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Why do employers care about LGBT inclusion

06/06/2019

The best employers understand that diversity and inclusion matter, that you matter. They understand that enabling you to be yourself in the workplace will allow you to flourish.

For more than ten years, Stonewall’s Diversity Champions programme has advocated the importance and benefits of diversity and inclusion among employers. We’ve done this across many sectors, from banking to construction, from local government to emergency services. Stonewall now works with more than 750 Diversity Champions who recognise and celebrate their LGBT employees.

Employers care because diverse groups of people bring diverse ideas. They understand that having perspectives from different communities improves entrepreneurship and creativity.

Employers care because they know we live in a competitive world. They understand that, to get the best talent, they must recruit from a diverse talent pool and create a culture to be proud of.

Employers care because the law protects LGBT people. They understand their legal obligation under the Equality Act 2010 to protect LGBT staff from discrimination.

Employers care because you’re their greatest asset. They understand that if employees can bring their whole selves to work, they’ll feel more motivated and satisfied.

This is what you’ll find in this guide – organisations that understand. Organisations across many sectors that have made a commitment to their LGBT staff, service users and customers.

 

How does the law protect you?

Among other things, the Equality Act 2010 outlaws:

Direct discrimination – someone being treated less favourably because of their sexual orientation or gender identity, such as a colleague purposefully ignoring someone because they’re gay.

Indirect discrimination – a policy or rule for all employees that discriminates against an LGBT employee, such as requiring staff to disclose their trans history.

Harassment – unwanted conduct that violates an LGBT person’s sense of dignity or creates a hostile and degrading environment, such as verbal or physical abuse.

Victimisation – unfair treatment of a staff member because they have complained of discrimination in the workplace. This could include a manager not promoting an employee because they believe the person made a complaint about biphobia.

Although most of the Equality Act 2010 doesn’t apply to Northern Ireland, many of the same workplace protections exist. For more information on protections in Northern Ireland, visit www.equalityni.org