Figure 9.4: A private sector group 134 Figure 9.5: A trade union group 135 Figure 10.1: Are you aware of the Employment Equality 137 (Sexual Orientation) Regulations 2003? Table 10.1: Regulations – source of awareness 138 Table 10.2: Regulations have made a positive difference to the 139 way my employer treats LGB workers Table 10.3: Regulations make it more likely that I would take 142 up a grievance with my employer about LGB discrimination 4 Lesbian, Gay and Bisexual Workers: Equality, Diversity and Inclusion in the Workplace EXECUTIVE SUMMARY KEY FINDINGINGS • Coming out at work can enable lesbian, gay and bisexual (LGB) workers to feel confident at work; have a happier work experience; foster openness and interaction with colleagues and improve productivity. • Equal opportunities policies; same sex benefits; positive employer and trade union signals; the existence of LGB(T) groups, the presence of LGB colleagues and LGB senior managers can help LGB people come out. • LGB people may be prevented from coming out by fears about career progression; lack of visible senior LGB staff; temporary employment status; previous negative experiences of discrimination and harassment; desiring privacy; ‘macho’ or religious attitudes/behaviours of co-workers. • For LGB workers the extent to which homophobia is accepted or challenged within the workplace is a key indicator of inclusion. Concerns were expressed about the enforcement of policy within organisations. Respondents voiced strong concerns about the way in which organisations relied on LGB people to come forward and ‘whistle blow’ before tackling problems. • Discrimination and harassment can play a part in lesbian, gay and bisexual workers’ decisions to avoid promotion or stay within certain parts of organisations. Perceptions of a homophobic or unsafe environment; negative experiences and an inability to come out can all result in LGB people leaving organisations. • Working in a ‘gay friendly’ environment has a positive impact on the job satisfaction of LGB workers. It can lead to greater happiness, openness; and confidence; improved work productivity and effectiveness; enhanced job enjoyment and a feeling of loyalty and pride in the organisation. • Working in a negative environment can cause lesbian, gay and bisexual workers to feel stressed; excluded; ostracized and may result in self censorship; problems with concentration and ultimately a desire to leave. • This study underlines the heterogeneity of LGB workers in terms of gender, ethnicity, disability, age, occupation, desire to be out at work etc. Organisations need to develop policies, procedures and structures which recognise this if they wish to be inclusive and representative. • Over two thirds of LGB respondents in this study indicated they would be more likely to take a grievance if a problem arose on grounds of sexual orientation since the introduction of the Employment Equality (SO) Regulations 2003. 5 Lesbian, Gay and Bisexual Workers: Equality, Diversity and Inclusion in the Workplace 1. Introduction 1.1 In 2003, The Comparative Organisation and Equality Research Centre (COERC) applied for and received funding from the Higher Education European Social Fund (HE ESF) in England for the research programme ‘Lesbian, gay and bisexual workers: equality, diversity and inclusion in the workplace?’ The study commenced in May 2004 and finished in June 2006. 1.2 This report focuses on the experiences of LGB people at work within sixteen ‘good practice’ employers following the introduction of the Employment Equality (Sexual Orientation) Regulations 2003. This qualitative study begins to address the gap in knowledge that exists regarding the experiences of LGB people within UK workplaces. 1.3 The aims of the study were: • To examine the forms and effects of discrimination, harassment and social exclusion experienced by lesbian, gay and bisexual people at work and in seeking work taking account of heterogeneity within the LGB community; • To explore their strategies for coping with discrimination, harassment and social exclusion; • To identify what they think the impact of the Employment Equality (SO) Regulations 2003 has been on equal opportunities within the workplace; • To find out what employers and trade unions are doing to tackle equal opportunities and social exclusion following the introduction of the Employment Equality (SO) Regulations 2003; • To identify examples of good practice and contribute to the development of inclusive and productive employment policies and practices. 2. Research methods 2.1 The research was a qualitative study carried out through a series of 16 organisation case studies supplemented by a series of national key informant interviews. The fieldwork was undertaken by the research team between February 2005 and 2006, a year after the introduction of the Employment Equality (Sexual Orientation) Regulations 2003.