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July 31, 2024

Stonewall commissioned YouGov to survey 5000 LGBTQ+ people between Feb – April 2017

Stonewall commissioned YouGov to survey 5000 LGBTQ+ people between Feb – April 2017

• Only three in five LGBTQ+ staff (61 per cent) agree that their workplace has equalities policies that protect lesbian, gay and bi people at work.
• The number decreases for LGBTQ+ staff living in a rural area to 54 per cent compared to 62 per cent of LGBTQ+ staff in urban areas. 
• Fewer than half of LGBTQ+ staff (46 per cent) agree that there are equalities policies in place to protect trans people at work. 

‘My employer is generally very supportive but doesn’t have a specific LGBTQ+ discrimination section in their policies or procedures should discrimination occur. So, if discrimination or harassment does occur – and it does – then they don’t effectively handle things and the LGBTQ+ person is blamed for causing problems and being over sensitive’. 

Mollie, 51 (Yorkshire and the Humber) 

• One in eight lesbian, gay and bi people (12 per cent) wouldn’t feel confident reporting homophobic or biphobic bullying to their employer. 
• This number increases among younger lesbian, gay and bi people aged 18 to 24 to 22 per cent. 
• One in five trans people (21 per cent) wouldn’t report transphobic bullying in the workplace. 
• Fewer than half of LGBTQ+ staff (44 per cent) say that senior managers in their workplace demonstrate visible commitment to lesbian, gay and bi equality. 
• LGBTQ+ staff in category C2DE (low income households) are less likely to say that senior managers demonstrate commitment than LGBTQ+ staff in category ABC1 (higher income households): 37 per cent compared to 46 per cent. 
• Fewer than three in ten LGBTQ+ staff (28 per cent) say that senior managers in their workplace demonstrate visible commitment to trans equality.
• Nearly one in five lesbian, gay and bi people (18 per cent) are not open with anyone at work about their sexual orientation.
• Almost two in five bi people (38 per cent) aren’t out to anyone at work about their sexual orientation. 
• This includes half of bi men (49 per cent), followed by a third of bi women (34 per cent), compared to seven per cent of gay men and four per cent of lesbians. 
• One in four trans people (26 per cent) aren’t open with anyone at work about being trans. 
• This number increases to almost two in five non-binary people (37 per cent) who aren’t out at work.

‘I still feel pressure to keep quiet about my sexuality. I was working part-time over Christmas, and at least two colleagues made homophobic and transphobic remarks. I was too anxious and fearful of rejection to reprimand them or tell them that I was gay. I know from first-hand experience how much stress and anxiety are caused through discrimination, and even just due to the fear of discrimination. Milo, 30 (Wales) 

‘I have not come out to anyone where I currently live or work. I would not feel comfortable or safe coming out to any of my colleagues and have felt reluctant to make friends where I live now in case they find out about my trans history.’ Tom, 42 (East Midlands) 

• Many LGBTQ+ people still don’t feel able to disclose their sexual orientation and/or gender identity at work for fear of discrimination. Some have even been encouraged to hide their identity at work.

‘I was out at university while a student and while working at the university. When I left and took a job, I felt I had landed in an episode of Life on Mars. I have not been ‘out’ in the workplace since, despite multiple employers. To friends from university this is incomprehensible. There appears to be a drop in support for people leaving university LGBTQ+ spaces and going into work. LGBTQ+ groups appear not to link to university/ college groups (or even workplace groups) and there is certainly no transition support. Greg, 39 (Scotland) 

‘At work, colleagues automatically assume my partner is a man. I use the term partner when I speak about specific events but people say things like ‘he’, ‘husband’ etc. Whilst I would not call this direct discrimination, it does make me feel uncomfortable.’ Aurora, 59 (London) 

• More than a third of LGBTQ+ people (35 per cent) have hidden or disguised that they are LGBTQ+ at work in the last year because they were afraid of discrimination. 
• This rises to half of trans people (51 per cent). 
• It’s also higher among younger workers aged 18 to 24 (58 per cent), LGBTQ+ disabled people (43 per cent), and black, Asian and minority ethnic LGBTQ+ people (42 per cent). 

‘As a nurse, it saddens me that I would never “out” myself to patients and their families. Daily I am quizzed about my life in passing conversation; “Do you have children, are you married”. I avoid such questions as best as possible and/or lie about my answers. I will not “out myself” daily to these strangers, but yet it is hard to put a lot of effort into my answers to not give away the fact that I live with another woman and that she gave birth to our children, and not me, as is assumed daily. This is hard and upsetting. I doubt this will ever change. I do not wish my sexuality to become a topic of conversation with patients and their families, nor do I wish it to affect the way they look at me and consider the care I provide.’ Penelope, 41 (Scotland)

• One in eight LGBTQ+ people (12 per cent) say that they were encouraged to hide or disguise that they are LGBTQ+ by a work colleague. 
• This increases to one in four trans people (26 per cent). 
• One in five LGBTQ+ disabled people (20 per cent) have been encouraged to hide in the last year, compared to nine per cent of non-disabled LGBTQ+ people. 
• Black, Asian, minority ethnic LGBTQ+ people are also more likely to have experienced this (19 per cent).

