Buying a House: the pitfalls for unmarried same-sex couples
Vanessa Rhodes
Now is a more important time than ever to be a visible ally to LGBTQ people in the workplace. Discrimination on the grounds of sexual orientation continues to take place, often with disastrous ramifications for individuals and businesses. With the majority of workers currently working from home or on furlough leave as a result of the COVID-19 pandemic, feelings of isolation and anxiety are widespread and indiscriminate. Mental health issues are particularly prevalent. Now is the time for employees, particularly managers and senior executives, to actively show support for all who might be vulnerable. The needs of the LGBTQ community at this time must not be forgotten.
Employment is insecure for many individuals as a result of this current crisis. Many workers are losing their jobs. Some LGBTQ people are being forced to move back into the family home, which can be an unsafe hostile environment, emphasising feelings of isolation and loneliness. Many of us are feeling isolated as a result of the current pandemic. However, given that the LGBTQ community is a minority in society, the impact of isolation is especially acute. As the community becomes spread further apart, this can emphasise the feeling of ‘difference’ and marginalisation.
Discrimination on the grounds of sexuality is not yet a thing of the past. According to the TUC report on LGBT+ workers’ experiences of harassment and discrimination 36% of LGBT workers have been harassed or bullied at work. The need to extinguish discrimination must not be forgotten during the current COVID-19 remote working world.
Research by Stonewall and The Mental Health Foundation show that people identifying as LGBTQ are at higher risk of experiencing a range of mental health problems, including: depression, suicidal thoughts, self-harm and alcohol and substance misuse. Of those surveyed as part of The LGBT in Britain Health Report, in the last year, 52% experienced depression, 61% experienced anxiety, one in eight LGBT people aged 18-24 attempted to take their own life and 46% of trans people and 31% of LGBT people who aren’t trans thought about taking their own life.
The higher prevalence of mental ill health among members of the LGBTQ community can be attributed to a range of factors such as discrimination, isolation and homophobia. These factors are likely to be accentuated during this current pandemic.
So what can we do to help minimise workplace discrimination, create an inclusive culture and support those feelings isolated and/or suffering from mental health issues?
Be vocal/ visible about your support
- Set up/join a LGBTQ support network/allies group and continue to promote it during and after lockdown;
- Listen to people’s experiences;
- Read about LGBTQ issues; and
- Encourage open conversations at work so colleagues don’t feel the need to conceal their sexual orientation or gender identity.
Involve your team in inclusive activities and celebrate LGBTQ history and events
- Ensure any workplace socials or activities are inclusive and not geared towards those in heterosexual relationships; and
- Arrange events to openly celebrate the LGBTQ community, such as LGBTQ History month (February each year).
Call out unacceptable behaviour and implement a zero tolerance policy towards discrimination
- Communicate that any derogatory comments or conduct is not permitted; and
- Remind employees that sometimes workplace banter can cross the line and people should give thought as to whether they are causing offense.
Have equality policies and procedures in place and implement them effectively
- Ensure that all your policies are explicitly fully inclusive of LGBTQ people;
- Ensure that any decisions concerning recruitment, promotion, training, dismissal or any other aspect of employment will be based on the needs of the organisation and not on an individual’s sexuality;
- Make it clear that this commitment is something that all employees must adhere to; and
- Encourage an open culture whereby employees who are subject to any discriminatory behaviour are able to raise their complaint with their line manager.
- As above, ensure policies reflect zero tolerance approach towards discrimination.
Implement Equality and unconscious bias training
- Ensure all employees attend training on equality and diversity policies, including LGBTQ issues and unconscious bias;
- Managers in particular should implement equality policies and an inclusive culture. Attend training to ensure you recognise the importance of an inclusive workplace; and
- Run awareness sessions with employees on inclusion, to tackle stigma and misconceptions.
Incorporate gender-neutral language
- Ensure your policies and procedures, precedents and internal and external communication include gender neutral language, avoiding bias towards a particular sex or social gender.
Ensure senior support
- Making certain your senior leaders actively communicate their support for LGBTQ inclusion sends a positive message of acceptance and creates senior role models for all across your organisation.
