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Addressing
Homophobia
in the Workplace
by Lynda Dowling, Katherine Eastaughffe, Una Harkin & Shelley Argent
Brisbane
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Addressing Homophobia in the Workplace
Most of us take it for granted that we can have photos of our partners on
our desks, kiss them goodbye if they drop us off at work, or comfortably talk
about planned holidays with our ‘other half’.
But what if your staff can’t, or don’t feel comfortable about doing that? What
if, by talking about their partners, they open themselves to ridicule, bullying,
discrimination, or threats? What if mention of their partner could mean the
end of their job?
Homophobia in the workplace can be blatant, such as sacking someone, or
quite subtle, such as excluding someone because of their sexuality. Whatever
form it takes, there’s no place for it in the workplace, and it could also be
against the law.
If you want more information check the Anti-Discrimination Commission’s
website at www.adcq.qld.gov.au or give us a call on 1300 130 670.
Help put an end to homophobia in the workplace.
Start by reading this booklet.
Susan Booth
Former Anti-Discrimination Commissioner Queensland
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Homophobia is...
• discriminating against lesbians and gay men because of their sexuality
• harrassment of lesbians and gay men through namecalling, jokes about
their sexuality, bullying or teasing
• treating same sex partners diff erently to opposite sex partners
• showing disrespect towards the lives and relationships of lesbians and
gay men
• making lesbians and gay men feel they cannot be open about their
sexuality
Homophobia in the Workplace can lead to...
• failure to attract and retain talented staff
• loss of worker self-con dence and productivity
• harm to the health and safety of workers
• potential legal action
Fight Homophobia in the Workplace
• Implement an anti-discrimination policy that includes sexual orientation
• Be familiar with anti-discrimination and health and safety legislation and
how it applies to homophobia
• Reprimand homophobic behaviour and take more serious action where
necesssary
Make sure your recruitment procedures are non-discriminatory
• Make all benets and leave entitlements the same for lesbian and gay
workers as heterosexual workers
• Foster an environment in which all workers feel safe and respected,
regardless of their sexuality
Benet from a Workplace where...
• all workers are healthy, self-con dent and productive
• all workers feel they are treated fairly and respectfully
• talented staff are retained because of the healthy environment
• new staff are attracted by good policies and reputation
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Introduction
This information booklet provides tips for organisations, large and small, to
halt homophobia and make their workplace more equitable. We hope it will
inform managers and other workers about how homophobic beliefs and
behaviours can have a negative impact on their lesbian and gay colleagues.
Many people are unaware that approximately, one in ve families has a
member who is gay or lesbian. Unfortunately, many people make thoughtless
and hurtful homophobic comments and are totally unaware of the impact their
words have on those around them.
The comments aren’t always intended to hurt or off end, but they can have
a detrimental eff ect on gay and lesbian colleagues or those with gay and
lesbian loved ones.
We hope that the information provided will be a step towards altering
attitudes and belief systems which keep homophobia alive and well in many
sections of the general community. Homophobia can lead to bullying and
discrimination which if not prevented can create problems for managers and
business owners. Nobody gains from this negative behaviour and it’s in the
interest of everyone to stop it.
This booklet aims to help the reader understand lesbian and gay workplace
issues and provides advice to organisations who wish to address workplace
homophobia.
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What is Homophobia?
Homophobia is the fear or hatred of homosexuals and homosexuality. It is
based on the belief that heterosexuality is the only normal and natural sexual
behaviour with homosexuality being abnormal or deviant sexual behaviour
Homophobia is not a phobia or morbid fear in the literal sense in the same
way that people fear spiders. Homophobia is usually displayed through
attitudes varying from indifference through to anger and contempt, more so
than fear. Such homophobic attitudes are widespread throughout Australian
society, including the workplace.
Homophobia is not only openly discriminatory or offensive behaviour but also
includes a general attitude of intolerance, ignorance or disregard. This can
lead to socially imposed silence, where lesbian and gay workers feel unable to
freely express themselves and openly talk about their lives.
While not everyone engages in discriminatory behaviours towards lesbians
and gays, workers are more likely to contribute to a general attitude of
intolerance and socially imposed silenced that is widely accepted within the
Australian workforce. This means that workplaces can be extremely distressing
with many attempting to hide their sexuality. This is difcult and demoralising
with many living in fear of being outed and something we, as heterosexuals,
will never have to experience.