‘From being fairly explicitly “out” at work, I found myself toning it down a little due to a good perception that it wasn’t appreciated. One aspect of my anxiety comes from the feeling that being “out” is all very well, as long as I am prepared to sacrifice any serious career progression. Equally, in applying for a new job, I hid my gender/sexual identity entirely, presenting myself fully in my assigned birth gender, knowing I could easily jeopardise my job prospects if I didn’t.’ Quincy, 31 (East of England) 

• One in seven LGBTQ+ people (14 per cent) say they don’t feel able to be themselves at work. 
• This increases to one in five for LGBTQ+ disabled people (21 per cent), LGBTQ+ young people aged 18 to 24 (21 per cent) and trans people (19 per cent) who don’t feel they can be themselves at work. 
• One in eight LGBTQ+ people (13 per cent) don’t feel able to wear work attire representing their gender expression. 
• This number rises to almost a third of non-binary people (31 per cent) and one in five trans people (18 per cent), compared to 11 per cent of LGBTQ+ people who aren’t trans. 
• Almost one in 10 trans people (nine per cent) don’t feel able to use the toilet they feel comfortable with.

BARRIERS TO RECRUITMENT AND PROMOTION 

• LGBTQ+ staff looking for work often face discrimination when applying for jobs. 
• Almost one in five LGBTQ+ people (18 per cent) who were looking for work said they were discriminated against because of their sexual orientation or gender identity while trying to get a job in the last year. 
• More than a third of LGBTQ+ people (35 per cent) looking for work are worried about being discriminated against or harassed at work due to their sexual orientation or gender identity. 

‘I did not get a job. The feedback was, while I was an excellent candidate with an exemplary track record, ‘I would be a better fit in another institution’. I read this as ‘I am not one of the lads’. Kyan, 39 (Wales) 

‘There has been publicity recently about women not wearing the right shoes, make-up, dress at work. As a non-conventional woman, I wouldn’t even contemplate applying for some jobs.’ Vanessa, 51 (East Midlands) 

• One in ten LGBTQ+ employees (10 per cent) say they didn’t get a promotion they were up for at work in the past year because they’re LGBTQ+. 
• This number rises to 24 per cent of trans people, compared to seven per cent of LGBTQ+ people who aren’t trans. 
• Black, Asian and minority ethnic LGBTQ+ staff are also more likely to didn’t get a promotion, as are LGBTQ+ disabled people, 19 per cent and 16 per cent respectively.
• One in eight black, Asian and minority ethnic LGBTQ+ employees (12 per cent) have lost a job in the last year because of being LGBTQ+, compared to four per cent of white LGBTQ+ staff.
• Similarly, 11 per cent of trans employees and nine per cent of LGBTQ+ disabled people say they have lost a job in the last year because of being LGBTQ+.

‘Applying for jobs goes smoothly when they read my name and assume I’m cis, but during interviews things clearly change because I’m not cis-passing and my legal documents (passport, birth certificate, driving licence) are in my birth name due to not having the money to update them. The attitude of the employer always changes when they realise I’m trans.’ Henry, 24 (Yorkshire and the Humber) 

‘The last four job interviews I’ve had have all thought it to be okay to ask when I am having my gender reassignment surgery and how long I would be taking off work when I did so, before turning me down for the job applied for. My last phone interview said that my retail skills were not good enough to fill the position of customer assistant even though I have 10 years of retail management experience. This was a zero hour minimum wage position.’ Lynn, 41 (Wales)

‘I left university believing that in adult society, it was fine to be open about who you were. I went into my first job; a receptionist. Things went fine until one afternoon in the break room, one of the two practice managers asked if I had a girlfriend. I told her I didn’t, I had a male partner. The response was “Oh.” and the conversation stopped before moving onto other things. Within a month, I was having reports put in about me, but when I asked what I was doing wrong, they couldn’t tell me anything specific I should improve on. At the end of my three month probationary period I was ‘let go’, escorted off the premises. It was humiliating and I knew exactly what the reason was, I was openly in a gay relationship.’ Jack, 31 (Yorkshire and the Humber)

‘In my workplace, where there are 10 men and 4 women, it is very much a “boys club” that perpetuates lad culture. This includes derogatory terms for women in general but also specifically lesbians and most other members of the LGBTQ+ community. One gay man was repeatedly singled out, but any claim of discrimination was rebuked as “he just can’t take banter”. Donna, 22 (Wales) 

‘A work colleague approached someone in my office and told them that I was transgender. It was someone I didn’t know and they didn’t have my permission to tell anyone. My whole office ended up finding out.’ Charlie, 24 (Yorkshire and the Humber 

‘I have recently been off work because of stress due to homophobic bullying by my managers. While my colleagues are great, the managers are terrible. An official complaint to HR found that homophobic attitudes extend there also and I have been faced with either quitting or returning. I return next week but I am feeling stressed and depressed, and at times suicidal.’ Dewi, 36 (Wales) 

• A third of LGBTQ+ staff (32 per cent) witnessed negative comments or conduct directed towards another colleague perceived to be LGBTQ+, within the last year. 
• 17% 24% LGBTQ+ staff who have been the target of negative comments or conduct from work colleagues because they are LGBTQ+ from ABC1 (higher income households) from C2DE (lower income households) 
• More than one in six LGBTQ+ staff (17 per cent) were excluded by colleagues in the last year for being LGBTQ+, doubling to a third of trans employees (34 per cent). LGBTQ+ young people aged 18 to 24 were excluded, 28 per cent, as were LGBTQ+ disabled people, 24 per cent, and black, Asian and minority ethnic LGBTQ+ staff, 22 per cent. 

