A third of a person’s life is spent at work. And for many, it’s not just a source of income, but also an environment for self-realization and communication. But what if work turns into a place of stress and discrimination? For LGBTQ+ employees, such situations are not uncommon.
The facts speak for themselves: more than a third of LGBTQ adults face discrimination, while among non-LGBTQ people, this happens less than a fifth. This can manifest itself in the denial of a pay raise, ridicule, lack of equal access to benefits, or even the threat of dismissal.
This is where trade unions come to the rescue. They unite workers to protect their rights and equal opportunities. But how exactly do trade unions help LGBTQ+ employees? How have they already changed the situation, and where is there still room for improvement?
What Problems Facing LGBTQ+ Workers?
Even though about 6% of adults in the United States identify as LGBTQ+, discrimination and unfair treatment remain common. Here's how it manifests itself:
Fear of Being Yourself
Many LGBTQ+ employees choose to hide their orientation or gender identity. This is due to fear of ridicule and alienation, and many are even afraid that they could be fired because of their gender identity. Imagine what it’s like to constantly filter your words so that no one knows who you really are. It’s not just uncomfortable, it’s draining.
Benefits That Aren't Available to Everyone
In most workplaces, LGBTQ+ individuals do not enjoy the same rights as their co-workers. Same-sex couples have difficulty getting family health insurance. Transgender employees are made to take care of their health since bosses do not provide them with the assistance they deserve under the law.
Discrimination That's Not Always Obvious
Discrimination continues in the United States, even though laws have been passed against it. Often, it shows up subtly: people are passed over for promotions, denied benefits, and subjected to toxic comments and teases from coworkers. Furthermore, very few LGBTQ+ employees hold leadership positions.
Weak Legal Protections
The U.S. Supreme Court outlawed discrimination in 2020, but some states have weak laws. At the same time, it is difficult for LGBTQ+ people to prove wrongdoing, especially when employers use “business reasons” as an excuse. But the price of a toxic environment is high. LGBTQ+ workers increasingly face chronic stress, burnout, and loss of self-confidence. But, companies that violate employee rights do not even realize how much their reputation suffers. LGBTQ+ employees do not want to stay in a toxic team for long, which leads to staff turnover and the loss of truly valuable employees.
What are Trade Unions and How Do They Work?
A trade union is a voluntary public association of citizens to protect labor and social rights. Their main strength is collective influence. Joint efforts of a trade union help to cope with problems that are difficult to solve alone. Trade unions possess this power to influence employers through negotiating wages, vacation pay, and work schedules, organizing employee training to protect their interests, and protecting employees against firing or other unjustified harsh treatment. Trade unions influence not only employers but also the laws. For instance, they actively lobbied for the adoption of the law in 2020 that banned discrimination against LGBTQ+ workers in the United States.
What Steps Should Unions Take to Prevent Discrimination Against LGBTQ+ Workers?
To ensure that the workplace is comfortable and safe for LGBTQ+ people, unions must take the following steps:
Creating Open Platforms for Discussion
Trade union meetings and trainings will protect the rights of LGBTQ+ employees in the workplace and help make a comfortable atmosphere. The meeting allows you to discuss discrimination issues, share your experiences, and teach how to protect your rights. It is necessary to ask questions about how to behave in case of harassment, what actions to take if the law is violated, and how to enhance the interaction in the team. You can involve experts, discuss real cases, and ensure confidentiality to make it efficient. This would protect not only the rights of employees but also be one step toward building a very inclusive culture in the workplace.
Clear Anti-Discrimination Policy
Every company should have a clear policy against discrimination against LGBTQ+ employees. This means that no one should feel discriminated against or mocked because of their orientation. The policy should explain how to file a complaint if something goes wrong and how it will be handled. The Civil Rights Act protects workers in the US, and companies must comply with its rules.
Expanding Benefits for Same-Sex Couples
Unions must protect the rights of LGBTQ+ people by fighting for equal treatment with heterosexual couples. This includes fighting for the same benefits, such as health insurance and parental leave, for same-sex partners. Unions can fight for these rights in law and also monitor their implementation in companies. In most states, these laws are 100% effective, and companies comply with them. This creates more open and fair workplaces.
