Being LGBT+ at Work
The TUC conducted this research to investigate the extent to which the progress of recent decades in embedding formal legal protections for LGBT+ workers has translated into positive and inclusive experiences of the workplace. What we found was worrying: despite LGBT+ workers being protected by law from discrimination, harassment and bullying, too many still experienced the workplace as a negative or even harmful.
This research was qualitative: we wanted to dig beneath the surface of statistics and try to understand the reality of life being out as LGBT+ at work now. We were particularly keen to hear directly from people who are active in their trade unions, in order to help union reps and activists understand the issues and make sure they are ready to support LGBT+ members.
Many of the LGBT+ people we interviewed reflected that they have seen progress - although homophobia and biphobia are by no means extinct in the workplace. The LGBT+ workers we spoke to had low expectations, considering themselves fortunate when basic legal standards are met. It was noticeable that recruitment was a point of particular tension and worry: even those happy to be out in the workplace said they would definitely hide their identity when applying for a new role.
There was consensus among our interviewees that trans and non-binary staff face the greatest challenges in the workplace. Many felt that progress on trans inclusion in the workplace was going backwards. Many interviewees cited the toxic narratives about LGBT+ people that are prevalent in the media, believing that this climate is affecting LGBT+ experiences at work.
From the interviews, it was clear that inclusive workplace policies are necessary but not sufficient to create workplace change, and that culture is slower to improve. Acts of harm are very likely to go unreported to employers as they believe little will be done. Many described discriminatory and bullying experiences such as being outed by colleagues or being persistently misgendered - but said they would be very unlikely to make a complaint.
Overall, interviewees were positive about unions (as you would expect from a sample recruited through union networks with higher union membership than the general population). There was, however, some concern that unions and union reps may not have an up-to-date understanding of gender identity and sexual orientation issues. Some interviewees said that they might not approach their union for support with issues related to being an LGBT+ worker. There were also some examples of historic unsupportive practice by union reps cited.
A number of interviews focussed on the impact of employer-led diversity and inclusion networks (sometimes called LGBT+ networks, employee resource groups or affinity groups). Whilst these are very welcome sources of support and representation, interviewees reflected that these networks are dependent on workplace culture, and time to participate in these networks is not protected. We also note that, unlike unions, employee resource groups and networks exist at the whim of management and do not have an independent status.
The core conclusion of this research was the importance for employers and unions of focusing on building inclusive cultures at work. Managers in all workplaces need to actively, consciously and consistently create inclusive cultures, set behavioural expectations for everyone, and stamp out discrimination and bullying. This will create stronger, more successful organisations, with benefits for customers and clients too.
Research methodology
The TUC wanted to understand the experiences of LGBT+ workers in today’s workplaces, to develop recommendations for both policy change and practical actions that unions could take. We therefore took a qualitative approach, asking LGBT+ workers to answer a screening survey and then approaching a smaller sample to take part in more in-depth interviews.
We conducted 16 interviews. The interviews provided a relatively diverse - though not representative - group of respondents from across the UK, and of different ages, genders, LGBT+ identities, ethnicities, and across a range of job roles and sectors. Interviewees were more likely than the population as a whole to be members of, or reps in a union.
The interviews focused on the following key areas:
- Ability to be your whole self at work. The culture and environment in workplaces, and interactions not just with colleagues but also customers and service users; the public stances an employer takes on LGBT+ issues, and the impact this has on staff
- Policy vs practice. The way on-the-ground behaviours of management and staff align with or contradict formal policy.
- Experiences of job seeking and new roles. The experiences of LGBT+ workers during and confidence in recruitment processes, and the experience of coming out (or not) to new employers.
- Bullying, discrimination and harassment, particularly for trans and non-binary people.
- Transphobia specifically, and how it intersects with other forms of oppression and discrimination.
- Allyship and education. Where is energy and impetus for positive change coming from? What role do unions play in this and what more could they do?
It should be noted that those who took part in this research were self-selecting. Those keen to speak to a researcher tend not to be those with the most difficult experiences.
Older LGBT+ workers in particular looking back over several decades of experience were very positive about the direction of travel. One of the most significant changes they described was the ability to be out at work, even despite the homophobia and biphobia they received.