Some Facts about Homosexuality
Many people naively believe that they don’t know a gay or lesbian person,
while others think there are no lesbians or gay men in “their” workplace. But,
how do you know? What does a gay man or lesbian look like? We need to
understand that we can’t be sure unless they tell us.
Lesbians and gay men are police ofcers, tradespeople, labourers, doctors,
lawyers etc. They come from all walks of life, socio-economic groups, religions,
races etc. Sexual orientation has nothing to do with personal choice, abuse or
bad parenting. We are born with our sexual orientation.
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Homosexuality is considered to be a natural sexual variant by the American
Psychiatric Association and the Australian Psychological Association and
in 1983 was removed from the list of mental illnesses. Sexuality is like eye
colour, nobody chooses, there are different eye colours and different sexual
orientations and all are natural.
Homosexuality isn’t a “private matter”. It isn’t about what you do in the
bedroom. It’s an important part of who you are. It isn’t uncommon to hear
people say “we don’t care that they’re gay as long as they don’t aunt it”. We
as heterosexuals aunt all of the time by having photos of partners and family
on the desk, wearing a wedding or engagement ring, discussing the wife/
husband, holding hands, a kiss on the cheek when saying hello or goodbye to
a partner.
Statistics vary but it’s considered between 5% and 8% people are sexually
diverse. It isn’t ok to hate someone with a disability because they can’t help
it – but people reason that it’s ok to hate someone because of sexual diversity
because of the out-dated belief that it’s a choice, or easier lifestyle.
Being lesbian or gay is very difcult, they risk abuse and/or rejection by family
when they inform them that they are same sex attracted. They risk abuse and
ridicule at school should other students recognise they’re “different” and then
they again face abuse and ridicule in the workplace. This is something we as
heterosexuals will never have to experience but we can alter these injustices
by being more inclusive and accepting and ensuring that homophobia quickly
becomes a thing of the past.
Homophobia in the Workplace
As a consequence of homophobia, workplaces can be extremely distressing for
lesbians and gay men with many attempting to hide their sexuality and living
in fear of being found out.
For people who are “out” in the workplace the treatment they can receive if
working in a homophobic atmosphere can lead to depression, stress-related
illness, substance abuse and even suicide.
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Studies show that over fty percent of the gay community surveyed have
experienced harassment or prejudicial treatment at some time in their
workplace. This ranged from sexual and physical assault to verbal abuse,
destruction of property, ridicule, unfair rostering, unreasonable work
expectations and career restrictions.
Because the workplace is central to most people’s lives and typically
mirrors conditions present in society at large, it isn’t surprising that societal
discrimination against homosexuals can be worst in the workplace. The
negative behaviour directed daily at lesbians and gay men may have a very
real impact on their ability to nd employment and possible promotion.
Gay and lesbian workers often remain silent about their orientation
through the fear of negative or homophobic responses. This is a common
occurrence even if they’re “out” to family and friends at home. But there is
a price attached to their silence. Self-condence is important in any work
environment. The effort it takes to hide one’s identity and not be oneself, for
the sake of job security, has the effect of undermining one’s self-condence
and ultimately, affecting work performance.
For those considering “coming out” to work colleagues there is a constant fear
that such honesty may have a detrimental effect on career prospects and job
promotion. Plus, there’s the possibility of being ostracised and the object of
gossip and jokes.
Pretending to be something you’re not, ie straight, is hard work. So it isn’t
surprising lesbian and gay workers may feel they can’t be themselves and so
are constantly checking themselves, trying to t in. They may be regarded as
not being team players, or seen as being withdrawn or secretive.
Sometimes lesbian and gay workers construct false identities by pretending to
be straight and taking opposite sex partners to work functions. Everyone has
the right to be open about themselves if they choose - but for many in the
workplace this fear is too great and so they omit a large part of their identity.
No person has to disclose their sexual orientation if they don’t want to - but it
generally makes more for a productive workplace if people feel comfortable in
themselves. Being open is a basic human right, not an obligation.
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Homophobic Harassment
Harassment is repeated unwanted conduct which either violates a person’s
dignity, or creates an intimidating, hostile, degrading, humiliating or offensive
environment for that person.
This includes, among other things:
• name calling
• teasing
• homophobic jokes
• leaving offensive messages on email or the telephone
• maliciously excluding and isolating a person from workplace activities
• humiliating a person through gestures, sarcasm, criticism and insults
• spreading gossip or false, malicious rumours about a person with an
intent to cause the person harm
Many use the excuse that “it’s all just in good fun, no hurt is intended” but it’s
not acceptable for jokes about gender or race, so it shouldn’t be condoned
against gays and lesbians.
