What is LGBT+ History Month
LGBT+ History Month has been celebrated every February in the UK since 2005. Through a nationwide series of events the aim of the month as set out by LGBT+ History Month is to provide, “an opportunity to connect and reflect on the past and present of the LGBT+ Community, celebrate LGBT+ culture and progress towards equality over time, and to explore what the lessons of history can teach us for the future”.
LGBT+ Rights Milestones
The rights, recognition and awareness of the LGBT+ community have grown enormously over time, that isn’t to say though that more can’t be done to change things for the better. LGBT+ History Month has a range of useful resources including a fascinating timeline of milestones which makes for interesting reading, here’s just a selection of facts:
- In 1791 France became the first country to decriminalise homosexuality, since then 126 other countries have followed suit.
- In 1972, Sweden became the first country to legalise medical transition for trans people, as well as legal gender recognition.
- In 1988, Sweden became the first country to introduce anti-discrimination laws on the basis of sexual orientation. Now, 57 countries provide broad protection against discrimination and 81 provide employment protection based on sexual orientation.
- Denmark became the first country to legalise same-sex unions in 1989, while the first to legalise same-sex marriage was the Netherlands in 2001 – since followed by 29 other countries.
- The Netherlands was the first country to fully legalise joint adoption by same-sex couples in 2001. The figure now stands at 32 countries, as well as a number of Mexican states and British territories.
LGBT+ In The Workplace
The Equality Act 2010 was a watershed moment in UK anti-discrimination and employment legislation and it enshrined in law nine protected characteristics which means that a legal case could be brought against an offending party if it is believed that someone has been treated unfairly because of one of these protected characteristics. In relation to the LGBT+ community three of these protected characteristics are particularly relevant.
Gender Reassignment
The Act gives protection from discrimination if a transgender person proposes to, begins, or has completed a process of gender reassignment. By encompassing all three stages people are protected if they choose to live in a different gender to which they were born even if they don’t undergo any medical procedure. Employers should therefore be aware of any employees to whom this would apply and ensure that their choices are respected and that any support needed is provided.
Marriage or Civil Partnership
Employees who are married or in a civil partnership, including same sex partnerships are protected by the Act. If employers or other colleagues treat someone differently or unfavourably because of this characteristic then an act of discrimination may have occurred.
Sexual Orientation
All sexual orientations have equal protection under the Act to make certain that discrimination of this nature is unlawful. Employers should be particularly mindful of people in their teams making comments, name calling or using other slurs in relation to someone’s sexual orientation which are often passed off as banter, but which could actually be classed as bullying, harassment, victimisation and ultimately discrimination.
Many employers will have policies and procedures in place to set out their company’s approach to Equality, Diversity and Inclusion which is a great starting point but considering the aims of this month it is important to remember that history has taught us that actions often speak louder than words. Employers should therefore take time to look at the culture of their company, how welcoming and inclusive it is and if it’s not then do something about it. Employers should also look at raising awareness and understanding through training and discussion so that everyone is aware of their responsibilities. If employers are proactive then they can create a positive working environment in which everyone is comfortable, respected, valued and included and this will help their employees and their company to thrive.
Do you have any questions about todays blog, need help in becoming legally compliant with contracts/policies or can we support you in taking away any people pains to give you peace of mind?
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Why not also check out our blog on a similar topic Bullying at work – the impact on LGBTQ+ employees
We also have a YouTube channel with loads of handy videos outlining various HR related scenarios.