“The top line is - it's nothing like it used to be. When I was training to be a teacher back in the 90s, the person assessing me looked me dead in the eye and said, “Look, I'm never going to pass you - I don't want your sort around children. I’m a headteacher and an Ofsted inspector - you don’t hear about gay men hearing that sort of thing these days.” Henry, headteacher
“I'd see some people I worked with out on the scene in Leeds, and we’d chat, but would absolutely never acknowledge it in the newsroom. I don’t think the younger generation now appreciates how different it was.” Andrew, journalist
This is not to say that homophobia or biphobia have disappeared from workplaces - interviewees could all easily recall recent instances, including many which would constitute gross misconduct. As well as homophobia and biphobia from colleagues, interviewees also reflected on the behaviour of customers or service users in their places of work and the response of their employer.
“Even before I was out to anyone - my headteacher said to me “no one would ever say it, but if you look like a lesbian, you’re not going to get a job in a primary school”. People don’t guess that I’m gay, so I hear the homophobia all the time. I just can’t believe it - I’m like - you’re just telling me how happy you are to break the law.” Layla, teacher
Biphobia
Biphobia was often discussed - by bi staff, and reps with experience supporting bi staff - as a real, and often growing issue in workplaces. Ella, a work coach with the DWP, discussed her experiences of biphobia when her colleagues, who had assumed she was gay, realised she was bi (see case study number 4).
Low expectations
One of the themes emerging from the research was that LGBT+ workers have very low expectations about how they should be treated at work. This meant that many respondents described basic equality, or the lack of harassment, as “very lucky”.
A headteacher told us they were
“very lucky to never have experienced bullying here”.
A trans engineer in a nuclear power plant said,
“the last time I was misgendered was about three years ago - I almost feel guilty, for how easy I’ve had it here”.
A physiotherapist wrote
“I have been fortunate enough to have a senior leader who identifies as LGBT. I know that if this wasn’t the case I feel I would have a negative experience, and always lived with a slight fear.”
A train driver told us
“My experience as a gay man has been overall very good. I've never experienced any direct discrimination. However, I have been subject to name calling and negative language.”
Intersectionality
A lot of the interviewees reflected on the intersectionality of their experiences. Many white interviewees reflected that their experiences must have been easier than they would have had, were they BME - and made direct comparisons with how they’ve seen their BME colleagues and union members treated.
BME people were more likely to have had negative experiences, specifically the intersection of multiple discriminations.
“I’m currently unemployed, but the previous company I worked in didn’t end up well for me, I was abused - verbally and racially too - basically from, my POV, mainly the LGBTQ status.” Vee, hospitality
“I get parents on the phone, not realising I’m mixed race, so they say things they wouldn’t say otherwise. You get this insight into how people think. It’s the same as my sexuality - they don’t assume I’m gay - so you hear it all coming out. I’m always very calm these days - I just ask “tell me a little bit more about that - I don’t understand what you mean”. Mark, headteacher
Disabled interviewees reflected on how they experience mental distress or neurodivergence alongside their LGBT+ identities:
“Because she [my manager] gets my pronouns right, I trust her to understand my neurodivergence too. My old manager didn’t care about either.” Billie, call centre worker
“Before transitioning - I was very ill at that time. But actually I got very well supported - I could go and ask for the support, the time off - and they took me seriously. Because I was seen as a straight white man.” Cathy, civil servant
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
Most interviewees said that their employer broadly has the right policies and procedures in place when it comes to their legal commitments to equality for LGBT+ staff.
Most had a transitioning at work policy - though often these have been published only in the last few years.
There are clear themes of areas where staff and reps don’t think formal workplace policies are sufficient:
- Facilities was a big theme - with too many trans and nonbinary staff being left to use accessible toilets for disabled people as a default, in the absence of gender neutral toilets or a clear and confident policy.
- Retail staff and teachers in schools described unnecessarily gendered uniforms or dress policies.
- Some workers felt their organisations needed to improve their range of gender options and pronouns on forms.
