North West
North East
Eastern Counties
Yorkshire
Wales
Scotland
Northern Ireland
East Midlands
West Midlands
South Coast
London
South West

Transgender

Black Members Home / Index

Links

Disabled Members

Women's Group

Young Members

For Sexuality the key messages should cover:

“You have the right to be yourself”

You should not have to hide who you are or be ashamed of who you are at work.

Difference and individuality should be valued and respected and celebrated.

The organisation should strive to challenge stereotypes and promote positive images of LGBT people within the organisation.

The jobcentre plus will stand up for the rights of LGBT people in the workplace under the Sexual Orientation law have clear consequences for discrimination and breaking this law. This should be made clear to all staff.

“You have the right to be heard”.

We need to ensure that when allegations are made that the manager or person who caused this discrimination does not deal with the victim.

The person dealing or overseeing the case should be someone with the background and expertise in this area. This is essential to make sure the situation is dealt with in a fair way and if appropriate the victim should be supported during this time.

“You have the right to be kept safe from harm”.

In this case this applies to both staff and customers who are homophobic and hurl abuse and threats due to someone’s sexuality.

In some areas of the country this is not being adhered to and managers on the frontline are unsure of how to deal with this kind of behaviour.

This is an issue that needs to be dealt with now especially when we will get same sex couples claiming benefit together and issues around pensions etc.

LGBT customers need to feel safe and that they will be dealt with in a discreet way and that their sexuality does not become public knowledge for the office and gossiped around the office and in the smoking room.

For staff – this will mean that customers who are homophobic and try to intimidate staff are dealt with strictly and warning letters and other sanctions are applied.

This will also mean that once this has been brought to our attention that the member of staff will not have to deal with this customer if this happens a second time.

I know of cases where little or nothing has been done leaving the member of staff to feel victimised and unsupported.

We need to advertise and support a non-acceptance stance around discrimination for all groups with posters in Jobcentre plus for customers to see and what the consequences will be for this behaviour.

Shouting, abuse, physical harm, intimidation, swearing in regards to racist, sexist, homophobic, ethnic put downs are not acceptable. This needs to be made aware to customers and on all products that go out to our customers.

We need clear language about prohibited behaviour.

A description of the penalties.
Clear outline of the grievance procedures for this, which is not long and complicated.
An experienced person deals with prompt investigation of complaints from the appropriate department who will oversee the process.
There also needs to be protection from retaliation and revenge.

We need to look at this more in the near future the sexual Orientation law will also cover goods and services and then we will also be liable for the customers behaviour and as well as the customer.

Based loosely on a document “LBGT Youth Charter of rights” but edited and rewritten by Jeremy Bedford© 2005