Homophobia and Discrimination on

Another United Kingdom study, 194 by Stonewall, that surveyed 1,658 LGB persons
across Britain, showed that 20 percent of respondents experienced bullying from their
colleagues because of their sexual orientation. Furthermore, findings showed that
certain categories of lesbian <strong>and</strong> gay employees - such as skilled, semiskilled or
unskilled manual workers - are 50 per cent more likely to experience bullying than higher
managerial, administrative or clerical employees.
Clearly the proportion of those experiencing discrimination based on sexual orientation
in these surveys is unacceptably quite high. In addition, it is reasonable to assume that
given the lack of visibility <strong>and</strong> disclosure of LGBT identity the results partially mask the
real magnitude of the problem.
Employers’ attitudes <strong>and</strong> responsibilities towards LGBT staff
EU anti-discrimination law places obligations on employers to protect employees from
discrimination, <strong>and</strong> to ensure equal treatment on grounds of sexual orientation.
Nevertheless, the responsibility of the employer was rarely mentioned during the
fieldwork interviews by the National Equality Bodies, public authorities <strong>and</strong> LGBT NGOs
interviewed for this report.
A United Kingdom study addressing the impact of employment equality legislation 195
found that 34 per cent of LGB respondents said employment equality legislation has had
a positive impact <strong>and</strong> that 65 per cent said they would be more likely to file a complaint if
a problem arose after the introduction of the regulations.
Good practice: 'Equality for lesbian <strong>and</strong> gay people is integral to our corporate equality
policies. We want to be a safe place for lesbian <strong>and</strong> gay people to work. As the largest
employer in the county we also see our role as setting an example to other employers in
the area.' 196 (Senior Education Officer, Denbighshire County Council, UK)
These findings highlight the role of management. A German study showed that diversity
management activities <strong>and</strong> an open-minded culture (offering partner benefits, for
example) have an influence on the openness <strong>and</strong> welfare of LGB employees. 197
Interviewees pointed out that the mere presence of diversity management policies does
194 R. Hunt <strong>and</strong> S. Dick (2008) ‘Serves You Right. Lesbian <strong>and</strong> gay people’s expectations of discrimination’
Stonewall
195 Colgan, F., Creegan, C., McKerney, A. <strong>and</strong> Wright, T. (undated) Lesbian, Gay <strong>and</strong> Bisexual Workers:
equality, Diversity <strong>and</strong> Inclusion in the Workplace: A Qualitative Research Study. COERC/London
Metropolitan University.
196 Stonewall (2007) Sexual Orientation Employer H<strong>and</strong>book, Third Edition, p. 8.
197 D. Frohn (2007) „Out im Office?!“ Sexuelle Identität, (Anti-)Diskriminierung und Diversity am Arbeitsplatz.
Köln: Schwules Netzwerk NRW e.V. (ed.) funded by Ministry for Intergenerational Affairs, Family, Women
& Integration of North Rhine-Westphalia.
Part II - The Social Situation
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