Associate Philip Pearson-Batt
A leading HR & Employment Law company is urging businesses to use Pride month as a time to think about how they can be more accepting, with a survey revealing that almost a fifth of LGBTQ+ people feel stressed about their workplace.
Precept, whose headquarters is in Derby, say that even a small amount of education and awareness of LGBTQ+ issues can go a long way in helping staff to feel safe with 46% of people surveyed by market research company Rethinkly stating that they are unable to fulfil public delivery such as presentation and client meetings without experiencing anxiety.
Pride month is marked every June and is dedicated to celebration and commemoration of lesbian, gay, bisexual, transgender and queer pride. Originally known as “gay Pride month”, it has now grown to encompass all members of the LGBTQ+ community, with the + representing people of all identities.
Philip Pearson-Batt, an associate at Precept, said: “Pride month is about acceptance, equality and celebrating the work of LGBTQ+ people. It is also an opportunity to raise awareness about LGBTQ+ history and generally educate the public about LGBTQ+ issues.
“Whilst society is undoubtedly more open and understanding of LGBTQ+ issues nowadays, there are still lots of challenges that LGBTQ+ employees face.
“Research shows that diverse workplaces are often more productive and, with June being Pride month, now is a perfect time to think about what more can be done to create a more accepting environment.”
A poll from the Trade Union Congress (TUC) in 2022 highlighted that there is still a widespread lack of support for LGBTQ+ staff with one in five workplaces saying that they didn’t have any HR policies in place to support staff.
“Of course you need to put in place robust equality, diversity and inclusivity policies that set out clearly the types of discriminatory treatment and expressly prohibit any such treatment,” said Philip.
“However, think about your other policies, too; are they inclusive of LGBTQ+ staff? Wherever possible you should try to avoid using gendered language – particularly in relation to family-friendly leave – and make sure that employee benefits apply equally to LGBTQ+ staff, so match maternity leave and equal access should be given to any health insurance or death in service benefits.”
Philip also encourages training to educate staff and says that it is important to listen and take action.
He said: “LGBTQ+ issues are not all identical. Listen to your staff and they can help you to formulate the policies and training within the workplace. Consider having an equality and diversity “champion” too.
“And, most importantly, take action. If you see something that seems discriminatory, you should either raise concerns to the relevant person – whether that’s HR or senior manager – or you yourself should take appropriate action.
“Remember, supporting LGBTQ+ staff goes way beyond Pride month and should be incorporated into your everyday practices. If you need any help and advice, Precept are always willing to help.”