Nobody should be treated less favourably as a result of their sexuality, either in the workplace or elsewhere. However, the problem persists and the issues are heightened during this crisis. Let’s all work together to visibly demonstrate our support for the LGBTQ community and call out intolerance. Together we can ensure that those who are unsupportive of our friends fade away from society, rapidly becoming a distant memory.
About the author
Moira is a senior associate in our employment law team, she is an Ally and member of our Diversity and Inclusion group at Kingsley Napley. Moira is also the chair of our internal KN Families Network, which provides support and guidance to parents and carers within the firm.
Latest blogs & news
Drag queens and activism: a story of political realness
When I told some of my friends I was writing a piece about drag activism, their reaction was almost unanimous…
"Oh, but, is there much to say?"
That's when I realised that drag queens, for many, are more synonymous with big hair and lip-syncing pop hits rather than political consciousness and activism. You can certainly understand the reason for this - we have been totally spoiled in recent years with the explosion of Ru Paul’s Drag Race around the world - the make-up, talents and confidence being a feast for the eyes (and the soul). But we cannot minimise the political importance of Mama Ru’s creation. Who could forget numbers such as “Shady Politics”; the discussions of gay conversion therapy while applying make-up; and Bob the Drag Queen describing his arrest during a 2011 marriage equality protest? Not to mention Nancy Pelosi sashaying into the All Stars season…
Coming out? How to support your friends and family members when they come out to you.
Coming out is an extremely personal journey and will be unique to each person. It takes a lot of courage to come out and a person may have to repeatedly do this in their personal and professional lives. Statistics show that 46% of people who identify as lesbian, gay and bisexual and 47% of people who identify as trans feel comfortable to discuss their orientation or gender identity.
When the arch of the rainbow actually casts a shadow on you.
How can you put the spotlight on intersectionality to remind others that, even within the LGBTQ+ community, not everyone is treated equal?
Are you proud of who you are, your journey and the person that you’ve become? Do you truly wear your heart on your sleeve? For some, being open and honest about who we are (which includes our gender identity or sexuality) does not come easily and can be extremely hard. It can be even tougher at work, and for those that hide their true self, the energy expenditure is endless. That survival cost of energy makes you less productive, or even worse still, it has a detrimental impact on your mental and physical health.
The Conversations That We’re Forgetting to Have
I am a trans woman who has recently embarked on her transition. Having only taken my first steps on this journey, I am acutely aware when writing this that I have much to learn about myself, about being trans, and about the diverse LGBTQ+ family that I now find myself part of. However, there is one theme that I feel is important to discuss as we celebrate Pride in 2021.
Three years on, the UK Government is still ‘’dragging its feet’’ about banning gay conversion therapy.
Following on from my colleague Sameena Munir’s blog ‘’pray the gay away: cull conversion therapy worldwide’’, the issue of gay conversion therapy dominates contemporary conversations surrounding LGBT politics and legislation in the UK, but the Government has failed to deliver on its promise to ban it.
"They will say I’m pushing an agenda. But the truth is, I am.” - The rise of queer artists and the importance of visibility
For two weeks during Pride month, Kingsley Napley are publishing a series of blogs to celebrate Pride and highlight LGBTQ+ issues from home and abroad.
It’s been 9 years since R&B artist Frank Ocean headed off rumours about his particular pronoun usage in the album Channel Orange by posting on Tumblr that his first love had been a man. Since then, the momentum for the openness and success of queer artists has continued to gather pace, and LGBTQ+ representation in the arts and mainstream media is as wide as it has ever been. This rise has however raised important questions about pigeonholing queer artists, and perhaps most interestingly whether they must always shoulder the responsibility of ‘pushing the agenda’.
Visibility, Unity and Equality: out and proud in the legal sector
In February this year, I attended a virtual talk held by the InterLaw Diversity Forum for LGBT+ History Month. The speakers featured individuals working in the legal sector and each discussed their experience of coming out as trans or non-binary at work. It feels an apt lesson given this year’s Pride theme: Visibility, Unity and Equality.