Managers need to be aware that workplace harassment may harm the health
and safety of workers and other persons. Therefore, employers’ obligations
include identifying and managing exposure to the risk of death, injury or
illness created by workplace harassment.
What Employers Can Do
To halt this discrimination managers need to ensure their lack of prejudice
isn’t a facade. Unfortunately, if it is just a facade, nothing is likely to be done
to halt or acknowledge homophobic behaviour that may be occurring in your
workplace.
Managers also need to ensure that they have an open workplace where
workers know their rights, will be protected and if complaints are made they’ll
be taken seriously. People need to feel they are respected and problems
heard.
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If as manager you decide to implement many of the strategies below,
expect some backlash from some colleagues, but this can be seen as a
sign of progress. Your actions are a rst step to addressing another form of
discrimination. No initial act towards inclusion is too small or insignicant,
never feel powerless as an individual, a lot of change can occur on an everyday
basis.
You just need to nd the starting point. There are no acceptable excuses for
not starting to work on this issue. Lack of knowledge or experience is no
excuse: educate yourself and be aware that this booklet is a good start.
Take pride in working towards a more democratic, inclusive workplace and
indicate to others that you take the problem of homophobic behaviours and
attitudes seriously. And let it be known there is no room for this behaviour in
your workplace.
Creating an open minded workplace in all aspects can begin with you.
How this can be achieved by Management
1. Take pride in actively working towards an inclusive workplace and
indicate to others that you do not tolerate homophobic behaviours and
attitudes.
2. Ensure that your anti-discrimination policy explicitly includes sexual
orientation.
3. Be familiar with anti-discrimination law (eg Queensland Anti-
Discrimination Act 1991) which prohibits sexuality discrimination and
vilication.
4. Ensure all staff are familiar with anti-discrimination law and provide
training, if necessary, specically including sexual orientation as you
would disability, race, ethnicity etc.
5. Aim towards being an industry leader in gay and lesbian friendly
policies, and be aware of what other organisations are doing in this area.
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6. Encourage contractors and suppliers to comply with your anti-
discrimination policy.
7. Make sure your recruitment procedures are fair eg: selection criteria are
applied consistently and personal questions are not asked at interviews.
8. Include an anti-discrimination statement in employment application
forms and only use recruitment agencies you know are not homophobic.
9. Make all benets and leave entitlements the same for lesbian and gay
workers as heterosexual workers, and treat their partners as you would
partners of heterosexuals.
10. Make it very clear that people are free and welcome to bring same-sex
partners to work-related events.
11. Appoint an equal opportunities ofcer who champions equality within
the organisation.
12. Consider sponsoring gay and lesbian events and support staff who may
wish to attend under the auspices of the organisation.
13. Promote the idea that ghting homophobia in the workplace is
something everyone is responsible for, that lesbian and gay workers
have a right to feel safe at the very minimum, and that no matter what
your sexual orientation, you are a worthwhile person and everyone
deserves respect.
14. If you hear homophobic comments, make it known that this no longer
condoned at work. Silence condones and most homophobes, if
challenged, will back down.
15. Advertise your product or business in gay media.
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Stop Direct Discrimination
Include all partners or have no partners to
work functions. If straight partners can show
aection to their partners the same should
apply to same sex couples.
Stop Indirect Discrimination
Employers shouldn’t hand out perks to straight
couples that same sex couples can’t benet from.
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What Trade Unions Can Do
1. Don’t avoid this serious issue and don’t assume it’s the workers fault
or that he/she brought the abuse on themselves. If a worker comes to
you with a problem relating to sexual orientation and discrimination
you must take action, even if you have never been faced with this issue
before.
2. Make the removal of homophobia in the workplace part of your work
code because this is an issue that affects everyone in the organisation.
3. Have information available for both employees and employers to
combat homophobia.
4. Inspect what actions the employer takes when a complaint is made and
ensure the appropriate changes are made at the company and there is
no further discrimination or harassment towards the complainant.
5. Don’t assume the complainant should expect or accept the abuse just
because he looks too effeminate or she looks too masculine.
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Some Words from Lesbians and Gay Men in the Workplace
Here are some responses from lesbian and gay men when asked to share their
workplace experiences.
Case One:
“I was very unhappy. I was drinking far too much and really hating my life.
