Essay: LGBT Discrimination in Workplace and Equality Act 2010 Analysis

This essay explores the issue of LGBT discrimination in the workplace, focusing on the Equality Act 2010 as a key legal framework for protection. The essay reviews literature, including studies on discrimination's impact on LGBT employees' well-being, such as higher rates of distress, health issues, and lower job satisfaction. It discusses the role of factors outside the workplace, like marital and adoption rights, in influencing workplace discrimination. The essay uses the Theory of Relative Deprivation to analyze how perceptions of status and privilege affect LGBT individuals. It also examines problems like lack of political support, promotion issues, and the absence of comprehensive anti-discrimination laws in some countries. The essay includes interview data to support its findings and proposes solutions such as government reforms, strict enforcement of laws, external workshops, HR team interventions, and organizational psychology support to foster a more inclusive and equitable workplace environment.

Cross Cultural Management and Diversity Management

Equality Act 2010
This law has been a milestone in reducing workplace discrimination. The main reason for this act
was that it removed small and fragmented laws with one single Act which is all encompassing.
Sex Discrimination Act 1975, Race Relations Act 1976 and Disability Discrimination Act 1995
were the different regulations that were all brought under Equality Act in 2010.
There are certain issues that are still creating hurdle in discrimination. For example, cases of
discrimination that occurred before the year 2010 are to be dealt with under the regulations that
were there before the Equality Act 2010.
Here are the provisions of Equality Act 2010:
It has the basic framework that is protecting the workers against discrimination, victimization,
direct and indirect discrimination, harassment,
It has been a step ahead in gender reassignment as it has removed the need of medical
supervision.
Through Equality Act 2010 there is promotion of harmony in workplace by elimination of
discrimination.
To further with any research, it is vital that evidence of its existence is collected and then
theories are applied to understand the reason for its existence and then finally arrive at
recommended solution. In dealing with such topics, it becomes important to bring in Equality
Act of 2010, through which the rights of LGBT community is being protected.
Definition of LBGT
Used as initials of Lesbian, gay, bisexual, and transgender, it refers to the community of people
who have a preferred sexual orientation that is not similar to heterosexuality.
Discussion
What is discrimination?
As discrimination is large corpus and a variety of topics can be included in this vast topic, it is
not possible to discuss all of it under one major heading. In order to have a whole understanding,
with evidence, of topic it is vital that we deal with it in parts by picking one and elaborating.
With that same philosophy, there the problem of LGBT discrimination in workplace has been
picked up as topic for this assignment. To further with any research, it is vital that evidence of its
existence is collected and then theories are applied to understand the reason for its existence and
then finally arrive at recommended solution. In dealing with such topics, it becomes important to

bring in Equality Act of 2010, through which the rights of LGBT community is being protected.
The main aim of this regulation is protecting the people from LGBT discrimination, both direct
and indirect. Discrimination could come in the form of pay, selection, promotion, environment
and victimization. Adjacent to LGBT protection in Equality Act in 2010 there is also
reassignment category that protects transgender in workplaces against discrimination.
Essay Question
How discrimination in workplace is faced by LGBT employees?
The essay question will help in answering psychological questions as this is something that has
been taking a toll on the LGBT adults. The question has been answered with the help of several
literatures and an interview was conducted so that the essay is not only based on assumption,
rather has concrete evidence to draw conclusions.
Literature Review to Support the Essay Topic
Discrimination is a common case in workplace and there is no one kind of it. LGBT adults have
experienced discrimination and the reason being their sexual orientation. Although there has
been improvement seen in a changing environment, a lot of areas still needs to be worked up
on.1769 pair of fictitious resumes were send to as many as seven tables. Each pair had a resume
that was mentioning experience in a gay organization. The result was that 40 percent chances of
being called for an interview dropped for the resumes that have association with gay organization
(Nadal et al, 2011).
Studies show that around 42% if the LGBT adults face discrimination in workplace. The
employees who face workplace discrimination as a result of their orientation, have higher
chances of distress and also health issues compared to the employees who did not face
discrimination based on orientations. As a result of lower discrimination there are further
consequences that range from lower satisfaction and higher level of absenteeism and quitting.
LGBT adults have to face these issues on a regular basis and this has been dealt on with on a
regular basis by different NGOs but the change has to come from within. The base of change is
not sympathy but realization of equal rights and dissolution of the word ‘normal’ that has so very
stereotyped the society (Webster et al, 2018).
Alcohol abuse, distress, anxiety and depression have been seen higher in adults of LGBT adults
at workplace. This is contributing to unbalanced society which is going to be adversely affecting
the holistic and sustainable development of mankind (Roberts, 2015).
Marital rights are linked to workplace depression that is being displayed by LGBT adults. In
countries where LGBT adults are allowed to marry have lower incidence of workplace
discrimination than the ones where the rights are restricted. Though marital rights cannot directly

