Supporting Colleagues’ Sexual Orientation
Internal, Supporting Colleagues’ Sexual Orientation, Version1, Page 1 of 5
Where to find things. Introduction .............................................................................................................................................................. 3 1.
What is meant by sexual orientation? ............................................................................................................. 3
2.
What should I be aware of? .............................................................................................................................. 3
3.
What is an inclusive workplace? ...................................................................................................................... 3
4.
What are our legal obligations? ....................................................................................................................... 3
5.
What should I be aware of if I am recruiting? .................................................................................................. 4
6.
What are my responsibilities as a manager? ................................................................................................... 4
7.
Our Colleague Network .................................................................................................................................... 5
Guide information. ................................................................................................................................................... 5 Guide owner:
[email protected] ................................................................................................ 5 Ownership and confidentiality ................................................................................................................................ 5
Internal, Supporting Colleagues’ Sexual Orientation, Version1, Page 2 of 5
Introduction
General awareness
This guide gives you more information about supporting
Many of us discuss our weekend plans with our
sexual orientation, which is one of the nine protected
colleagues and for some this will be uncomfortable as
characteristics covered by the Equality Act and protected
they may not want to reveal information about their sexual
by UK Law.
orientation or details about their partner.
The aim of this guide is to support
You should
colleagues and managers when dealing with any issues
think about the choice of language you use when you
that may arise.
don’t know someone’s sexual orientation, for example by
1.
What is meant by sexual orientation?
Sexual orientation is about a person’s identity and not about sexual activity. and
Therefore gay, lesbian, bisexual
straight/heterosexual
all
are
protected
sexual
orientations.
2.
using ‘partner’ rather than assuming they have a ‘husband, boyfriend, ‘wife or girlfriend’. It’s totally unacceptable to ‘out’ (reveal someone’s sexual orientation) a colleague, one of their friends or family members without their permission either in the workplace or outside of it, including in the use of social media. This
What should I be aware of?
It’s important to remember that while some colleagues will be ‘open’ and happy to talk about their sexual orientation, others will want to keep it private and it’s important that we respect that.
would also apply even if the person was open with you about their sexual orientation.
3.
What is an inclusive workplace?
An inclusive workplace is one where everyone is treated with dignity and respect. Where the talents and skills of
We all have a responsibility to maintain an inclusive workplace which allows colleagues, regardless of their sexual orientation, to feel that they are respected and valued as individuals. We should always work towards ensuring that everyone is treated with dignity and respect and promote a culture that recognises there is value in working in a diverse environment.
different people are the thing that’s most valued and where
productivity
and
customer
service
improve
because the team is happier, more motivated and more aware of the benefits that inclusion can bring. In inclusive companies individuals who are gay, lesbian, bisexual and heterosexual are all able to be themselves without fear of discrimination or recrimination. Everyone should
feel
comfortable
about
participating
in
conversations about family and friends, what they did at
Having a diverse team means we have different people with different preferences, which everyone is entitled to have. However there are groups within our society who have differing views, and whilst this may be their opinion outside of work, they must not let it impact their ability to do their job, affect their working relationships or influence their decisions in any way.
the weekend without the fear of unwanted jokes or comments being made.
4.
What are our legal obligations?
We have a legal obligation under the Equality Act 2010 to make sure our working environment is free from any form of discrimination or harassment including those on the grounds of sexual orientation.
Any form of discrimination or harassment will not be tolerated.
This form of behaviour is considered to be
Any cases of discrimination can end up in an employment
gross misconduct and may result in disciplinary action
tribunal and cause serious damage to our business and
being taken against you; up to and including dismissal.
its reputation. We are committed to promoting a culture of equality across the business and ensuring that our business and its policies and processes don’t discriminate against any individual or group of employees.
Internal, Supporting Colleagues’ Sexual Orientation, Version1, Page 3 of 5
If a colleague confides in you about their sexual
Also remember that most social media sites allow you to
orientation then you need to listen to them and then ask if
see who has viewed your profile so a potential candidate
there’s anything they would like you to do with the
may know that you’ve viewed their profile.
information. It’s unacceptable for you to tell other people
about a candidate’s sexual orientation should never be
without their permission.
asked during the interview/assessment process.