Using Inclusive Language
Unions can play an important role in promoting inclusive language in the workplace. Using the word “partner” instead of “wife” or “husband” can create more open and respectful communication within a team. It lets everyone know that everyone is respected, regardless of their orientation.
Supporting LGBTQ+ Workers in Difficult Situations
Trade unions are obliged to provide legal assistance to LGBTQ+ employees if they have been harassed, unjustifiably reprimanded, or dismissed. Their task is to give advice, help resolve conflicts within the company, and explain how to file a complaint properly. Workers should know that the trade union will always support employees by providing free legal advice and organizing training on the rights of LGBTQ+ employees.
Anti-Bias Education Programs
Educational programs that help combat homophobia and transphobia can greatly improve the workplace environment. Unions can organize trainings where employees learn to respect personal boundaries and the rights of LGBTQ+ people. Such classes can explain how to avoid bias, show examples of discrimination, and discuss laws protecting against it. This will help create a more welcoming and safe work environment for everyone.
Training for Trade Union Leaders
Trade union leaders should be trained to recognize discrimination, even if it is hidden. This will help them notice when LGBTQ+ employees are unfairly ignored, isolated, or humiliated. The training should also include knowledge of laws, such as those protecting against discrimination based on orientation. This way, trade union leaders can intervene in time and help LGBTQ+ employees, protecting their rights and interests.
Transparency in Labour Processes
All hiring, promotion, and dismissal processes must be open and transparent to avoid hidden discrimination. Trade unions should ensure that there is no bias and that the demands on employers are fair. If there is a suspicion of discrimination, trade unions should intervene and demand an investigation.
LGBTQ+ Representation in Management
Unions should support LGBTQ+ employees in reaching leadership positions. LGBTQ+ leaders help implement policies that protect the rights of LGBTQ+ people. This helps reduce discrimination and improve the work environment. As such, leaders can directly influence changes in the company.
Including LGBTQ+ Rights in Collective Bargaining
This step will help protect them from discrimination. For example, a clause can be added to an employment contract that guarantees that no one will be discriminated against based on their orientation or gender identity. This will give LGBTQ+ workers legal protection. Trade unions should work to ensure that such clauses appear in contracts and are implemented.
Is the LGBTQ+ Workers Union Necessary?
It may not be needed today if there is no need to resort to its help! Well, tomorrow, if the employer decides to fire you, transfer to another job, set new production standards, service standards, involve you in work on a day off, move your vacation to another time, unreasonably deprive you of a bonus because of your gender identity, then who will stand up for you? And if the union, thanks to its mass participation and solidarity, could stand up for you, you will have to deal with this problem alone.
No union means no proper supervision and control over compliance with labor legislation and the creation of healthy and safe working conditions. LGBTQ+ workers will feel more confident if they are union members with certain experiences and traditions and can protect legal professional, labor, socio-economic, and spiritual rights and interests.
Conclusion
Unfortunately, homophobic narratives are still widespread in our society. Not being aware of how sexual orientation and gender identity work, people may consider any "deviations" from the usual norm a disease. Of course, sociological surveys show that the attitude of society towards LGBTQ people is slowly but surely improving. Nevertheless, biased attitudes from employers, ridicule from colleagues, and discrimination remain a reality for many, which directly hinders the creation of an inclusive environment in the workplace.
This is where trade unions can come into play, as they are one of the most powerful tools to preserve the rights of employees and provide balance in employer-employee relations. They explain to employers and employees why respecting all people's rights is important. Trade unions ensure anti-discrimination laws are written into the company's rules. If workers feel injustice because of their orientation or identity, trade unions can save them, have a word with management, provide a lawyer, or sort out the issue. They create a friendly, comfortable environment in which to work: nobody feels like an outsider in their working space.
Of course, this path to equality will take time, but unions and activists forge ahead, creating more inclusive companies and safer, fairer workplaces for all workers, including LGBTQ+ workers.