I was not being honest about who I was. I came to realise how internalised
my homophobia was, how much I felt inferior because I was gay...I would
second guess myself when the partners would ask me what I thought about
a case. I would never say what I was thinking. I would think, ‘what does he
want me to think’.
Admittedly, that concern is there for everyone, but it is an extra burden for
closeted gays and lesbians because we spend all our time dealing with that
pressure...Hiding takes energy on a constant basis. It’s stressful -- there’s
always the fear of discovery, slipping up, substituting pronouns, using “my
friend”- type language, “sanitising” the nature of events”.
Case Two:
“I’m hiding something. It occupies time at work, especially when social
conversations occur. I fear people will nd out. I don’t want to test their
policy on sexual orientation. Being gay and hiding it adds innumerably
to the stress of working in a rm. I spent all my time worrying about the
impact if people found out.
Every word I spoke, on the phone to clients, to other lawyers, to secretaries,
I had to be concerned about what I said. I was constantly checking myself
and my reactions. Time better spent on doing work is taken up with anxiety
about being discovered as gay or lesbian.”
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Case Three:
“Most straight people don’t mean to be hurtful, I’m sure. They should just
think a little before they say silly things. Scatological jokes about gay men
and anal sex are juvenile and belong, if they belong anywhere in the locker
room. They aren’t funny, even the people who say them don’t think they’re
funny...
The other thing I nd socially difcult is when a woman makes an
assumption that because I’m a gay man, I nd women in some way
repugnant, that I’m scared to be touched by them. Really if they’d just
think before they put their foot in their mouth they’d realize what an
absurd proposition they are making, that gay men can’t stand contact
with someone they don’t want to sleep with. Really, if people paused for a
second before opening their mouth, everyone would get on better.”
Case Four:
“We are human. We have feelings just like heterosexuals. We have the
ability to think for ourselves. We are only different if you want to make
us different. ... People should just stop worrying about something that
isn’t their issue. Homosexuals do not make a big deal about people
being heterosexual, thus the feeling should be mutual. Different strokes
for different folks, each to their own and all that jazz. If heterosexuals
(generally) didn’t make it an issue there wouldn’t be an issue.
We are not different to any other colleague with the same hopes, worries
and issues. Just because a colleague is gay does not mean that he/she is
sexually interested in you. The [lesbian and gay] community is as diverse as
the heterosexual and you will nd people from either end of the spectrum:
Very gay and amboyant to extremely conservative / hardly noticeable.
There is no stereotype gay or lesbian and it is important to acknowledge
that fact.”
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Case Five:
“Homophobia at work has never been a really bad thing, for me personally I
guess. I think the times it has been good is when I wasn’t so worried about
what the other person or people thought, or when people have just sort
of accepted it and not cared, or when they’ve been interested in knowing
about my life and stuff. The worst is when people go ‘oh…’ and then don’t
ask any more.
Occasionally some people treat me differently. At the moment I am having
issues with my supervisor who has been pretty much constantly negative
towards me since I mentioned I was gay at a work-related social event. ... it
goes above and beyond the negative treatment others receive, and as I am
currently the only openly gay person in my department, I think that may
have something to do with it.”
Case Six:
“Never assume anyone is either gay or straight, because it makes it that
much harder for gay people if they are constantly being asked whether
or not they have a boyfriend or girlfriend of the opposite gender. Next,
just treat people as you would be treated. It’s no big deal. Also, don’t ‘out’
people or spread rumours in the workplace. Just be upfront. Never ever
discriminate.
Being respectful of our relationships will help us. Our commitment to our
partners and children whether recognised by Government or not is as
genuine as anyone else’s relationship.”
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Case Seven:
“In my current job, when I went for the interview I didn’t come out and say
that I am gay, once I got the job and started working I did wait for a few
weeks before saying anything to suss out what the other staff thought and
said about gay and lesbian people.
Once I saw that they were ok with it, I told them that I am gay, and now I
regularly chat about guys etc with the female staff. However homophobia
was a major reason why I left my old work place.”
Case Eight:
“Treat us like everyone else – include our partners. Be careful about throw
away remarks – calling someone gay as an insult, or inappropriate and ill-
informed discussions on HIV can be hurtful. Companies need to discipline
homophobic actions.”
Case Nine:
“We are not different to any other colleague with the same hopes, worries
and issues. And gays are not automatically paedophiles and don’t want to
jump on other males just because he’s male.