- There were some areas where interviewees felt that their employment terms and conditions could be more generous - for example, the amount of paid leave offered to cover medical procedures whilst transitioning.
“They’re getting there with the uniforms - it was easy for me to switch. But honestly - do our fleeces need to be termed male and female? It’s just that one is fitted and one isn’t. Lots of the women prefer wearing the men’s ones anyway. We could just get rid of that so easily.”
Emmanuel, delivery driver
“Toilets are key - I don’t want to get stereotypical - I transitioned in 1998 so believe me, I’ve been having this conversation longer than most. But honestly - just have gender neutral facilities.”
Jess, civil servant
“I guess I didn’t get paid sick leave for all the time I had to take off [to transition] - I took half of it as holiday. That could have been different.”
Hugo, nuclear engineer
Interviewees were clear that having an appropriate set of workplace policies is not enough - it is culture that drives real change (see section 7 for more).
Most interviewees felt that the culture of their workplace was a crucial factor in their risk of discrimination and/or harassment. The most common harms which people described included being ‘outed’ by colleagues, or being persistently misgendered. Many people also described the challenge that lazy language and assumptions by colleagues has on them - assumptions about the gender of their partner; or intrusive or offensive questions about their personal lives.
“There is just this ‘eurgh’ when people ask what my husband does and I have to correct to: my wife. It's just a constant thing in the background. As a freelancer, you’re coming out all the time.”
Heather, costume designer in film industry
“It’s the constant comments about - you don’t know what it’s like, you don’t have children. You are always going out. When we’ve been booking holiday - I’ve had “you haven’t got any children, so we need to prioritise the other colleagues first.”
Holly, NHS,“Managers without even thinking will just say to new staff: “you’ve got Emmanuel on your team, they’re transgender.” I have started saying to people now I'm more confident - “what are you doing, you just outed me?” They laugh it off, like it’s a joke, but I say - no, this is serious. This is people who think they're great allies - they think just because I call Emmanuel he / him, I'm fantastic. But simple misgendering, they don't realise how harmful it is.”
Emmanuel, delivery driver“I’ve been asked how we have sex, by colleagues, in the staff room. I was shocked - it was all so new to me.”
Layla, teacher“The problem is often the management - they try to make it inclusive, but they don’t get all the little things right. And those are big things sometimes. I remember when me and my husband were buying a house in the 90s. Amazingly at the time you had to have a clean HIV test - because they just assumed we were all about to croak it. Anyway one bank decided they’d be the first to abandon this - and we were the first couple to get a mortgage through them. They got a TV crew in and filmed it live on air - us sitting with the clerk, giving over our details. And as it was happening - the clerk, her face just went whiter and whiter and she just creaked to a halt, on air. It turned out their computer system wouldn’t let her input two “Mr”s in. Very embarrassing - of course for us, we saw that sort of thing on forms all the time, but no one in their office had realised. God, we laughed”.
Henry, headteacher
Many organisations had created or revived diversity and inclusion/LGBT+ networks (sometimes called affinity groups or employee resource groups) in recent years. Lots of interviewees spoke about these networks positively - that they are hugely beneficial spaces to support and be supported. On the whole, women’s groups were experienced as trans inclusive.
“Oh the networks are so important - when I think now how much easier it would have been to transition in the 90s, if we’d had that sort of space at work. I’ve seen people flourish - they tend to present as an ally first, join the group, then come out. To be able to be out at work - it changes people - so much fuller and more lively. The chair of our network hadn’t even told his manager he was married to a man before the group was set up.”
Jess, civil servant
Interviewees raised two main limitations of diversity and inclusion networks.
Firstly - they are optional, so tend to reflect the culture that already exists. Interviewees reflected that such networks existing in the first place depends on workplace culture and that employee networks exist at the whim of management. If there is good representation of LGBT+ people in senior management teams, and an inclusive culture, it tends to be the case that the employer makes time and space for a strong LGBT+ network. This creates a virtuous cycle that reinforces the inclusive culture..
However, where diversity and inclusion isn’t a priority in the workplace, management teams are unlikely to create space for these networks - so those staff who need them most are unlikely to benefit from them.
