PurposeThe purpose of this paper is to identify organisational good practice concerning equality, diversity and sexual orientation and consider the impact of the Employment Equality (Sexual Orientation) Regulations 2003.Design/methodology/approachThe paper employs in‐depth interviews and a short survey with 154 lesbian, gay and bisexual people (LGB) and 60 interviews with management, trade union and LGB group representatives within 16 “good practice” case study organisations.FindingsBefore the introduction of the (SO) Regulations (2003), progress concerning equality, diversity and sexual orientation was made based on social justice and/or business case arguments. The research shows that an inclusive organisational response can benefit both LGB employees and their employers. However, an “implementation gap” between equality/diversity policy and practice on sexual orientation was identified. The introduction of the law as a further driver to equality action in the sexual orientation area has been positive. However, LGB employees voiced concerns about the way in which organisations rely on LGB people to come forward with complaints before tackling problems. Thus, the protection provided by the (SO) Regulations 2003, although welcomed, was not seen as a panacea to tackling discrimination and harassment on grounds of sexual orientation in the workplace. LGB respondents looked to their organisation management to provide proactive leadership on equality/diversity issues and stop treating the sexual orientation strand as the “poor relation” within the organisational drive for equality and diversity.Originality/valueThe paper addresses the gap in knowledge regarding LGB people's perceptions of equality/diversity policy and practice within UK workplaces, providing information on good practice for employers, trade unions, government and LGB campaigning organisations.
A key change for lesbian, gay and bisexual (LGB) people in the European Union has been the prohibition by the Employment Equality Directive (2000) of discrimination in employment on grounds of sexual orientation. This article focuses on the UK, which in 2003 introduced legislation making it unlawful to discriminate on these grounds. It explores the factors encouraging ‘good practice’ in sexual orientation equality work. It considers progress within the public services that have ‘pioneered’ sexual orientation equalities work, drawing on the views of LGB employees, management and trade union stakeholders. The recent legislation is considered to have provided a major impetus for change; however, an emerging ‘business case’ within the public service modernisation agenda is considered to have provided both opportunities and barriers to progress. A challenge for HR practitioners is getting organisational commitment to sexual orientation work, which is still perceived within organisations as a ‘sensitive’ area.
This article examines employee perceptions of the implementation of a local authority race equality plan in the United Kingdom. It explores the way in which the changed landscape of local authorities in the 1990s affected the implementation of race equality policies. We seek to shed light on black and ethnic minority people’s experiences of their treatment within organizations in the context of the appearance of ‘institutional racism’ on the UK public agenda. We do so whilst recognizing the complex interplay of race and gender in perceptions and experiences of organizational inequalities. The analysis focuses on employee perceptions of the culture of the authority and of the performance, ownership and efficacy of the race equality plan. The article highlights the importance of exploring and understanding workforce perceptions of equal opportunities policies.
This article reports emerging findings from a qualitative research study about lesbian, gay and bisexual (LGB) people at work in the UK. The research focuses on the personal experiences and strategies of LGB people amidst changing organisational responses to sexuality within a new legal and political landscape following the introduction of the Employment Equality (Sexual Orientation) Regulations 2003. The article draws specifically on the perceptions of lesbian respondents about a range of issues concerning social inclusion and exclusion in the workplace including coming out at work, treatment by managers and colleagues, workplace and organisational culture and participation in LGBT groups and networks.
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