Good practice: Sexual orientation

On this page:
Summary
Case study
Key references
Overview
What does sexual orientation mean?
What is an inclusive workplace?
The importance of creating an inclusive workplace
Barriers to creating an inclusive workplace
Proportionality
Benchmarking good practice
Policies that have an impact on sexual orientation
Raising awareness externally
Raising the profile of lesbian, gay and bisexual employees
Training
The recruitment process
Career development
Bullying and harassment
Employee networks
      consultation
      member support and interaction
      promote understanding
      employer support
      management
      membership
      lesbian and bisexual issues
Monitoring
      monitoring is not the first step
      improving response rates
      questions
      confidentiality
      no instant results
Tensions between sexual orientation and religion

Summary

• Sexual orientation means sexual orientation towards persons of the same sex, persons of the opposite sex or persons of either sex. (See What does sexual orientation mean?)
• An inclusive workplace is one where all employees, whatever their sexual orientation, feel that the organisation respects and values them. (See What is an inclusive workplace?)
• Creating an inclusive workplace for lesbian, gay and bisexual (LGB) employees is likely to benefit the bottom line. (See The importance of creating an inclusive workplace)
• Fear of unfair treatment and a lack of understanding about sexual orientation are two of the main barriers to creating an inclusive workplace for LGB employees. (See Barriers to creating an inclusive workplace)
• Having inclusive policies and practices is the first step towards creating an inclusive workplace for employees, whatever their sexual orientation. (See Policies that have an impact on sexual orientation)
• Employers could take part in events outside the workplace aimed at raising awareness about LGB issues. (See Raising awareness externally)
• Where LGB employees are visible, this is likely to help other LGB employees to feel that they belong in the organisation and to encourage them to advance in their career. (See Raising the profile of lesbian, gay and bisexual employees)
• Employers should train all employees on sexual orientation, to help to address misunderstandings, avoid unfair treatment and bullying and harassment, and inform employees of their rights and where to seek help if they feel that they have been discriminated against because of sexual orientation. (See Training)
• Employers can take action to encourage all suitable individuals, whatever their sexual orientation, to apply for vacant posts, giving the organisation a wider candidate base from which to select employees. (See The recruitment process)
• Employers should help LGB employees to progress in their career, by training line managers on conscious and unconscious bias and encouraging LGB employees to participate in training and development opportunities. (See Career development)
• Employers should deal with complaints of bullying and harassment promptly, transparently and firmly. Employees should know what procedure they need to follow should they wish to make a complaint about bullying and harassment, including to whom they can talk informally. (See Bullying and harassment)
• Employers should support LGB employee networks. Networks can have different purposes, including providing a forum for LGB employees to support one another, acting as a consultation forum for the employer, and raising awareness about LGB issues throughout the organisation. (See Employee networks)
• Monitoring on the basis of sexual orientation can help employers to determine what action to take to create a more inclusive workplace for LGB employees. (See Monitoring)
• Employers should promote understanding between employees who observe a religion and LGB employees, and train line managers on dealing with conflicts between religion and sexual orientation. (See Tensions between sexual orientation and religion)

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Overview

This section of the XpertHR good practice manual identifies the actions that employers can take to build an inclusive workplace for lesbian, gay and bisexual (LGB) employees, while supporting the needs of the business. 

Good practice towards transgender people is not included in this guide, because transgender status is about gender identity, rather than sexual orientation. Although some transgender men and women are LGB, employers can take additional steps to build an inclusive workplace for them. 

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What does sexual orientation mean?

Sexual orientation is a person's preference for sexual partners and means sexual orientation towards persons of the same sex, persons of the opposite sex or persons of either sex.

There is a lack of robust data on the number of lesbian, gay and bisexual (LGB) people in the UK.