Secondly, the time staff invest in these networks is neither protected nor paid.
There were some instances of employers using these networks to supplement proper diversity and inclusion policy roles, and many commented that they feel they’re asked to do a lot of unremunerated work, on top of their other roles. Some interviewees also described experiencing pressure to share their personal stories in the workplace.
“Our LGBT network - it’s essentially a staff support network, for visibility, community. But when it came to writing a trans policy for the sports clubs we represent, suddenly our group was being asked to write this, all fitting around our day jobs. I just thought - this is complex, important policy work - it should be being done by a policy team you’re confident in, not farmed out to all of the trans and nonbinary staff to do on top of everything else.”
Luke, civil servant“Initially there was a proper space made for D&I [diversity and inclusion]. There was a group of us in a little LGBT network, seven of us, and we had time off our core duties to do presentations, training, etc. Now with all the budget cuts and the pressure - it’s all been cut. Now there’s nobody at all doing D&I.”
Ella, work coach
“The only other challenge I've had is that sometimes I did feel like I was being paraded. As soon as the head office found out about me, they were inviting me up there, could I be in a magazine, could I run this campaign, and on and on.”
Emmanuel, delivery driver“I think space for diversity and inclusion work [in the LGBT+ network] should be explicitly protected in your job description... It’s not consistent or explicit at the moment and it puts a lot of people off. Union reps get protected paid time to do their work, and protection from discrimination for it. It should be the same for the equalities networks.”
Hugo, mechanical engineer
It is important that network groups work closely with trade unions, and make the most of protected facility time, and bargaining rights.
“I don’t really see the LGBT+ networks in retailers that much - or I don’t see them having a big impact for the staff on the ground. It’s the unions that make a difference - we have that space to properly get to know our members. It’s only when you have those proper, whole, deep relationships, that you can properly support people doing something as complex as transitioning.”
Sandra, retail
People were generally very positive about the role of their unions.
Interviewees felt union leadership has the same responsibility as employers - to clearly set a culture of inclusivity from the top and quickly and effectively stamp out bigotry.
Interviewees described unions as a place to meet other LGBT+ staff and, on the whole, very supportive allies to LGBT+ staff.
“Sometimes we put too much emphasis on - we’re fighting for you. When you’re transitioning - sometimes the last thing you want is a fight. Sometimes you need to hear - we’re sitting alongside you. It’s not always a fight.”
Hugo, nuclear engineer
Unions offered to many people a chance to come out to a smaller and safer group of colleagues, before the whole workplace.
Willingness to raise grievances
There was some hesitancy amongst interviewees about whether some of the harms they experience in the workplace are genuine grievances, and a question over whether they’d get their union involved or not.
For example, most people who had been outed in the workplace (around a quarter of interviewees) didn’t think this was the basis for a legitimate complaint, and didn’t discuss it with union reps or with HR. Even those who had experienced quite significant discriminatory treatment were unwilling to involve their union - either because of a sense of not wanting the spotlight on them, or because they just didn’t believe the union would be able to achieve anything.
“My wife and I have been waiting 3 years for a fertility appointment with the NHS. It's finally coming next month, but we're both going to be in Prague on set for a job. We can’t miss it, I don’t know how long it would take to get another. I haven’t checked my contract or with the union for what we’re entitled to, no. There’s no way I’d make a formal request to protect the time off, or come in banging the union drum. We’ll just wait until nearer the time and then talk to our supervisor about making the time back. I know it sounds a bit crazy for something so important, but that’s just how our industry works - it’s all people and culture, it’s not about terms and conditions.”
Heather, costume designer in film industry“I didn't really know anything about unions before I joined but someone told me to join. When that happened with my old manager, I didn't think there was much point talking to the union - I felt they wouldn't care or actually I felt like they wouldn't even know how to handle it. That was rather worrying - they don't really advertise very much awareness about gender identity issues. I didn't consider going to HR either.”
Billie, call centre
“I had a pretty positive experience coming out as trans in my workplace - I guess there was a bit of a question about how much sick leave I could take for my surgery. I didn’t really push. I could have asked the union for support actually - it didn’t really occur to me at the time. In hindsight, it might have been useful to have a rep sitting there with me in the meetings, picking up things you might forget. It's all so intense during that period.”
