Despite a recognition by LGBT+ workers that things have improved at work, a report by the TUC has found that they still have low expectations for how they will be treated.

Based on in-depth interviews with a diverse range of LGBT+ people and union reps, workers described feeling “lucky” if they had inclusive managers and colleagues, and “grateful” when basic equality standards were met. All the interviewees could, however, easily recall recent instances of workplace homophobia, biphobia and transphobia, including many which would constitute gross misconduct.

The report also found that:

  • Transphobia may be on the increase as most workplaces are still not experienced as trans inclusive. Workers expressed concerns that anti-trans views in the media are filtering down into anti-LGBT+ behaviours in workplaces. Recruitment discrimination is a particular concern.
  • Having an inclusive culture is important – while inclusive policies are important and essential, they are seen as not enough, and employers should also foster an inclusive workplace culture.
  • LGBT+ networks and unions should work in tandem – LGBT+ workplace networks are on the rise and are seen as valuable supportive spaces. But unions are seen as more important in providing protections and have rights to represent workers that are not dependent on management goodwill. It is important that unions and LGBT+ workplace networks work closely together to create workplace change.

The TUC is therefore calling on the government to:

  • Consult with unions on a strategy to make sure workplaces are safe for all LGBT+ people and introduce legislation that would protect workers from harassment by customers and clients.
  • Reform the Gender Recognition Act, giving trans and non-binary people the right to self-determination and maintain protections for trans and non-binary people in the Equality Act.
  • Act to stamp out the insecure work that disproportionately affects LGBT+ workers, by banning zero-hours contracts, raising the national minimum wage to £15 per hour as soon as possible, and acting on fire and rehire and bogus self-employment.

It is also asking employers to:

  • Regularly review workplace policies and how they are experienced on the ground by LGBT+ workers and customers/service users.
  • Take action to make sure that 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.
  • Review recruitment processes and introduce steps to support LGBT+ staff to thrive, such as training for hiring managers, and provide information to candidates about the employer’s commitment to inclusion.

To read the full report, click here.