affect the workplace discrimination but it does exercises a considerable control on the
discrimination that is practice in workplaces (Monro, 2016).
Same is the case with adoption rights. Adoption has been denied in many of the nations and these
political and social laws have an effect on the psychology of the workers which makes its way
into the minds of employees and they socially are trained to be biased to LGBT adults. Not to
mention, the distress and instability that is faced by LGBT adults. Gay men who are allowed the
right to adoption are happy and are lesser prone to depression then in nations where there are
issues regarding the adoption right. The Government is going to play an important role in
influencing the workplace discrimination by laying its hands on social reforms. The social
reforms go a long way in affecting workplace discrimination.
When we are analyzing the discrimination against the group and how it is protected in Equality
Act 2010, we cannot fail to understand how other factors that are living outside the workplace
play a vital role in stimulating discrimination within the workplace. The research must also be
devoted in researching these outside factors, as, in reality, the professional and personal life of a
person gets mixed up and each is influencing the other (Roberts, 2015).
Source: (Roberts, 2015).
Theory of Relative Depravation
This theory goes on to state that Relative deprivation (RD) theory states that the perception of the
relative positions of one's group and an out-group in terms of status and privilege is
psychologically important. RD theory calculations for members of troubled groups comprise
augmented endorsement of confrontational acts, dwindled feelings of mechanism and life-

satisfaction as a function of supposed relative deprivation and apparent discrimination. In the
present reading, these predictions were tested with 74 associates of Toronto's gay male and
lesbian community. RD measures encompassed the cognitive-affective (i.e. concerned with
knowledge vs. feelings about the deprivation) besides egoistical-fraternal (i.e. concerned with the
status of the individual vs. the in-group) scopes, with a measure of real fraternal discrimination
(CFD) also encompassed for judgement. The results specified that CFD was the top forecaster of
enlarged militancy, decreased control and declined satisfaction.
Problems faced by LGBT group
Here are some of the problems that LGBT community has to face as a result of discriminated
society:
There is lack of political support from the side of the government consequently there is no
changes brought in workplaces and the discrimination is practiced openly (Galupo et al 2016).
Promotion has been an issue and often constitutes an important subject of most of the reported
issues in workplace. If you look at the bigger picture in LGBT adults not much of them qualify
to be occupying higher position. Of course there are a few examples like Tim Cook of Apple,
Claudia Brind-Woody of IBM, Christopher Bailey of Burberry and Liz Bingham in EY. These
personalities have played an important role in becoming role models thereby stimulating a
change in the workplace discrimination (Walker and Prince, 2010).
Not just UK, 6.5 million employees in USA have identified themselves as LGBT and they too
have been subjected to social and workplace discrimination. In USA, Congress has not been able
to successfully pass laws that is all round and holistic and guards the LGBT adults against such
discrimination. In USA, recently there has been a lot of development seen in the fights against
such discrimination. The fight against equal employment and equality within the organization
has been building up, there is still a lot of gap that has to be filled in order to have LGBT adults
enjoy their right and not be subjected to depression, distress, drug abuse and nihilism (Walker
and Prince, 2010).
A research method to support the essay topic
The method that was followed in generating support for the topic was that there was interview
conducted so that there could be understanding of the question in a better way. Total number of
people who were interviewed was twenty. Out of the twenty people only 5 agreed to disclose
their identity. The questions asked resulted in coming to the conclusion that 8 out of 20
employees said that they have faced problem and 10 out 20 employees did not want to reveal
their identity. Out of 20 s, 9 said that they were not satisfied with The Equality Act 2010.

Solutions
 Solutions can be given from many angles. It could be to the government to modify the
present act and bring in new and advanced acts that gives better protection or it can be
strict enforcement of the present law. The solution is also to provide the LBBT
employees as to how to deal with such issues in workplace and make them understand the
rights they have and how they can exercise it.
 Discrimination against LGBT employees have been faced by many of the organizations
and sometimes it has been meted out by the management. In that case, the employees fall
short of authorities to complain about. This can be done by organizing external workshop
but then again there are issues of funding for the external workshops to function and the
work is not carried out efficiently on a large scale.
 Even if some association manages to work on a large scale, it starts to practice monopoly
and formation of new NGOs becomes a matter of competitive which, in the end, negates
the real purpose. The main aim of this regulation is protecting the people from LGBT
discrimination, both direct and indirect. Discrimination could come in the form of pay,
selection, promotion, environment and victimization. Adjacent to LGBT protection in
Equality Act in 2010 there is also reassignment category that protects transgender in
workplaces against discrimination (Eskridge Jr, 2017).
 Here, an important role can be played by HR team. HR is instrumental in acting as
listening body to the employees and it is the duty of the HR team to make sure that the
place is devoid of any kind of discrimination and the environment is healthy and
cooperative. Any kind of observation of such discrimination must be brought to
discussion and workshops must be held to make people aware of the legal penalty to
discriminating party (Eliason et al 2011).
 Organizational psychologist is something that has come to prominence in the recent
decade and has made a lot of progress in terms of bringing a change in the organization
and other kind of issues that are related to organizational environment. Organizational
psychology is an important tool in communicating educating and encouraging the LGBT
employees if they feel they are not keeping up to the world in terms of mental stability.
This is often the case.
 Often the employees have expressed insecurity and hesitation in interacting with other
employees who are considered ‘normal’ as per the present society standard, which,
needless, to mention is a biased approach.
Conclusion
After going through reliable and peer reviewed journal and articles that acts as a source of
research for this assignment, it can be concluded that there has been a considerable psychological
impact that is seen in the workplace in mind of LGBT employees. The evidence go on to show
how it is also available outside the workplace which is making the employees of LGBT
orientation have lesser concentration on work life, thereby degrading the quality of their work

