The Pink Ceiling Is Too Low

Summary

This collaborative research explored the workplace experiences of 900 gay men, lesbians and transgender people. The research found that harassment and/or prejudicial treatment on the basis of homosexuality or gender identity was widespread with 59% (532) of the participants experiencing this in their current or previous workplace. While a high percentage of lesbians, gay men and transgender people experienced such treatment, overall transgender people were the group most likely to be the victims of this treatment.

The homophobic behaviour reported by the participants included sexual and physical assault, verbal harassment and abuse, destruction of property, ridicule, belittling, and homophobic jokes. Prejudicial treatment in the workplace included unfair rosters, unreasonable work expectations, sabotaging and undermining of work and restrictions to career. Forty one participants considered
they had been dismissed from their most recent job because of their homosexuality. Several participants also reported they had been denied workplace entitlements that were available to heterosexual colleagues such as partner travel, superannuation, and compassionate leave.

Homophobic harassment and prejudicial treatment spanned all occupations, industries and types and sizes of the employing organisations. However discrimination was more likely to happen in traditionally male dominated occupations and industries. The effects of this homophobic behaviour and prejudicial treatment were extensive and included effects on the individual and their workplace performance. The effects on individuals included increased stress, depression, illness, loss of self confidence, increased alcohol and drug intake and attempted suicide. Workplace performance was negatively effected as a result of increased leave due to stress related illness, participants not wanting to be at work and having to be constantly on guard. The existence of homophobic behaviour and harassment effected the workplace culture often creating a hostile and unsafe environment for out or suspected lesbians, gay men and transgender people.

While a high percentage of participants were out to at least someone in the workplace 10% (90) chose not to tell anyone in their workplace that they were gay, lesbian or transgender. Many participants were out selectively because they felt unsafe to be entirely open about their sexuality. Those participants who were out to everyone had often chosen workplaces where they felt safe and where ‘I can be myself’. In these situations there was little likelihood of these participants experiencing homophobic discrimination.

Only a small percentage of those people who were the recipients of homophobic treatment took action. Those who did take action were most likely to confront the harasser or discuss the issue with management. Very few participants chose to use the legal avenues that exist. The main contributing factors to this decision were the anticipated long time delays, exposure of their sexuality and little chance of a positive outcome. Unions did not play a major role in assisting people to take action.

The positive workplace experiences of participants were characterised by a workplace culture which promoted difference (rather than just accepted or tolerated it), that is, where gays, lesbians and transgender people felt safe and where their contribution was acknowledged and valued.