Being LGBT+ at Work

Every single interviewee said that the biggest issue facing the LGBT+ community in the workplace is the transphobia experienced by trans and non-binary people.

Interviewees described the lack of confidence of their colleagues and employers in talking about, or even understanding trans and non-binary identities. There were some examples of trans inclusive workplace cultures but these were the minority.   

Expectations are so low that employers who are supportive of trans and non-binary staff are seen as examples of exceptional practice, rather than organisations that are fulfilling their basic equalities requirements as employers. 

Many spoke about the media narrative around trans issues - noting how the equivalence given to anti-trans views in many areas of public debate filters down to workplaces, with managers unaware of their legal responsibilities. 

Many interviewees had been out at work as gay or bi for some time before transitioning and directly contrasted how they were treated as a gay cis person vs a trans person. Similarly reps with a lot of casework experience drew a very clear distinction between employment practice around sexuality vs gender identity.  

“But the biphobia [I’ve experienced at work] is nothing compared to what my trans and non-binary colleagues experience. As an equalities rep, I’ve supported a lot of people. Someone who was referred to as “it” in the office by colleagues.”
Ella, work coach

“The managers assume people are trans warriors - that if they’ve decided to transition then they’re totally fine, confident, ready, it’s easy. And for the staff - it’s hard to show that uncertainty, the turmoil, the everything that they’re feeling. So the managers’ view is - just get on with your work. My role is to help the managers understand how my members are feeling, help them think about the right questions to ask. Managers wrongly believe that when someone asks to be referred to by a new name - that’s the end of the journey. They don’t understand it’s the start.”
Sandra, retail  

“The big problem for me is the false equivalence that comes from the media at the moment. Not enough people in my workplace understand that equality on the basis of gender identity is a legally protected right. There’s this sense - well if Susan thinks I’m a man, then her right to call me a man is protected. This - there’s ‘two sides to the debate’ thing.”
Cathy, civil servant