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Out and proud

25 June 2010

In spite of being legally protected against discrimination, lesbian, gay, bisexual and trans people face negative attitudes and barriers, including breaches of privacy and being overlooked for promotion

The phrase ‘being in the closet’, with which most people are familiar, describes lesbian, gay men, bisexual or trans (LGBT) people who feel they must hide their sexual orientation and gender identity. It is often associated with acute feelings of fear, isolation, confusion, despair and anger. Sometimes people even feel suicidal.

‘Coming out’ means disclosing a person’s sexual orientation and gender identity. By doing this, an LGBT person takes a brave, public step into an unknown future. For most, it is a stressful transition. Many LGBT eople are wary of ‘coming out’ for fear of discrimination, homo/bi/transphobia and violence against them and their loved ones. They also fear rejection and abuse by their families, friends, colleagues and strangers.

Older LGBT people may find it hard to ‘fit in’ easily into the gay pub or club scene or into heterosexual circles. “Older gay and bisexual men will have had early experiences of living their lives outside the law, which might understandably breed mistrust of the police” (Age Concern).

The pressure to ‘fit in with the norm’ is reflected in LGBT members’ comments: “I had to remember what I had said before to avoid incriminating myself” and “I smiled at homophobic banter and turned it in against myself resulting in depression and guilt”.

LGBT people come from every faith, religion and belief. One bisexual BIS member explained: “A colleague took a card out of her bag and left it in her in-tray. I noticed it clearly said homosexuals are evil and sick. I was instantly shocked and livid as this was at work and she shares the same faith as me. ...”

A Tribunals member said: “Some colleagues are great and accepting. Others are clumsy at best, at worst ignorant, abusive and offensive in what they say at work. Comments like “it’s a lifestyle choice” should be challenged.

They deny me my human rights and civil protection, my right to access to services and trivialise my experience as a lesbian and a human being.”

In spite of being legally protected against discrimination in almost all workplaces, LGBT people face negative attitudes and barriers, including breaches of privacy and being overlooked for promotion. For example, lesbians face the ‘double-glazed glass ceiling’ of barriers due to gender and sexual orientation (Stonewall). LGBT individuals may even discriminate against other LGBT colleagues.

Research suggests that in the year up to February 2008 “One in eight lesbians and gay men and one in 20 bisexuals had experienced a hate crime or incident” (The Equality and Human Rights Commission’s Homophobic hate crimes and hate incidents).

An estimated 75% of homo/bi/transphobic crimes and incidents go unreported for many reasons – fear of retribution or a lack of financial resources for legal processes, for example.

Fortunately, public authorities have a legal duty under the Equality Act 2010 to address such incidents proactively. Employees should act with sensitivity and report promptly any workplace incidences to PCS reps.

Some practical advice

  • If someone comes out to you, respect them, their courage and honesty.
  • Be supportive and tackle negative stereotypes, myths, remarks and homophobic bullying even if you believe none of your colleagues are LGBT.
  • Ask your reps to negotiate changes to policies eg bullying, where LGBT issues are not covered.
  • Join and get involved in PCS Proud or your workplace LGBT network.
  • If you are unsure about something relating to LGBT issues, ask your local equality rep or contact Proud or PCS HQ for information.
  • Be aware that people in LGBT communities are as varied as those in Black communities, for example, and that there are overlaps with gender, disability, race, age and so on.
  • Report all homo/bi/transphobic incidents.

Sources of information