Homophobia and Discrimination on

More documents

Recommendations

Info

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 69
<strong>Homophobia</strong> <strong>and</strong> <strong>Discrimination</strong> on Grounds of Sexual Orientation <strong>and</strong> Gender Identity in the EU Member States 70 not necessarily prevent discrimination. 198 Nevertheless, it can be an important first step in an organisation. According to an ILGA-Europe report, action by employers responding to pressure for legal compliance is yielding to a growing argument about the ‘business case’ for diversity. 199 In Germany, for example, a number of multinational companies (Ford, Schering <strong>and</strong> Deutsche Bank, to name a few) support the creation of LGB networks within their companies <strong>and</strong> include partner benefits for both LGB <strong>and</strong> heterosexual workers. 200 Good practice: Diversity Programmes. The Stonewall Diversity Champions programme was established in the United Kingdom in 2001 to bring together organisations that wanted to tackle sexual orientation discrimination, share good practice, benchmark <strong>and</strong> develop ideas <strong>and</strong> promote diversity in the workplace. The companies involved have taken a number of steps outlined in the Stonewall Diversity Champions programme: For example, they have developed <strong>and</strong> promoted a written equality <strong>and</strong> diversity policy barring discrimination <strong>and</strong> specifically identifying sexual orientation as a dimension of discrimination; they have developed a working group/diversity team that includes LGB issues; they have established a lead person for LGB issues at board/chief executive level; they have established an LGBT network group for support, consultation <strong>and</strong> policy instruction at the workplace. 201 Good practice: The Swedish All Clear partnership project brought together a number of organisations with the common objective of creating a working environment of universal respect regardless of sexual orientation. Employers' organisations, unions, LGBT organisations <strong>and</strong> a municipality worked together, offering seminars, training sessions <strong>and</strong> a variety of publications. Over three years around 8,000 union representatives, employers <strong>and</strong> others were educated through the project. The project finished in the autumn of 2007. 202 Good practice: In 2007 the lesbian organisation ŠKUC LL, Slovenia, prepared the TV advertisement 'Stop homophobia: Safe workplace for everyone'. The advertisement featured famous Slovenian LGBT people at work. It was shown on national television <strong>and</strong> other local <strong>and</strong> commercial TV channels. 203 198 Fieldwork meeting with Cigale (Luxembourg 7 April 2008), Fieldwork meeting with Arcigay <strong>and</strong> Arcilesbica, (Italy 5 March 2008). 199 S. Quinn, B. Hardt <strong>and</strong> E. Paradis (2007) Going Beyond the Law: promoting equality in employment. ILGA- Europe report 200 S. Quinn, B. Hardt <strong>and</strong> E. Paradis (2007) Going Beyond the Law: promoting equality in employment. ILGA- Europe report 201 See http://www.stonewall.org.uk/workplace/1447.asp (18.02.2009) 202 See http://www.frittfram.se/default.asp?lid=1 (22.10.2008). 203 See http://www.ljudmila.org/lesbo/english.htm (22.10.2008).
Page 2 and 3:
European Union Agency for Fundament
Page 4 and 5:
Foreword On December 18 2008 the UN
Page 6 and 7:
Contents FOREWORD .................
Page 8 and 9:
Executive Summary Background The pr
Page 10 and 11:
Fear of discrimination, homophobia
Page 12 and 13:
usually young men in groups. In rec
Page 14 and 15:
Bullying and haras
Page 16 and 17:
Asylum Although all Member States r
Page 18 and 19:
Opinions According to Art 4(1)(d) o
Page 20 and 21: more public awareness on LGBT issue
Page 22 and 23: 25. Sports organisations or institu
Page 24 and 25: Introduction ‘Respect for the rig
Page 26 and 27: Clarification of terms and<
Page 28 and 29: assigned to them at birth. This inc
Page 30 and 31: Methodology The present analysis re
Page 32 and 33: PART I: Lesbians, gay men, bisexual
Page 34 and 35: in 2003 by the Campaign Against <st
Page 36 and 37: impact that I think profoundly affe
Page 38 and 39: These results come as no surprise.
Page 40 and 41: ‘came out’ to their parents. In
Page 42 and 43: Legislation regarding homophobic ha
Page 44 and 45: and National Equal
Page 46 and 47: 'A group of young people from my to
Page 48 and 49: Several factors may contribute to t
Page 50 and 51: eveal that the National Equality Bo
Page 52 and 53: 'We must say a clear "no" to all th
Page 54 and 55: The Office of the Equal Opportuniti
Page 56 and 57: Bans In recent years there have bee
Page 58 and 59: news media. Violent attacks on demo
Page 60 and 61: efused to rent office space to the
Page 62 and 63: A Finnish study 153 indicated that
Page 64 and 65: National Equality Bodies There is a
Page 66 and 67: Interviews with National Equality B
Page 68 and 69: Research on workplace experiences T
Page 72 and 73: Conclusions LGBT persons are subjec
Page 74 and 75: In interview, the Belgian LGBT NGO
Page 76 and 77: ‘horseplay’ or ‘messing aroun
Page 78 and 79: LGBT youth examined suggested that
Page 80 and 81: educational curricula, as it contri
Page 82 and 83: on the grounds of their sexual orie
Page 84 and 85: 'I was an out patient at hospital <
Page 86 and 87: general population, and</st
Page 88 and 89: I.7. Religious institutions It was
Page 90 and 91: specified. The EU has criticized th
Page 92 and 93: I.8. Sports This section addresses
Page 94 and 95: issue of homophobia or the situatio
Page 96 and 97: I.9. Media This section examines ho
Page 98 and 99: appear as heterosexuals in order to
Page 100 and 101: Conclusions Incidents of homophobic
Page 102 and 103: In other Member States data indicat
Page 104 and 105: interaction with police was support
Page 106 and 107: Conclusions All the Member States i
Page 108 and 109: National Council for Combating <str
Page 110 and 111: empowering ethnic minority LGBT peo
Page 112 and 113: Conclusions People with multiple id
Page 114 and 115: ief overview is given here in order
Page 116 and 117: e closely linked with, among other
Page 118 and 119: sexual abuse (4 per cent) were also
Page 120 and 121:
eported that they were afraid of ha
Page 122 and 123:
The Labour Market There is no evide
Page 124 and 125:
to to provide LGBTQ student organis
Page 126 and 127:
towards gender identity are common
Page 128 and 129:
Good practice: In the United Kingdo
Page 130 and 131:
Elderly transgender people have bee
Page 132 and 133:
Homophobia, transp
Page 134 and 135:
Annex 1 Country Report Authors Coun
Page 136 and 137:
Annex 2 Stakeholder E - Questionnai
Page 138 and 139:
2. A minority accepts 3. Half of p
Page 140 and 141:
4. Almost full recognition 5. Tota
Page 142 and 143:
4. Good protection 5. High protect
Page 144 and 145:
31. Please state your assessment of
Page 146 and 147:
Asylum and family
Page 148 and 149:
48. Primary education (Basic school
Page 150 and 151:
Don't know Does not apply/Not rele
Page 152 and 153:
4. Somewhat high level of awareness
Page 154 and 155:
76. If you have any further comment
Page 156:
European Union Agency for Fundament
show all

Homophobia and Discrimination on

Create successful ePaper yourself

Delete template?

Save as template?