Stonewall guidance on bisexual people in the
workplace
Stonewall, has
published guidance for employers on supporting bisexual employees in their
workplace. The guidance, which is supported by the Home Office, contains key
recommendations and suggestions on how to create an improved working
environment for bisexual workers so they do not feel discriminated against or
invisible at work.
Stonewall takes the
view that people perform better when they can be themselves and despite many
great strides that have been made to achieve sexual orientation equality in
workplaces across Britain, many bisexual men and women still feel unable to be
themselves at work.
The guide, Bisexual People in the Workplace: practical advice for employers,
shows that the discrimination bisexual people often face can prevent them
achieving their full potential at work. These experiences are often quite distinct
from those of their lesbian and gay colleagues. Too often stereotypical
assumptions and beliefs about bisexual people and their lives, from both
straight and gay people, mean that they feel unable to access the very
initiatives that are meant to support them.
Bisexual People in
the Workplace provides a practical resource for organisations that want to know
more about the issues bisexual people face in the workplace and want to include
bisexual employees in their diversity initiatives. The Employment Equality
(Sexual Orientation) Regulations 2003 define bisexuality as a sexual
orientation towards persons of the same sex and of the opposite sex.
The guide is split
into four sections: (i) Key issues for bisexual staff; (ii) Developing
effective policy and procedure; (iii) Engaging bisexual employees; and (iv) Evaluating
success and continuing progress. The guide also contains a list of ten steps to
support bisexual workplace inclusion.
This provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and the judgments made in every aspect of the case. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, we cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
