Supporting LGBTQ+ Employees Against Sexual Harassment

anti-harassment policies cultural humility inclusive workplace culture lgbtq+ lgbtq+ employee safety lgbtq+ rights at work lgbtq+ workplace inclusion sexual harassment at work workplace discrimination Mar 19, 2025

LGBTQ+ employees face disproportionately high levels of sexual harassment in the workplace, often rooted in systemic discrimination and bias.

“Nearly 7 in 10 (68%) lesbian, gay, bisexual and trans (LGBT) people report being sexually harassed at work” TUC, 2019.

Employers have an important role in ensuring that every employee regardless of their sexual orientation feels safe and is treated like a whole human being.

Sexual harassment faced by people from the LGBTQ+ can look very different and can be particularly harrowing. For instance, it is common for gay people to be told that if they don’t want to discuss their sex life openly, they shouldn’t let everyone know their sexual status. Statements like these are examples of sexual harassment and can lead to people attempting to act on these attitudes.

Views like this must be challenged and environments should be created to ensure people are clear on what constitutes sexual harassment. The following steps are designed to help prevent and address sexual harassment of LGBTQ+ employees:

  1. Provide LGBTQ+-Specific Sexual Harassment Training

Education tailored to the unique experiences of LGBTQ+ employees can help dismantle harmful biases and improve allyship. Training should:

  • Define what constitutes sexual harassment, including examples specific to LGBTQ+ employees.
  • Address microaggressions, such as comments about someone’s appearance or sexual orientation.
  • Equip employees with tools to intervene and report incidents effectively.
  • Train managers to handle complaints with sensitivity and confidentiality.

Making this training mandatory shows that this is important to the organisation.

  1. Establish Anonymous Reporting Channels

Fear of retaliation or being outed can prevent LGBTQ+ employees from reporting incidents of sexual harassment. Offer anonymous, accessible reporting mechanisms to encourage transparency and trust. Examples include:

  • Online reporting tools with anonymity options.
  • Independent hotlines managed by third-party providers.
  • Clear communication about how reports are handled, ensuring all employees feel protected.
  1. Strengthen Policies Against Sexual Harassment

Ensure your organisation’s anti-harassment policy explicitly includes protections for sexual orientation and gender identity. Key elements to include:

  • Definitions and examples of sexual harassment specific to LGBTQ+ contexts.
  • Consequences for perpetrators, with aggravating factors (e.g., power imbalances) explicitly addressed.
  • Steps to address harassment by third parties, such as clients or customers.
  1. Promote Cultural Humility

Prevention starts with creating a culture where inappropriate behaviours are not tolerated. Promote inclusion by:

  • Share a definition of Cultural Humility with the workforce. We like this one.
  • Celebrating LGBTQ+ awareness events to increase visibility and foster allyship.
  • Establishing LGBTQ+ employee resource groups as safe spaces for sharing and advocacy.
  • Normalising the use of pronouns and ensuring facilities are gender-inclusive.
  1. Monitor and Measure Progress

Regularly assess your workplace environment to ensure policies and initiatives are effective. Gather data through:

  • Anonymous surveys about experiences of sexual harassment.
  • Reviewing complaints data for trends and areas of concern.
  • Engaging with LGBTQ+ employees to solicit feedback and suggestions.

Sexual harassment has no place in any workplace, and addressing it is incredibly vital for building trust, morale, and civility. LGBTQ+ employees who feel safe are more likely to be engaged and contribute their best.

Hopefully, this has been useful to you. Feel free to ask any questions you have about this, and we may feature the answer in a future newsletter, blog or podcast episode.

Bye for now

Rebbecca Hemmings

Director

www.strawberrywords.co.uk

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