Supporting LGBTQ+ Employees: How To Make Sure You Adhere To The Equality Act 2010

The Equality Act 2010 prohibits discrimination based on sexual orientation or gender identity in the workplace. Employers have a legal obligation to ensure that all employment practices adhere to the Act and promote an inclusive workplace culture. Here are some steps that games businesses can take to ensure compliance with the Act and promote a welcoming and supportive work environment for LGBTQ+ staff…

Supporting LGBTQ+ employees

Develop an inclusive Equal Opportunities Policy: An equal opportunities policy should be in place that specifically includes LGBTQ+ staff. This policy should outline the organisation’s commitment to diversity and inclusion and provide clear guidance on what constitutes unacceptable behaviour, such as discrimination or harassment.

Use inclusive language in recruitment materials and job advertisements: Language in recruitment materials should be gender-neutral, and job advertisements should avoid specifying gender or sexual orientation requirements. The focus should be on skills, experience, and qualifications needed for the role.

Provide gender-neutral facilities: Employers should provide gender-neutral facilities for staff to use. This includes bathrooms and changing rooms. By providing gender-neutral facilities, employers can ensure that all staff feel comfortable and respected.

Offer support and training: Employers should provide training to managers and staff on LGBTQ+ issues and how to create an inclusive workplace. In addition, they should offer confidential support and resources for LGBTQ+ staff who may need assistance.

Celebrate LGBTQ+ culture and milestones: Employers should celebrate events such as Pride Month, Transgender Day of Remembrance, and National Coming Out Day to show their support for LGBTQ+ staff. This can be done through company-wide emails, internal events, and social media.

Monitor diversity and inclusion: Employers should monitor diversity and inclusion in their workforce, recruitment processes, and retention rates. By doing so, they can identify areas where improvements need to be made and develop strategies to increase diversity.

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