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Proud to Know

31 August 2010

'Coming out' is not a one-off event, it is something lesbian, gay, bisexual and trans people have to consider every time they move jobs and meet new colleagues, and we must all play a part to challenge discrimination.

Down to all of us to make workplaces safe, inclusive and fair

 

It is up to all of us to make workplaces safe, inclusive, fair places to 'come out' and not solely the role of LGBT reps or staff. 


As a union, we must challenge discrimination, protect our members and promote equality.  We should tackle under-representation at all levels of the union to ensure all members participate and their views are included.


In the public sector, creating workplaces where LGBT members feel supported and valued, better reflects the society in which we live and provides a good service to the public. The new Equality Act introduced a public duty covering sexual orientation, as is already in place for disability, gender and race, so more has to be done by law.


IBM and Stonewall research shows that when LGBT staff work in a supportive environment they are up to 30% more productive than LGBT staff who are in a hostile environment and self-censoring when colleagues ask questions like: “Are you married?” or even “What did you do at the weekend?”


LGBT people are ambitious and career-minded too. 'Barriers' to their development and potential will make career progression more difficult. Gender, race and disability add another 'glass ceiling'. Preventing individuals from achieving their potential will not increase the diversity of senior managers or senior reps, nor provide positive senior LGBT role models.


When you can talk openly about LGBT issues, this increases self-confidence and individual performance, reduces stress and empowers people. Parents of LGBT people may also need support.

Some advice from PCS Proud, the equality group representing LGBT members within PCS:

• Enrol in training in your region

• Being 'outed' in the workplace is harassment and should be taken very seriously. 


• If you suspect a colleague may be LGB or T, take your cue from them and don't try to force them to 'come out'. 
 

• If a member comes out to you it is not 'carte blanche' to tell others unless the member tells you that it is okay. You may be the first person they have come out to. You may be surprised or even shocked, but voicing this may put you into conflict with bullying and harassment policies and also cause the member to lose confidence in the union and decide to leave. 


• Questions such as “What can I do to help?” are fine but more personal and intrusive questions are not. If there is something you do not understand, ask don't guess. 


• Don't assume LGBT members all have the same issues. A lesbian will probably have different issues to a gay man, and probably to another lesbian. Respect their diversity, it helps make a difference. 


• Be aware of how you use language; what one person finds acceptable, another may not.


• Challenge inappropriate behaviour and language in a timely manner, especially anti-LGBT 'jokes', comments and emails.


• If you have an issue with sexuality and trans people, that is your issue to deal with, not theirs. Behave professionally, in an appropriate manner, regardless of personal views or convictions. 


• Avoid creating a hierarchy of equality. Each equality strand has both specific issues and shared ones – no strand trumps another in importance.


• Display posters in your workplace, not just on noticeboards, about Proud or local Pride events. This sends a positive message to your LGBT customers and promotes PCS.


• Invite Proud to speak at your branch executive committee meeting or Learning at Work Week.