Things not to say to same-sex parents
In January 2020, I was fortunate enough to give birth to a beautiful, healthy baby boy. As far as I know, I am the first partner at Kingsley Napley (although certainly not the first employee) who has a baby who is lucky enough to have two mums. News of my pregnancy was met with overwhelming support from my colleagues. That support continues to this very day, and my wife and I remain truly grateful for the kindness that has been shown to us. However, since falling pregnant I have learnt that not all workplaces are as supportive to same-sex parents as mine. The concept of two mums or two dads starting a family is something that some people still struggle to get their heads around. So this year, for our KN Pride blog series, I have decided to explain the questions, that speaking from my own experience, it is not helpful to say to same-sex parents.
#PrideInside in 2020 and reflections on allyship at Kingsley Napley
Tomorrow, global organisations across the world are celebrating Global Pride, and I wanted to write to say how much it means to us at Kingsley Napley to celebrate Pride and to support our LGBTQ colleagues.
Gender neutral legal drafting – not why, but why not?
On sitting down to write this blog, I was a little embarrassed. When you actually take the time to think about drafting legal documents in a way that is gender neutral, it seems to me that the question isn’t why do this, but why not?
Covid 19 Crisis - Can we afford (not) to invest in equality, diversity and inclusion initiatives?
In 2012 we formed an LGBTQ* & Allies network at Kingsley Napley (KN). I’m ashamed to say that the impetus to form this network came not from within, but from Scott, a new joiner who upon his arrival was surprised, and critical (rightly so) to find that no such network existed at KN.
The Home Office welcomes same sex couples, but only those lucky enough to live in a liberal state
The UK spouse visa has been the subject of frequent criticism and has rarely been out of the news since the rules surrounding it were completely changed in 2012. This is predominantly as a result of the stringent and often exclusionary financial requirements imposed. However, when you take a look at the basic relationship requirements imposed by this route, it is exclusionary in an unexpectedly discriminatory way.
IDAHOBIT Day 2020: I am an Ally
This Sunday marks International Day against Homophobia, Biphobia and Transphobia. On this day, over 130 countries around the world draw attention to the various forms of discrimination and violence that the LGBTQ community continue to experience. It serves as a reminder each year of the work which is still needed to achieve LGBTQ equality. David Sleight, a Partner and ally, at Kingsley Napley shares his experience below.
Calling all managers and senior executives – the importance of being a visible LGBTQ ally
Now is a more important time than ever to be a visible ally to LGBTQ people in the workplace. Discrimination on the grounds of sexual orientation continues to take place, often with disastrous ramifications for individuals and businesses.
Buying a house: the pitfalls for unmarried same-sex couples
The current government lockdown is making everyone aware of their living arrangements. Relationships are being put under new pressures and the current emotional and financial impact of the virus may be causing additional stresses in a relationship. It is a sensible time to make sure you understand how you own your property and the implications of such ownership.
Disregarding Convictions – the Turing Law and its limitations
There are countless instances of LGBT+ individuals being stigmatised and discriminated against throughout history, including in criminal law. In particular, a number of sexual acts between men have historically been criminalised. This homophobic legislation was compounded by an insidious approach to investigations, which targeted men who were believed to be gay, leading to a large number of men being criminalised, with all of the consequences that a conviction brings, for behaviour that should never have been illegal in the first place.
“Love comes first”: The journey to equal partnerships and marriage in the UK
On the eve of the new decade, 31 December 2019, the first mixed-sex couples officially entered into civil partnerships, granting them the same legal protections as in marriage.
The lionesses: how female footballers are tackling equality with pride
When you cast your mind back to last summer, you may have hazy memories of enjoying an aperol spritz during the heat wave, listening to Lewis Capaldi on every radio station, or your attempts to desperately avoid buying plastic bottles and single use cups.
Challenging hidden assumptions
Recent social progress in LGBT+ issues in the UK is a cause for celebration but it is not the end of the story. Heteronormative stereotypes persist and can be harmful.
Equal civil partnerships finally allow equal access to tax and inheritance perks
Legal recognition of relationships has dramatically changed in the UK and across most western countries. With an urge for equality and to recognise same-sex relationships, the government first introduced civil partnerships for same-sex couples in 2005 and subsequently same sex-couples could legally marry from 2014.
Share insightLinkedIn Twitter Facebook Email to a friend Print