Likewise you should not
Questions If the
‘speculate’ about a colleagues sexual orientation with
information is volunteered, you shouldn’t question this
other colleagues or assume that they are or aren’t gay,
any further, use it to evaluate the candidates or make
lesbian, bisexual or straight/heterosexual because of the
your final decision.
things they do or say, their mannerism or the way they dress. Discrimination because of sexual orientation can relate to someone’s perceived sexual orientation, not just
6.
What are my responsibilities as a manager?
their actual sexual orientation. For more information see the Equal Opportunities and Diversity policy.
Your responsibility is to ensure that all of our colleagues are treated fairly when it comes to accessing training and
5.
What should I be aware of if I am recruiting?
development, employment procedures and benefits, workplace events and activities and their day to day interactions with colleagues and customers.
The right to be treated equally begins as soon as a prospective colleague reads a job advert or accesses our online job search. All candidates are screened on their
For some colleagues telling their manager about their
relevant experience and the skills they can bring to the
sexual orientation would be very difficult as it is a private
role.
and personal matter which they may feel uncomfortable discussing and it’s important that you handle the
As part of the recruitment process we ask all candidates
conversation in a sensitive and sympathetic manner.
to complete an equal opportunities monitoring form. This information is kept for monitoring purposes only and is
If you hear comments or see any behaviour which you
stored separately from your application. This information
think is discriminatory or amounts to bullying or
won’t be seen by or shared with the hiring manager.
harassment you should deal with it in an appropriate manner. This type of behaviour will not be tolerated and
To help protect us against any claims of discrimination
is considered to be gross misconduct and if you fail to
notes from all interviews/assessments should be kept for
deal with it, then disciplinary action may also be taken
at least 12 months at which point they can be destroyed
against you.
confidentially. Sometimes certain behaviour can also be perceived as If you are going to view someone’s social media profile as
homophobic and again this should be dealt with in an
part of the screening process you should tell the
appropriate manner.
candidate first and give them the opportunity to update their profile in advance. You should also make sure that
Work events
you view all profiles (or everyone that has one) not just a select few to make sure that everyone is treated fairly. By
If you’re arranging a work event, make sure it’s
viewing someone’s profile you may discover someone’s
appropriate for all colleagues, talk about your plans and
sexual orientation or make an assumption about it,
what type of event might be appropriate for everyone.
sometimes unconsciously.
This way you can make sure your plans suit everyone
You should remember that
someone’s sexual orientation is confidential to them and
concerned and that you’re not excluding anyone.
should not be discussed or speculated about with anyone else. Remember not to let what you see unconsciously influence your decision.
Internal, Supporting Colleagues’ Sexual Orientation, Version1, Page 4 of 5
Banter We want to highlight to colleagues that they ‘have a place Banter is often light hearted with no offence intended, but
to
go’. We
offer
networking,
support,
mentoring,
what can be funny to some may be offensive to others. If
development and social activities. We also want to
you feel the banter within your team is inappropriate
highlight to our non LGBTI colleagues that ‘we are here’
speak to the individuals concerned and ask them to stop
demonstrating that everyone is welcome at Tesco. You
making the comments, and if necessary speak to your
don’t have to have to identify yourself as LGBTI to join.
People Manager/Partner for advice about how to deal with the issue. If a complaint has been raised you must
You can find out more information about Out at Tesco
speak to your People Manager/Partner about how to deal
and register at www.outattesco.com or get in touch
with this.
[email protected]
Any homophobic references need to be dealt with, even if
Related Reading
it wasn’t intended to be offensive, for example, someone describing something as ‘gay’ because they don’t like it.
Disciplinary Policy Equal Opportunities and Diversity Policy
Consideration also needs to be taken as many colleagues
Grievance Policy
may have friends or family members who are lesbian, gay
Supporting Disabled Colleagues
or bisexual, and they could find some forms of banter
Supporting Colleagues’ – Age, Race, Sex and Marriage
offensive.
and Civil Partnership Supporting Trans Colleagues
7.
Our Colleague Network
Supporting Colleagues’ Religion and Belief Northern Ireland Equality Statement
The purpose of our Out at Tesco network is to encourage people to ‘be themselves’ at work and not worry about hiding anything, which can make us all work more productively.
Guide information. Version No.
Date of change
Summary of change
1
8 February 2016
Updated Guide
Guide owner:
[email protected] Ownership and confidentiality This document shouldn’t be shared with anyone externally without permission from your Director. This policy and any associated documentation remains the property of Tesco and should be returned if requested.
Internal, Supporting Colleagues’ Sexual Orientation, Version1, Page 5 of 5