Hugo, nuclear engineer
Evidence of persistent discrimination is most obvious when interviewees described the process of looking for new roles. The majority of interviewees were very clear that they wouldn’t come out during a recruitment process unless they had to.
“I have a rainbow lanyard - mostly to show allyship to parents and kids. But I feel terrible and really self-conscious, that when I’ve done interviews, I’ve taken it off. I feel terrible about doing that because I know what I’ve needed most is better allies.”
Layla, deputy headteacher“I would never be open about my identity as a trans woman in a recruitment process. Never have been in 25 years, but I definitely wouldn’t be in the current climate. Absolutely never in an interview... If I can hide my identity, I definitely will.”
Jess, civil servant.“I'm always very clear with my identity even at the point where I was applying for jobs. I always give my pronouns and they're all there in my email footer. Of all the interviews I did - I must have applied to 25 jobs that summer - not one person ever acknowledged it or used them.”
Billie, call centre worker
Glass ceiling
The low expectations that many trans and non binary staff have of their employers can create an inadvertent glass ceiling. Many of those who have good bosses, teams and workplace cultures feel very lucky to have them, and are not confident it would be replicated elsewhere. They described being unwilling to look for or go for promotions or new roles, because of not wanting to “take a risk” on a new manager.
“If I was thinking about moving to a different role in the hospital, I’d definitely suss out whether the manager was bigoted or not. I’m really lucky now - my manager is an older straight cis guy, but he’s just - I call it unconsciously inclusive. Nothing feels forced by him. I don’t know how many other managers in the hospital would make me feel so at ease.”
Louis, clinical pharmacist“I’ve definitely left schools quickly when they didn’t feel inclusive or supportive. I was at a big, mixed school in the 90s and it was very obvious I wouldn’t be able to be myself there. I only lasted two years. I was a bit more discerning about where I went after that.”
Henry, primary school headteacher
Interviewees were also very clear that appropriate workplace policies are not enough on their own, and that culture has a big impact.
“All the big retailers - they do have the policies in place now. It’s been recent but they do have them. The problem is it’s all lip service - you can see the managers don’t get it - there’s no human embodiment of these values.”
Sandra, retail
Interviewees described what an inclusive culture and practice looks and feels like:
- Consistent and swift action taken against bullying and harassment.
- Clear statements from management setting out support of the LGBT+ community.
- Representation - a workplace where a lot of people are able to be out creates a virtuous cycle where more people may feel comfortable coming out.
- A culture of openness, where it is okay to ask questions respectfully, rather than allowing a build-up of fear and misunderstanding
- Space for diversity and inclusion initiatives, working closely with trade unions - such as LGBT+ networks sponsored by senior individuals, talks and trainings delivered by people with a range of identities.
- Proactive space given to gender inclusivity: eg having the option of ‘Mx’ title on systems and forms options to share pronouns.
“Setting culture is all about clarity of standards and expectations. You have to be completely consistent as a leader - you have to call it all the time. People - staff, pupils, parents, governors - they’re looking at you all the time. If they see there’s an issue, and you don’t address it, that’s the standards you’ve set broken.”
Mark, headteacher“You’ve got to get people over their nervousness. We have senior people who are very explicitly willing to listen and learn. One director - if he gets my pronouns wrong, he doesn’t get defensive or flustered. He apologises and moves on. If you’ve got lots of capital in the organisation, it’s easier to do - but having that tone - that’s how you support all staff to get better”.
Luke, civil servant“You set and change culture in so many ways. I see customers eyeing up the staff on the tills. If they see someone presenting as LGBT+, as something they’re not comfortable with, they try to switch queues. I’m looking for it because my teams tell me it happens. So when I see it - I go up to them, I’m very clear and polite - you go to the next available cashier. If the customer refuses I say - sorry you’ll have to go to the back of the queue. That’s how you set culture - small things, very consistent.”
