East Midlands
Newsletter 6
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East Midlands Newsletter 6 |
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26
April, 2003
East Midlands Proud Newsletter no.6 The past few weeks have been a little less hectic than of late, giving me an opportunity to re-group the senses. No earth shattering events to report this issue, but there is a Steering Committee meeting on May 8, so if you want me to raise anything at that meeting get in touch. Web site It’s finally here folks! Proud now has it’s own web site, and our web master, Davey, has done a cracking good job too! All of the East Midlands Newsletters will be archived in our own East Midlands pages, as well as Dave Shaw’s ‘Pink and Pinkish Water Holes’ bar guide. If you want to write an article for the web site, or have some ideas for features, contact Davey at: dave@pcsproud.org.uk, or if you just want to visit the site, and maybe sign the visitors book, go to www.pcsproud.org.uk Subscriptions Here is a reminder that it’s time to renew your subscriptions! I enclose an application form for you to fill in and return to our membership secretary, Geoff Webb. You will notice that there is a new entry for your email address. This will be a very useful way for reps. to be in touch with you if you have an address that can be used. You may also know others who are interested in joining, so if you need extra forms – get in touch! Meeting Our intrepid explorers met beneath the sun drenched (there’s a glass roof) coconut tree at the Coco Lounge, Nottingham, on Saturday lunchtime 29 March. I carried a foreign newspaper, but there were no pith helmets in sight. After quenching our appetites with a gobbet or two of good food and slaking our thirst with a sip of ale, we moved on to the Lord Roberts to partake of a modicum of quiet and civilised conversation. Then, several sips and some slurps later, feeling in the mood to explore the more exotic, and because we were beginning to loosen up by this time, we thought we would try the hospitality of The New Foresters, on St Anne’s Street. This is primarily a lesbian bar, and although I was the only lesbian in our party, the chaps were game to give it a go! However,
after the cosy surroundings of the Lord Roberts, it was somewhat of a
culture shock to walk in to a room resounding with heavy metal, and dogs
chewing on what were, hopefully, toys. As it was a nice day, we quickly
shuffled as one outside to seat ourselves in the ‘patio’ area, and soak
up the last of the day’s sun. And so ended another Proud East Midlands
gathering. See what some of you are missing? Training I’ve left the longest until last. Below is my report back from the Proud Stage 1 Training event held in Eastbourne, which I attended along with two other East Midlands delegates. Discrimination and the Workplace The Proud Stage 1 course was held in Eastbourne between 11 – 13 April 2003. The first day after arrival (it was a long journey) was spent in registration, a quick walk on the beach and along the pier, and introductions to the other delegates. Day two, Saturday morning, started off with an overview of the day, and then we moved off in to groups in an exercise to identify discrimination in the workplace. This was not an easy exercise in many ways, because most departments have good equal opportunities policies, which would be hard to fault. However, this was in contrast to some individuals’ actual experiences. While it would be hard to prove that low box markings on annual reports or being passed over for promotion were due to ‘lifestyle’ issues in many cases, the most common experience amongst the delegates was that of the backward attitudes of fellow work colleagues due to ignorance of LGBT issues. Problems identified include: Outright intimidation and harassment, gay jokes, exclusion from social events, feeling excluded by being unable to discuss one’s personal relationships with colleagues, religious bigotry and gossip about individuals and their presumed sexuality. There was also a problem with assumptions being made about lifestyle, and ‘straight’ colleagues flirting with gay individuals, whether they were openly gay or not, with no respect for the feelings or dignity of that person. It was also felt that while there were instances of Special Leave being granted for marriage break-ups, the same status, acknowledgement and support was not being given to LGB relationships if they broke down, and that these relationships were often perceived to be inferior or infantile. Another area of concern for Special Leave entitlement was that of needing to care for a partner who was HIV positive, or elderly. The next item on the agenda was that of getting some feedback from Proud Secretary Brian Shaw on the issues confronting Proud as a group during the coming year. The three main issues would be the Employment Directive coming in later this year, pensions, and Civil Partnership rights. New guidance is going to have to be drawn up on how to use the new law, and good case law will need to be established. There are also going to be changes to the law that will affect pensions, although it is unclear what the effect will be at the moment. The Civil Partnership legislation does not cover same sex couples currently, and this needs to be addressed. Another area that Proud will be looking at will be that of gathering data on LGBT individual’s experiences, as it is now felt that anecdotal evidence does not lend enough support to fighting for further rights. Of course, this will raise issues of confidence and confidentiality for LGB members, so will need to be handled very carefully. We then broke up in to groups to discuss the issues surrounding ‘Coming Out’, both in the workplace and in the Union. This issue was looked at in terms of there being both advantages and disadvantages to ‘Coming Out’. We also took into account the attitudes of colleagues and management, and the main problems faced by individuals. Some of the advantages we came up with were: Taking control of your life, and in so doing reducing the feelings of anxiety and using up less emotional energy. Having a more open life made individuals feel more confident and positive about themselves, and work mates appeared to be more genuine and relaxed in turn. Being ‘out’ stopped gossip and the fear of being witch hunted or ‘outed’, and helped raise awareness and change assumptions amongst colleagues. Some delegates felt that coming out in the Union first was helpful, but that individuals should consider carefully who to tell and who not to tell. Some of the problems encountered were feelings of embarrassment, fear of rejection, probing questions and stress. Some of the disadvantages we found were: The individual may become a target for ridicule or worse. Assumptions and stereotypes may be applied and your sexuality becomes your main defining characteristic. For gay men especially, you may be classed as a child molester. If you come from a religious community, you may fear rejection by that community. Time off for sickness becomes somehow linked to HIV or AIDS, even if you just had a cold. You may feel you are being excluded from social events. You might find yourself in the position of having to tackle prejudice, and Union reps. and management, not trained on LGBT issues, are unable to give appropriate support – or they simply do not see a problem. In conclusion, though, it was felt that more often than not most fears were not realised on coming out. At the end of the day, your sexuality was not the problem. The
groups then went on to discuss ways of tackling homophobia. We divided
the strategy into two areas: As individuals, we could write to PCS View, raise awareness through the local Branch Executive Committee by putting forward motions, challenge inappropriate behaviour and offensive language, and join the Union local Equal Opportunities Advisory Committee. Our Branch committees could put motions to Group or National level, include articles in the local Union Newsletter, publicise Proud by putting up posters around the workplace and include membership application forms in Union Welcome Packs for new recruits. The BEC could also invite Proud to train Branch Representatives on ‘Tackling Homophobia in the Workplace,’ and invite a speaker from Proud to a BEC meeting or AGM. Group Committees could support motions put by Branches, include articles in the Group magazine on Proud and LGBT issues such as the incoming legislation, ensure their reps. are trained on LGBT issues, ensure that management receives adequate diversity training, and review equal opportunities policies to include sexual orientation issues. The National Union should make unequivocal statements as to supporting LGBT rights, and condemn homophobic attitudes. It should include space in every issue of PCS View for the work of Proud, as well as reporting on such matters as the incoming Employment Directive. Day three, Sunday, the delegates gathered with sore heads to look at some case studies. Each group had a different scenario, taken from real events, and thought about how to tackle each situation. Some were more straightforward than others, and after each group gave it’s feedback, we heard how the issues were resolved, or not, in each instance. We finished off the course by thinking of three personal goals to aim for, and three things to do in the work place or take up with PCS. I
am sure that all of the delegates came away with much food for thought,
and strengthened by the contact with the other delegates over the course
of the weekend. That’s all from me for now. Hope to see you soon! Jude |