The Employer’s Perspective
Sexual orientation is defined as an orientation towards people of the same sex, the opposite sex or to both sexes. The definition of sexual orientation does not include sexual practices – for example, sadomasochism.
Lesbian, gay and bisexual (LGB) people often question whether to reveal personal information, such as sexuality and family life, at the application stage or when they start work. However, there is no legal obligation to disclose sexual orientation.
The Employment Equality (Sexual Orientation) Regulations 2003 outlaw discrimination on grounds of sexual orientation in workplaces throughout Britain . They cover all aspects of employment from recruitment, through pay and working conditions to dismissal.
The law protects people from discrimination on the grounds of sexual orientation. It covers orientations towards people of the same sex, people of the opposite sex, or people of both sexes. Thus it protects lesbians, gay men, bisexuals and heterosexuals in employment and vocational training. It does not permit:
The law also covers perceptions of sexual orientation. Thus it protects people who are assumed – rightly or wrongly – to be of a particular sexual orientation.
Many employers go to great lengths to advertise their support of LGB rights and diversify their workforce. An indication of your LGB-friendliness can be seen from the following:
Employers have a legal responsibility to take reasonable steps to prevent unlawful discrimination. This responsibility should apply to recruitment, selection, training, promotion, dismissal and redundancy policies and practices. Although it is not a legal requirement, a written equal opportunities policy shows a commitment to developing non-discriminatory personnel practices.
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