Lesbian, Gay and Bisexual Equality in a Modernizing Public Sector 1997–2010: Opportunities and Threats

Abstract

The public sector has traditionally been in the forefront of equality employment policy and practice and an employer of choice for lesbian, gay and bisexual (LGB) people. The introduction of the Employment Equality (Sexual Orientation) Regulations outlawing discrimination in employment on grounds of sexual orientation in 2003 has undoubtedly offered a step forward for LGB people in British workplaces. Yet the public sector has been subjected to huge changes as a result of the 'modernization agenda' pursued by the Labour government between 1997 and 2010. It has been argued that the pace and direction of change has not only jeopardized but reversed progress made on equal opportunities in the public sector. This article considers LGB employee and trade union representatives' views on the inclusion of sexual orientation in public sector equality policy and practice. It draws on European Social Fund-sponsored research in nine 'good practice' public sector organisations between 1994 and 1997.

Gender identity inclusion in the workplace: broadening diversity management research and practice through the case of transgender employees in the UK

“…A major problem, which emerged from our data analysis, is that out transgender individuals find it extremely hard to penetrate barriers to employment in certain industries, while the ones who have not disclosed their gender identity continue to keep firmly in the closet in order to survive. In line with Colgan and Wright (2011) assertion that traditionally gendered work contexts are particularly unfriendly towards sexual minorities, our study indicates persistent difficulties in normatively gender identitytyped industries ranging from construction to estate agency, accounting and education. Furthermore, the organisational context has a decisive role in shaping the workplace experiences of transgender employees.…”

Coming Out, But Into What? Problematizing Discursive Variations of Revealing the Gay Self in the Workplace

“…First, the results of these studies on the positive effects of coming out are uncertain; for example, Driscoll et al (1996) emphasized that disclosure did not necessarily have positive effects on occupational stress, coping or work satisfaction. Moreover, despite the emergence of gay-friendly organizations (Colgan et al, 2007(Colgan et al, , 2008 there is a broad swathe of literature which testifies to the presence of discriminatory behaviours (Colgan and Wright, 2011) and homophobic discourses towards sexual minorities within organizations (Ozturk, 2011;Priola et al, 2014;Willis, 2012).…”

Annual review article: Is it time to rethink the gender agenda in entrepreneurship research?

“…Those who defy gender conventions risk hostility and threat, resulting in homophobic and/or transphobic reactions to individuals who demonstrate nonnormative or seemingly contradictory gendered characterisations (Butler, 2004;Colgan and Wright, 2011;Bridges, 2014 (Fine, 2010;, and those attempting to transgress norms beyond that which is deemed contextually acceptable risk social sanctions. In particular, women cannot claim male privilege by adopting masculine behaviours; such behaviours become 'pariah femininities' (Schippers, 2009) The gender debate pertaining to bias and valorisation has been effectively illustrated within the field of entrepreneurship where invaluable critiques (Ahl, 2006;Calás et al, 2009;Jennings and Brush, 2013) illustrate how notions of masculinity are coterminous with the normative entrepreneur.…”