He’ll just be treated like all the other wives February 13, 2012
Posted by Andrew Falconer in : diversity, employability and skills , trackback
Gays shouldn’t work with children. Or animals. Or with other male staff. Or plants. Don’t even mention the army. Nor should they work in factories. Actually, they should confine themselves to theatres and let the rest of us get on with it. The disturbing thing is that people have said these things to me over the years, sometimes only half jokingly. I “came-out” when I was seventeen and whilst my family and friends have been supportive, sometimes they throw in comments like these without thinking about them too much.
A few years ago I attended an open day at a Government department. I spoke to them about relocation and how my partner would be treated. Their lovely response was “He’ll just be treated like all the other wives”. I think they meant well!
This image is of serving officers in the Royal Navy marching at Gay Pride in London. Other professions, from police to firemen, also march in this parade. Employers are increasingly aware of the need to recruit and support LGBT staff. Some will opt to take part in the Stonewall Diversity Champion scheme, but this scheme has been criticised as being an income generator for a political lobbying group with other organisations prefering alternative means of demonstrating their commitment.
Why do LGBT people need additional support? Actually, more often than not I suspect they don’t. LGBT status is a “protected characteristic” in terms of the Equalities Act but for many LGBT people, it is a legislative framework they don’t feel the need to use. For me, it is important to know that it is there. In every job I have worked there has come a moment where I have “come out” to colleagues. It can be difficult to know what the response will be like, but for me has been important to do because I enjoy positive and open relationships with colleagues in the workplace. I do know a few LGBT people who prefer it not to be known.
According to a survey conducted in 2008, 82% of lesbians and 75% of gay men – say that being completely open about being gay to everyone at work is not a good idea. 14% of respondents claimed they were harassed at work because they were perceived to be lesbian or gay.
Whilst the accronym LGBT is used a lot, there can be significant differences in how people respond to transgender colleagues than gay or bisexual. The ability to “hide” and therefore not be provocative is for some, an asset. I haven’t personally experienced harassment but my nature is perceived as “straight acting” (assumed to be straight) whereas some friends who would be seen as more effeminate have been challenged, and in one case, physically abused – ironically he is straight. Actor Russell Tovey explains to comedian Rob Brydon what “straight acting” means in this mock documentary.
In that survey, one in eight said that being out as gay at work would “definitely” hold back their job promotion prospects. There are certain industries that have the perception of being more challenging environments for LGBT staff. Investment Banking is one. In reality there are many LGBT employees in these organisations but there is still a perception that they are not the best environments in which to be openly gay. However a quick look at the Gay Banker blog (which can be a little risque) can give a different perspective. Organisations increasingly have LGBT Networks that provide mutual support for LGBT staff members, and support initiatives in showcasing diversity within their workforce.
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