Equality and diversity policies and practices at work: lesbian, gay and bisexual workers

Purpose The purpose of this paper is to identify organisational good practice concerning equality, diversity and sexual orientation and consider the impact of the Employment Equality (Sexual Orientation) Regulations 2003. Design/methodology/approach The paper employs in‐depth interviews and a short survey with 154 lesbian, gay and bisexual people (LGB) and 60 interviews with management, trade union and LGB group representatives within 16 “good practice” case study organisations. Findings Before the introduction of the (SO) Regulations (2003), progress concerning equality, diversity and sexual orientation was made based on social justice and/or business case arguments. The research shows that an inclusive organisational response can benefit both LGB employees and their employers. However, an “implementation gap” between equality/diversity policy and practice on sexual orientation was identified. The introduction of the law as a further driver to equality action in the sexual orientation area has been positive. However, LGB employees voiced concerns about the way in which organisations rely on LGB people to come forward with complaints before tackling problems. Thus, the protection provided by the (SO) Regulations 2003, although welcomed, was not seen as a panacea to tackling discrimination and harassment on grounds of sexual orientation in the workplace. LGB respondents looked to their organisation management to provide proactive leadership on equality/diversity issues and stop treating the sexual orientation strand as the “poor relation” within the organisational drive for equality and diversity. Originality/value The paper addresses the gap in knowledge regarding LGB people's perceptions of equality/diversity policy and practice within UK workplaces, providing information on good practice for employers, trade unions, government and LGB campaigning organisations.