Homophobia and Discrimination on

Conclusions
LGBT persons are subject to homophobia <strong>and</strong> discrimination in the labour market in a
number of ways: direct discrimination, harassment, bullying, ridicule <strong>and</strong> being socially
'frozen out'. Due to the invisibility of LGBT persons <strong>and</strong> a relatively low level of recorded
complaints to National Equality Bodies, the actual extent of homophobia, transphobia
<strong>and</strong> discrimination is not possible to determine. A general lack of awareness of rights,
together with the reluctance of LGBT persons to publicly display their sexual orientation
or gender identity through a tribunal or court case partly explain this phenomenon.
Many workplaces are currently not considered 'safe havens' for LGBT staff. Although
data varies according to national context, studies <strong>and</strong> interviews with National Equality
Bodies <strong>and</strong> LGBT NGOs demonstrate that the majority of LGBT persons are generally
reluctant, or somewhat reluctant, to being out <strong>and</strong> open in the workplace.
Past experiences or fear of homophobia <strong>and</strong> discrimination, the risk of dismissal <strong>and</strong> the
workplace environment all play a role in determining LGBT persons’ decisions about
openness in the workplace. Nevertheless, closeted sexual orientations affect the health
<strong>and</strong> well-being of LGBT staff <strong>and</strong> may result in less satisfactory work results.
The role of management, as well as the presence or lack of diversity <strong>and</strong> equal
treatment policies, has implications for LGBT persons' perception of a safe <strong>and</strong> inclusive
work environment. Here, the presence of employment equality legislation, <strong>and</strong> its
inclusion of LGBT persons, influences the incentives to bring discrimination cases
forward.
Part II - The Social Situation
71