Appendix A Monitoring form for Lesbian, Gay, Bisexual and

Document Sample
Appendix A Monitoring form for Lesbian, Gay, Bisexual and Powered By Docstoc
					Lesbian, Gay, Bisexual and Transgendered (LGBT)
staff survey
Background
On 27 November 2000 the UK agreed to the European Framework Directive that
provides equal treatment in employment and occupation under Article 13 of the
Treaty of Amsterdam. This Framework bans discrimination in the workplace on the
grounds of disability, religion, belief, age and sexual orientation. The UK has until 2
December 2003 to implement legislation protecting lesbian, gay, and bisexual (LGB)
employees from discrimination in the workplace. An important step towards
executing this legislation is to look firstly at the representation of LGB employees
within the GLA and to begin addressing their needs.

Transgendered employees are protected under the Sex Discrimination (Gender
Reassignment) Regulations 1999, preventing discrimination on the grounds of sex,
pay and treatment in employment and vocational training. Despite these
regulations, transgendered employees are still vulnerable to discrimination and
harassment in the workplace, and it is thus important to address their needs within
the GLA.

Lesbians, gay men, bisexual people and transgendered people need to feel confident
that an organisation recognises their existence. The GLA aims to be an exemplary
employer, determined that its workforce reflects London's diverse communities. It
currently has targets around black and minority ethnic employees, disabled
employees and women employees. There are however no targets for LGBT
employees (although it is recognised that “official” statistics on the LGBT population
are unavailable). Nevertheless, London has a very large and diverse LGBT
population that needs to be reflected within the GLA.

The outcomes of the “Equalities for All” Review clearly identified lesbians, gay men,
bisexual people and transgendered people as target groups in connection with
equalities work. LGBT monitoring will provide information that can inform future
decisions on work programmes.

Gaining some statistical knowledge of the approximate number of LGBT people
both in employment and applying for posts is important. In doing so, there is at
least a quantitative figure (however ambiguous) from which a future direction and
lead can be taken with respect to assessing targets for LGBT employees.

Monitoring LGBT staff and job applicants, will be a significant step towards
acknowledging LGBT employees, and a major preliminary step for the GLA in
considering many of the issues affecting lesbians, gay men, bisexual people and
transgendered people in the workplace. LGBT monitoring will also help to inform
the GLA‟s Sexuality Equality Scheme, currently under development.

Essentially and quite fundamentally, LGBT monitoring will have a role in
encouraging a culture of inclusion and acceptability for LGBT staff within the GLA.




                                          1
Completing the LGBT staff survey
  1. LGBT monitoring is both essential and significant – ALL EMPLOYEES
     ARE STRONGLY ENCOURAGED to fully complete and return the
     attached questionnaire.

  2. When completing the attached questionnaire, you have the option to either
     provide or withhold your name, directorate and grade or position.

  3. The information you provide is STRICTLY CONFIDENTIAL and is
     protected by the Data Protection Act 1998. It will be used for monitoring
     purposes and general analysis only.

  4. The questions on page 3 will advise the GLA of an approximate number of
     LGBT staff in employment and those applying for posts. However arbitrary
     the figure, it will provide a starting basis for further discussion, planning and
     monitoring.

  5. The questions on page 4 will:

         a. Inform development of the Sexuality Equality Scheme – for example,
            an analysis of the responses to these questions will be incorporated
            into the actions arising from the Scheme
         b. Play a role in the pending implementation of the Employment
            Equality (Sexual Orientation) Regulations 2003 and in stressing the
            importance of the Sex Discrimination (Gender Reassignment)
            Regulations 1999
         c. Provide the GLA with an insight into issues that affect and concern
            LGBT staff
         d. Potentially inform development of LGBT awareness diversity
            training for GLA employees

  6. Given the questionnaire allows you the choice to remain anonymous, it is
     also necessary to ask further questions on ethnicity, disability and age for
     wider monitoring purposes.

  7. If you require further guidance or information about completing the
     questionnaire, please contact:

     Gerard McGuickin – Coordinator LGBT Equality
     Ext: 4818
     Email: gerard.mcguickin@london.gov.uk

     Maddy Hill – Human Resources Officer
     Ext: 4138
     Email: maddy.hill@london.gov.uk

  8. Please return the questionnaire to Maddy Hill by Friday 28 March 2003
     (returns welcome by email or internal mail) – thank you.




                                         2
      Lesbian, Gay, Bisexual and Transgendered (LGBT) Staff Questionnaire

      Please the appropriate response where required. Any information you give
      is classified as sensitive personal data and is protected by the Data Protection
      Act 1998. The information will only be used for monitoring and general
      analysis.

1.    Name (optional):           _______________________________________
2.    Directorate (optional):
             _______________________________________
3.    Grade/position (optional): _______________________________________

4.    Please specify which applies to you:

      Decline to answer

      Lesbian                                    Gay man

      Bisexual woman                             Bisexual man

      Heterosexual woman                         Heterosexual man

      Trans woman                              Trans man

      Other (please specify):     _______________________________________

5.    What is your ethnic background?

      A White                                      B Mixed
      British                                    White and black Caribbean
      Irish                                      White and black African
      Any other white background                 White and Asian
      Please specify _______________               Any other mixed
background
                                                   Please specify _______________

      C Asian or Asian British                     D Black or black British
      Indian                                     Caribbean
      Pakistani                                  African
      Bangladeshi                                Any other black background
      Any other Asian background                 Please specify _______________
      Please specify _______________

      E Chinese or other ethnic group
      Chinese
      Any other
      Please specify _______________

6.    Do you consider yourself to be a disabled person? Yes             No

7.    Which age category are you in?


                                         3

    under 20   20-29   30-39
                     
    40-49      50-59   60 and over




                    4
Question 1 – for LGB employees only
Question 2 – for transgendered employees only
Question 3 – for all employees

1.     If you are a lesbian, gay man, bisexual woman or bisexual man, then please
       answer the following question:

Are you ‘out’ at work?

Yes to all staff    No           Only to certain groups/staff members

If „yes‟ or „only to certain groups/staff members‟ then what have your general
experiences been? If „no‟ then what are your reasons for this?




2.     If you are a trans woman or trans man, then please answer the following
       question:

Do your colleagues know that you are a trans woman or a trans man?

Yes         No

If „yes‟ then what have your general experiences been?




3.     Please highlight any ideas you may have about how the GLA can
       further acknowledge and/or deal with LGBT issues.




                                          5

				
DOCUMENT INFO
Shared By:
Categories:
Stats:
views:11
posted:2/26/2009
language:English
pages:5