Sandra, retail
“We had a teacher of a reception class who told me that she wanted to transition. We had all the nonsense under the sun from sections of parents. The only way to manage it is to really spend the time with everyone who's got a problem - get them into your office, get down to the bottom of it. What are you actually worried about here? When you dig down it's just an uncertainty about something they don’t understand.”
Henry, primary school headteacher
LGBT+ workers didn’t just focus on their organisation as an employer, when considering how inclusive it is. They thought about their organisations in the round. For example, those working in the media were just as interested in the news output their employer creates, as they were in the way their HR teams support them personally.
Many felt that if they were comfortable being out in the workplace, they could better support LGBT+ customers or service users. Many interviewees reflected that being able to be their whole self at work means they are happy, productive, loyal to the organisation and able to do well and progress.
“I think because my team and my boss make it so comfortable to be out, and there’s so much representation, I’ve found it easier to challenge some of those things. We were working with some consultants on a new ICT project, and I checked in with my manager about whether I could interject to add better questions in, about gender identities to the patient forms. He was very supportive, and now we have much better experience for patients because of that. So I can see how inclusion makes things better for the patients as well as for us.”
Louis, clinical pharmacist
“When I took on this role [headteacher of a Church of England primary school], the local paper wrote an article - they must have mentioned my husband about ten times in this short piece. It’s meant lots of gay staff have come to work for me. It enables us to really support our children - we’ve chosen a very inclusive PSHE curriculum. Representation and culture are really clear in the staff room.”
Henry, primary school headteacher“Being proactive is key. We don’t have any children outwardly questioning their gender in my school. But I want to get out ahead of the gender-neutral toilets conversation now - so when we do have that first child, it’s not on them. I sat my SLT down, and we’d made a list of all the pushback we’d get from parents, and how we’re going to head each one off.”
Mark, headteacher
Finally, there was a very strong sense of solidarity across the LGBT+ community from interviewees. Especially amongst the younger generation, there was a strong sense that lesbian, gay and bi people have a responsibility to act as strong allies for trans and non-binary colleagues, at work and in wider society.
“I do think we all have a responsibility as queer people to make sure this changes - we do all have a role. My industry is terrible for that - it’s all good with your standard lesbians and gays but new gender identities is a stretch too far for people.”
Heather, film industry“I feel pessimistic, looking forwards. We as trans people are being used as a wedge issue. They’re chipping away at our rights - and I say our as a community - they come for the T, but it inevitably creeps back to the LGB. It’s frustrating because normal people on the ground - they don’t care, they don’t have problems with trans people like this government wants them to.”
Hugo, nuclear engineer
There must be a renewed urgency to tackle anti-LGBT+ discrimination and inequality in the workplace. We have set out our recommendations below for government, employers and trade unions.
Recommendations for government
Government should:
- Consult with unions on a strategy to make sure workplaces are safe for all LGBT+ people.
Recommendations for employers
Employers should work closely with trade unions towards greater LGBT+ inclusion in the workplace, by introducing and improving inclusive policies and practices.
- Regularly review workplace policies and how they are experienced on the ground by LGBT+ workers and customers/service users. Proactively gather feedback from diversity and inclusion networks and trade unions, as well as experts from LGBT+ charities and community organisations, to identify gaps.
- Take action to make sure that appropriate workplace policies translate into an inclusive culture. Provide training and information about LGBT+ issues and identities. Ensure that staff and managers can identify homophobia, biphobia and transphobia when it occurs, and work with unions to design safe reporting systems.
More information is available in the Wales TUC toolkit: 10 steps towards LGBTQ+ inclusive workplaces.
Recommendations for trade unions
Trade unions have a hugely important role in leading change in workplaces and across industries. Unions can also help to raise the expectations of LGBT+ workers.
Unions should:
- Actively get involved in workplace LGBT+ networks, to ensure that LGBT+ workers understand the union is there to help and support them, and build the confidence of reps and activists on LGBT+ issues. Unions should beware of leaving LGBT+ networks to be wholly management-led. Networks do not have protected rights in law like unions do, and often cannot speak independently of management. Plus, LGBT+ workers have reported inappropriate use of volunteers to develop diversity and inclusion policies through staff networks - unions should argue for protected time to work on these issues.
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