Urgent action needed to support bi workers

Lack of support at work 

We know that there is a widespread lack of support for LGBT people at work. A recent survey showed that only half of workplaces have a policy banning LGBT discrimination and harassment. And Stonewall’s Bi Report shows that many bi people don’t feel safe to be out at work. Only 22 per cent of bi workers are out to everyone they work with, versus 57 per cent of gay/lesbian workers.

Bullying and harassment 

Bi workers experience high rates of discrimination and harassment at work. But bi people are less likely to report these experiences than the wider LGBT community.

Only 28 per cent of bi people strongly agreed that they would feel confident reporting bullying and harassment to their employer. This compared to 41 per cent of lesbian or gay respondents.

Sexual harassment 

Bi people also face high rates of sexual harassment and assault. In fact, TUC research into bi people’s experiences of sexual harassment showed that: 

• One in five bi people have been sexually assaulted at work. 
• Around one in 10 were seriously sexually assaulted or raped at work. 
• Nearly one in three reported experiencing unwanted touching at work. Bi women reported significantly higher rates. 

Bi people were also more likely to report that sexual harassment had caused them to leave their job. 

Government action needed

Trade unions campaigned for the government to introduce new legislation to prevent sexual harassment in the workplace including from third parties, and we won. The government announced in July 2021 that it would introduce a preventative duty on employers, this means employers will have to take proactive steps to build preventative cultures for all their workers. Trade unions are calling for the duty to be introduced as soon as possible and for the EHRC to have the resources it needs to ensure the duty can be effectively enforced.  

The TUC is also calling on the government to consult with unions on a strategy to make sure workplaces are safe for all LGBT people.

Make change in your workplace 

The TUC has produced a framework with practical actions that employers can take, to prevent and respond to sexual harassment.

Why not reach out to your Union and get involved in calling for change where you work?