KEY NEGOTIATING AREAS Recruitment Job advertisements should state the employers

Key negotiating areas recruitment job advertisements

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KEY NEGOTIATING AREAS Recruitment Job advertisements should state the employers commitment to sexual orientation equality and wherever possible, jobs should be advertised in LGBT media. Bargaining support group e-mail: [email protected] LGBT group e-mail: [email protected] 5
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L e s b i a n , g ay a n d b i s e x u a l w o r ke r s r i g h t s – M ay 2 0 1 3 Equality policy and equality objectives Make sure there is a robust and comprehensive equality policy, cross- referenced with all other policies. If sexual orientation - or another term with the same meaning - is not explicitly mentioned, most lesbian, gay and bisexual people will assume from bitter experience that their issues are not being taken seriously. Check national or employer agreements. These must be followed up locally, but can be a useful starting point. Other policies should include an equality clause, including service delivery and procurement policies. A first step can be to get agreement on an overarching statement. Until all policies have been revised, they can be read in the light of this commitment to equality. While you have the employer’s attention, make the most of it and include gender identity as well. Model statement on sexual orientation and gender identity: unison.org.uk/out Public bodies should include sexual orientation in their equality objectives and equality action plans. If they do not, they must explain why not. AIMS Negotiate a comprehensive equality policy which specifically refers to sexual orientation Make sure sexual orientation equality is included in equality action plans and equality objectives and that LGB workers are involved and consulted in assessments of equality impact Agree an equality statement on sexual orientation and gender identity Ensure all policies include a cross-reference to the equality policy. Harassment policies Good practice in tackling other forms of harassment apply to tackling homophobic and biphobic harassment. Issues particular to this area include: confidentiality and being ‘out’ at work – surveys show that around half of lesbian, gay or bisexual workers are not out (open about their sexual orientation) to their managers. Our ultimate goal is a society where no-one feels the need to conceal their sexual orientation, but we are still far from that. The choice to come out is personal and depends on many factors. The fact that some LGB workers are out does not mean others in the same workplace will want to be. People should be Bargaining support group e-mail: [email protected] LGBT group e-mail: [email protected] 6
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L e s b i a n , g ay a n d b i s e x u a l w o r ke r s r i g h t s – M ay 2 0 1 3 able to come out to their manager or particular co-workers without it being spread throughout the work team.
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