Just because a colleague is gay doesn’t mean he/she is sexually interested
in you. And if you think he/she is interested it’s ok to say that you’re
not interested. It’s the same as being approached by a colleague of the
opposite sex.
Unfortunately, a lot of people take advances very personal and react in an
aggressive manner.
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Case Ten:
“Don’t assume that everyone is straight, so don’t use exclusive language,
eg wife/ husband. I also nd overt discussion about Christianity a bit off-
putting – it makes me feel a bit ‘on guard’ if I don’t know the people well.
But that may be my own prejudice talking there!”
Case Eleven:
“We don’t lust after you and we don’t want to change you. There is more
difference within groups than between groups.
As individuals we have as wide a range of interests, histories, relationships,
beliefs, goals, morals and intellect as the rest of the community. And we
probably don’t know your gay cousin in Sydney, anymore than you know
my straight aunty in Ballarat.”
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Conclusion
We thank you for taking the time to read this booklet and we hope that you
and your organisation will now make changes so that your workplace is more
equitable and non-discriminatory for all of your workers.
Research shows that organisations who strive to be inclusive benet from
workers being more loyal and hard working.
Attitudes and beliefs towards lesbians and gay men are changing in many
parts of the world due to improved awareness and education. Many countries
are recognising the need for equality which is a human right that we as
heterosexuals in Australia take for granted.
We believe this booklet is an opportunity for “everyday” workplaces in this
country to give those living in the gay community a “fair go” by removing
homophobic behaviour. You and your work colleagues can only gain.
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References:
• Talk Straight about Queer Issues: UWA Allan Goody and
Jennifer DeVries.
• Sloan Work and Family Research Network, Boston College –
Heterosexism in the Workplace, Author Shaun Pichler, April 2007.
• Open up your Workplace: challenging homophobia and
heteronormativity. Pub. TRACE The Transitional Co-operation of for
Equality. Soa Alsterhag.
• Stonewall – Dept. Communities and Local Govt. www.stonewall.org.uk/
workplace
• Combating Homophobia and achieving equality for LGBT Workers: A
negotiators guide. AMICUS the Union. www.amicustheunion.org
• Human Rights and Equal Opportunity Commission Inquiry:
Discrimination against People in Same-Sex Relationships: Financial and
Work-Related Entitlements and Benets. Submission from the University
of Western Australia, June 2006.
• BMA – Guidance for equal opportunities policies and implementation –
Sexual orientation in the workplace, June 2005.
• HERDSA Conference 2002: Straight talk about queer issues: Allan Goody
and Jennifer De Vries.
• Combating Homophobia: and achieving equality for LGBT Workers – A
negotiators’ guide. AMICUS the Union.
• Open up your Workplace: Challenging Homophobia and
Heteronormativity, Soa Alsterhag, 2007.
• Gay People, Your Business – What small employers need to know:
Stonewall Edited by J. Bonito, 2006.
• Mapping Homophobia in Australia, Flood, Michael and Clive Hamilton
(2005).
• The Pink Ceiling is too low: Workplace experiences of lesbians, gay men
and transgender people. Sydney, NSW: University of Sydney, Australian
Centre for Lesbian and Gay Research (1999) J. Irwin.
• 2nd World Conference of Lesbian and Gay Trade Unionists, Same Sex
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Entitlements Report, 2007 Frank Barnes.
• Homophobia as an Issue of Sex Discrimination: Lesbian and Gay Equality
and the Systemic Effects of Forced Invisibility, Sexual Orientation and the
Law, Vol. 3, No.3 (1996) C.N.Kendall.
• Songs of Ourselves: Employees deployment of social identity in
workplace encounters. Journal of Management Inquiry, 9(4) (2000)
• W.E.D. Creed and M.A. Scully.
• Prevention of Workplace Harassment Code of Practice 2004,
Department of Employment and Industrial Relations, Queensland, www.
deir.qld.gov.au
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Useful websites
www.pagbrisbane.org.au
General information for understanding and acceptance plus extra tips on how
to be more inclusive
www.lgbthealth.org.au
Health and wellbeing affecting the LGBT community
www.australiamarriageequality.com.au
Additional information on same sex marriage
Need further information or additional resources?
PFLAG Brisbane has a wealth of information & resources available for free on our website
at www.pagbrisbane.org.au
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www.pagbrisbane.org.au
Designed by
Big Budda Boom
www.bigbuddaboom.com.au
Brisbane
The publication of this resource was made possible thanks
to the Gambling Community Benet Fund.
