Pride over prejudice: How to support and advocate for LGBT staff in the workplace

Since 1970, June has been dedicated to celebrating and uplifting LGBT+ (Lesbian, Gay, Bisexual & Transgender) people, following the 1969 Stonewall Riots in New York City, heralded as the starting point of the LGBTQ rights movements of the 20^th century.

However, 55 years later, pride is still as much of a protest as it is a party. Despite the joy this month brings to millions across the world, a large proportion of LGBT+ people are still discriminated against and are made to feel unsafe in their day-to-day lives.

One of the most common areas where discrimination occurs is in the workplace and a report from the Trades Union Congress (“Bullying, harassment and discrimination of LGBT people in the workplace”) identified the following statistics from 2023 (published in 2024):

1. Over 50% of LGBT+ people reported at least one form of bullying or harassment at work in the last five years
2. 40% of LGBT people who had experienced bullying at work due to being LGBT+ stated that the workplace discrimination had negatively impacted their mental health
3. 29% of people are not out at work to anyone.

Despite workers being prohibited from being discriminated against on grounds of sexual orientation or gender identity under the Equality Act 2010, it is clear that society has a long way to go if staff are unable to be their authentic selves in the workplace.

The consequences of workplace discrimination are wide-ranging, from the victims feeling humiliated, suffering detriment to their physical/mental health (including having to take time off work), reduction in their confidence and sometimes even leaving their job altogether.

The two most commonly reported examples of discrimination towards LGBT+ workers were:

1. 37% of workers LGBT+ workers hearing, or being exposed to, ‘offensive jokes or banter about LGBT+ people’
2. 28% of LGBT+ workers had homophobic, biphobic or transphobic remarks directed at them or made in their presence.

Workplace policies should be LGBT+ inclusive, with a reporting system in place for staff to raise concerns about any discriminatory conduct.

Adopting a zero-tolerance approach to discrimination will assist in this, including providing training and advice to staff on how to identify discrimination and how to challenge it (even if you are a bystander to an incident). Disciplinary procedures should be used for perpetrators of such offences and the victims should be supported.

59% of those surveyed by Trades Union Congress had either not disclosed their sexual orientation or only to a portion of their colleagues, which means that a large number of LGBT+ people are having to be discreet for fear of being bullied or harassed at work.

Here at Hethertons, we have a core principle to ensure that we have happy, motivated and engaged staff.

We believe in encouraging diversity, equality and inclusion amongst our workforce, and are committed to eliminating unlawful discrimination.

Whether you are a director, an apprentice or a manager, there is a role for everyone to help staff and colleagues feel respected, valued and protected from prejudices.

Pride is a movement, not just a month.

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