One in five (21%) workplaces do not have any policies in place to support their lesbian, gay, bi and trans (LGBT) staff at work, according to a new poll published this week.
The poll of around 1,000 HR managers – run for the Trades Union Congress by YouGov and published at the union’s annual LGBT+ conference – also found:
- 51% have a policy prohibiting discrimination, bullying and harassment against LGBT workers in their workplace;
- 47% have a clear reporting route for workers to raise concerns about discrimination, bullying and harassment against LGBT workers;
- 15% have responded to bullying, harassment or discrimination against one or more LGBT workers;
- 25% have a policy setting out support for trans (including non-binary) workers who wish to transition to live as another gender;
- 47% have family policies (such as adoption, maternity, paternity and shared parental leave policies) that apply equally to LGBT workers;
- 34% of HR managers with LGBT policies in place have reviewed those policies in the last 12 months and 28% can’t remember when they last looked at them.
Monitoring the pay gap
The most recent research suggests there is a 16% pay gap, meaning LGBT workers are paid £6,703 less a year.
But the new poll revealed only 13% of HR managers currently monitor the pay gap between LGBT workers' pay and non-LGBT workers’ pay.
The TUC said it is “unsurprising” that only 20% of managers said they have a LGBT action plan to address inequalities identified through monitoring exercises.
TUC General Secretary Frances O’Grady said: “Lesbian, gay, bi and trans people deserve to feel safe and to be respected at work. But it’s shocking so many workplaces don’t have specific policies in place to support their LGBT staff. Without these policies, too many LGBT workers experience bullying, harassment and discrimination at work.
“A step change is long overdue. Ministers must introduce a new duty on employers to protect all workers from harassment by customers and clients. Government should also introduce a statutory requirement for large employers to report on their LGBT pay gaps – in the same way they do their gender pay gaps – with action plans detailing how bosses will address these inequalities.”
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