This year's theme is Hidden Histories and Coded Lives and The TUC has produced a list of trade union events to run throughout the month on the website with most events being open to all.
Since 1997 the position of LGBT people has improved as a result of human rights legislation. Transsexual men and women are now able to assert their gender on passports and birth certificates. Section 28 was repealed in 2003.
Since 2010 we have had a single Equality Act that includes sexual orientation and gender reassignment among its protected characteristics. A crime with a homophobic motive is now a hate crime. LGBT people can marry and enjoy the same pension rights as heterosexual couples.
The LGBT community have become visible in the media, from Saturday night TV and soap characters to dramas and documentaries. Out and proud gay and lesbian MPs sit in parliament in all the major parties. We have finally seen same sex marriage laws passed in many countries but there is still a long way to go.
The Civil Service published a report in 2011 that found:
- 19% of LGB Civil Servants had personally experienced discrimination at work, significantly higher than discrimination levels reported by other groups. 31% of those experiencing discrimination directly attributed this to their sexual orientation.
- Over a quarter of LGB staff felt they had been treated unfairly when it came to career development. However, only 16% had ever complained. Less than half felt that they could complain about career disadvantages experienced without it having a negative impact on their working life. The figure is even lower for transgender civil servants.
- Experiences of complaint handling suggested a high degree of inconsistency from line managers in the implementation of discrimination and harassment policies.
The report also found:
- Nearly half of transgender people experience discrimination at work.
- 88% cite ignorance of trans issues at work a major challenge.
- Transitioning at work is one of the main triggers for discrimination.
However the figures may be highly inaccurate due to the low number of staff updating their diversity data on Resource Management. This is also replicated by members not updating their gender and sexuality on the PCS Membership records. We cannot overstate the importance of ensuring records are correct on both systems to ensure the reliability of Performance, Grievance and Disciplinary data.
The DWP PCS Group along with LGBT Equality Advisory committee have put together articles to be issued throughout February, to celebrate not only high profile activists and figures but the people and staff that work tirelessly to ensure equality for all. The LGBT committee would also like to send thanks to Shaun Langdon for the many contributions he has made to equality over the last few years.
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