‘My colleagues often go to the pub after work and I never seem to be invited along. I think some of them are embarrassed in case we meet their friends and they get a negative reaction.’ Harry, 45 (Scotland) 

‘My partner is a teacher in a Catholic school. We were discouraged from attending one of his colleagues’ wedding due to us being a gay couple and it would be frowned upon by senior managers present. My partner is actively seeking alternative employment as his values are at odds with the decision makers in his workplace.’ Alwyn, 52 (Wales) 

• LGBTQ+ staff are also at risk of abuse from customers, clients and service users: one in six LGBTQ+ staff (16 per cent) have been the target of negative comments or conduct from customers or clients at work in the last year because they are LGBTQ+. 
• This number increases for trans people: more than a third of trans people (35 per cent) experienced this in the last year, compared to 13 per cent of LGBTQ+ people who aren’t trans.
• LGBTQ+ young people (aged 18 to 24) and black, Asian and minority ethnic LGBTQ+ staff are also more likely to have experienced negative comments or conduct from customers or clients, 28 per cent and 27 per cent respectively. 
• LGBTQ+ staff in category C2DE (lower income households) are more likely to experience this than those in ABC1 (higher income households), 21 per cent compared to 15 per cent. 

‘A customer called me a “gay cunt” because I asked her to leave the building because she was causing trouble for other customers.’ Gareth, 34 (Wales) 

‘I work in a shop that sells beauty products and I have been yelled at from outside the store, being called “gay or faggot”. One guy walked past the store and laughed and called me gay. Nothing physical but it did make me feel unsafe.’ Jacob, 22 (Scotland) 

‘Although my employer is extremely positive about LGBTQ+ issues, the parents of the children I teach are not. I dare not to be out because parents would insist their children are removed from my classes in case I discussed LGBTQ+ issues. I moved to the other side of London when students in my previous school found out I was lesbian. The name-calling and hostility was too much.’ Sanaa, 49 (London)

‘Some customers I visit insist on calling me sir, mate, him.’ Grace, 63 (Yorkshire and the Humber) 

• Almost one in six trans respondents (15 per cent) are still not addressed with their correct name and pronouns at work

‘I am not allowed to have the title “Mx” at work. My manager laughed at me and said it was ridiculous to have a title that nobody can pronounce. I then suggested I was addressed as Mr but was told that I was a woman and that was ridiculous and there would be complaints. I also have a trans kid in one of my classes and was told I had to sit the class “boy girl boy girl”. I told a different manager that I would not because not everybody is binary. He said it didn’t matter at that age. They are 13 going on 14.’ Remi, 36 (East of England).

• Many LGBTQ+ staff experience derogatory remarks from colleagues and customers, are actively excluded by their peers and some are denied a job or promotion because of their sexual orientation and/or gender identity. An alarming number of trans employees, and black, Asian and minority ethnic LGBTQ+ employees are physically attacked by someone at work. 
• One in eight trans people (12 per cent) have been physically attacked by customers or colleagues in the last year because they are trans. 
• One in ten black, Asian and minority ethnic LGBTQ+ staff (10 per cent) have been physically attacked at work in the last year because of their sexual orientation and/or gender identity, compared to three per cent of white LGBTQ+ staff. 
• Almost one in five LGBTQ+ staff (18 per cent) have been the target of negative comments or conduct from work colleagues in the last year because they are LGBTQ+. 
• This includes being the target of derogatory remarks, experiencing bullying and abuse, and being outed without consent. 
• This rises to a third of trans people (33 per cent) and one in four LGBTQ+ disabled people (26 per cent).
• Almost one in five LGBTQ+ staff (18 per cent) have been the target of negative comments or conduct from work colleagues in the last year because they’re LGBTQ+. 
• One in eight black, Asian and minority ethnic LGBTQ+ employees (12 per cent) have lost a job in the last year because of being LGBTQ+, compared to four per cent of white LGBTQ+ staff. 
• Almost two in five bi people (38 per cent) aren’t out to anyone at work about their sexual orientation. 
• More than a third of LGBTQ+ staff (35 per cent) have hidden or disguised that they are LGBTQ+ at work in the last year because they were afraid of discrimination. 
• One in eight lesbian, gay and bi people (12 per cent) wouldn’t feel confident reporting any homophobic or biphobic bullying to their employer. 
• One in five trans people (21 per cent) wouldn’t report transphobic bullying in the workplace. 
• Almost a third of non-binary people (31 per cent) and one in five trans people (18 per cent) don’t feel able to wear work attire representing their gender expression.

This report was taken from a YouGov Survey in 2017 – Read the original report here.