Why organisations must acknowledge Pride Month in 2023

Over a third (35%) of LGBTQ+ employees have hidden their sexuality at work because they’re afraid of discrimination. 18% have been the victim of negative comments or behaviour in the workplace due to their sexuality, while 17% have been excluded by colleagues for being LGBTQ+.

Statistics like these highlight that, although there have been many positive steps in the right direction – such as this year marking the 20th anniversary of Section 28 being repealed – the LGBTQ+ community unfortunately still face discrimination over 50 years after the first Pride march in 1970. Workplaces are still not guaranteed to be safe spaces away from prejudice, with studies showing that LGBTQ+ employees may be subject to mistreatment, abuse, exclusion, inequity, and more. So it’s imperative that, in 2023, organisations are supporting Pride Month – and doing more all year round – to put an end to discrimination and inequity.
 

We’re on the right track – but there’s more to be done

There have been many pivotal moments that have progressed LGBTQ+ equity. The age of consent for gay and bisexual men was finally brought in line with heterosexual couples in 2001 in the UK, then in 2008 in Northern Ireland. There are now 34 countries where same-sex marriage is legal, which is increasing every year and looks to continue that way, with recent global strides towards marriage equality including a court in Japan recently ruling against the same-sex marriage ban and South Korea’s first same-sex marriage bill being taken to parliament. We’re not where we need to be yet, but we’re heading in the right direction.

In the workplace specifically, a new law came into force in the UK in 2003 that bans discrimination and harassment of employees because of their sexual orientation. The law addresses the hiring process, salary considerations, career progression opportunities, and reasons for dismissal. Although this law is in place organisations need to be making sure they’re doing all they can to monitor that it’s being abided by – and taking meaningful action if it’s not.
 

The LGBTQ+ pay gap isn’t being resolved 

The most recent research into the LGBTQ+ pay gap discovered that LGBTQ+ employees are paid an average of £6,703 (16%) less than their non-LGBTQ+ counterparts in the UK. Seemingly, not enough has been done to change this since these findings came to light in 2019; just last year, a survey of 1,001 HR professionals highlighted that only 13% of employers monitor the LGBTQ+ pay gap within their organisations.

Employers with 250+ employees are required to report their gender pay gap data annually. The LGBTQ+ pay gap is almost double the gender pay gap, which currently stands at 8.3% for full-time employees. The Trades Union Congress (TUC) believe the government should introduce a requirement for eligible companies to report on their LGBTQ+ pay gap data, the same way they have to report on gender.

Aside from basic salary, some employee benefits are also unmatched, as fewer than half (47%) of organisations have family policies in place that apply equally to LGBTQ+ employees, including adoption, maternity, paternity, and shared parental leave. It is evident that employers need to track pay and benefits disparities, then use this data to put action plans in place to put a stop to this inequity.
 

Organisations can do more to support LGBTQ+ employees

It’s an employer’s responsibility to make sure laws against discrimination are being adhered to; including making sure employees are being paid equally regardless of gender identity or sexual orientation. But more needs to be done than just following the law. Organisations should acknowledge Pride Month and demonstrate their support of their LGBTQ+ colleagues – and increase awareness for their workforce as a whole. But this support has to go beyond a tokenistic display for Pride Month – there must be continuous tangible action, policies and support in place.

All year round, organisations must take the right measures to create an inclusive workplace for all. Stonewall recommends employers support staff through training, awareness-raising sessions, recruiting diverse talent, monitoring diversity, and encouraging LGBTQ+ network groups and role models.

To find out more about how you can help your organisation become a more diverse and inclusive workplace, take a look at our DE&I advisory service.