and personal life as well. The effect is all round, consequently, the solution finding and
reforming approach too has to be holistic and all round. The idea of sympathy is promoted in a
way that is again subjugating the LGBT adults (Harper, 2003).
The assignment is has been dedicated to discuss instances of discrimination in workplace. As
discrimination is large corpus and a variety of topics can be included in this vast topic, it is not
possible to discuss all of it under one chief heading. In order to have a whole understanding, with
proof, of topic it is vital that we deal with it in parts by picking one and elaborating. With that
same philosophy, there the problem of LGBT judgment in workplace has been chosen up as
topic for this task. Two organizations have been selected in order to comprehend the practical
reality and existence of the LGBT in place of work (Badgett et al 2017).


Questionnaire
Are you willing to disclose the name of your company and yours?
 No
 Yes
Are you open about your sexuality in workplace? If yes, was it difficult admitting to sexual
orientation at workplace?
 No
 Yes
 No
 Yes
Have you faced any kind of discrimination which you think is sue to sexual orientation?
 No
 Yes
Is Equality Act 2010 sufficient?
 No
 Yes
Do you think organisational psychologist help?
 No
 Yes

Than You Letter
Dear Participant,
This is to inform you that we are highly obliged for you cooperation and it has been a great
opportunity to work with you. The opportunity has led to better understanding of the situation.
We are grateful that you agreed to share your experience with us and throw some light on this
topic of essay which is ‘How discrimination in workplace is affecting psychology of LGBT
employees?’
Without your insight, it would have been impossible to understand the topic. Your insight and
contribution has helped as evidence in supporting the essay topic and the question.
Thank You!

References
Eskridge Jr, W.N., 2017. Title VII's Statutory History and the Sex Discrimination Argument for
LGBT Workplace Protections. Yale LJ, 127, p.322.
Webster, J.R., Adams, G.A., Maranto, C.L., Sawyer, K. and Thoroughgood, C., 2018. Workplace
contextual supports for LGBT employees: A review, meta‐analysis, and agenda for future
research. Human Resource Management, 57(1), pp.193-210.
Galupo, M.P. and Resnick, C.A., 2016. Experiences of LGBT microaggressions in the
workplace: Implications for policy. In Sexual orientation and transgender issues in
organizations(pp. 271-287). Springer, Cham.
Badgett, M.V.L., Hasenbush, A. and Luhur, W.E., 2017. LGBT exclusion in Indonesia and its
economic effects. Williams Institute, UCLA School of Law.
Monro, S., 2016. LGBT Equality Policies–Key Debates.
Lloren, A. and Parini, L., 2017. How LGBT-supportive workplace policies shape the experience
of lesbian, gay men, and bisexual employees. Sexuality Research and Social Policy, 14(3),
pp.289-299.
Eliason, M.J., Dibble, S.L. and Robertson, P.A., 2011. Lesbian, gay, bisexual, and transgender
(LGBT) physicians' experiences in the workplace. Journal of homosexuality, 58(10), pp.1355-
1371.
Walker, J.A. and Prince, T., 2010. Training considerations and suggested counseling
interventions for LGBT individuals. Journal of LGBT Issues in Counseling, 4(1), pp.2-17.
Schmidt, C.K., Miles, J.R. and Welsh, A.C., 2011. Perceived discrimination and social support:
The influences on career development and college adjustment of LGBT college students. Journal
of Career Development, 38(4), pp.293-309.
Roberts, T.S., Horne, S.G. and Hoyt, W.T., 2015. Between a gay and a straight place: Bisexual
individuals’ experiences with monosexism. Journal of Bisexuality, 15(4), pp.554-569.
Nadal, K.L., Wong, Y., Issa, M.A., Meterko, V., Leon, J. and Wideman, M., 2011. Sexual
orientation microaggressions: Processes and coping mechanisms for lesbian, gay, and bisexual
individuals. Journal of LGBT Issues in Counseling, 5(1), pp.21-46.
Harper, G.W. and Schneider, M., 2003. Oppression and discrimination among lesbian, gay,
bisexual, and transgendered people and communities: A challenge for community
psychology. American journal of community psychology, 31(3-4), pp.243-252.

Brewster, M.E., Velez, B., DeBlaere, C. and Moradi, B., 2012. Transgender individuals'
workplace experiences: The applicability of sexual minority measures and models. Journal of
Counseling Psychology, 59(1), p.60.