Protection from discrimination on the grounds of sexual orientation was first introduced in the UK in 2003, and on the grounds of gender reassignment in 2010. Much has changed since then. It is 20 years since the repeal of Section 28, the law banning the “promotion of homosexuality” by local authorities, including teaching in schools. LGBT+ history month first took place in the UK in 2005. Many public figures nowadays are openly “out”, and same-sex couples are regularly depicted in the media. Lesbian, gay, bi, trans and asexual people in England and Wales were counted for the first time in the 2021 Census.
Things are certainly better than they used to be. But, especially in light of the current media climate surrounding the LGBT+ community, in particular trans and non-binary people, there is still no room for complacency about LGBT+ rights, whether in the workplace or elsewhere.
First, some good news – it is currently unlikely that the UK’s departure from the EU will cause a reduction in LGBT+ rights at work.
This would not have been true 20 years ago. The original regulations banning sexual orientation discrimination were introduced because this was required by the EU’s Equal Treatment Framework Directive. Unlike with other strands of discrimination such as race and disability, where the...
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