Leading LGBT+ charity, Stonewall, have recently reported that 43% of LGBT+ individuals believe that public sporting events aren’t welcoming for them. In order to combat this, Stonewall introduced their #RainbowLaces campaign, wherein everyone is encouraged to sport rainbow coloured laces whilst being active to show their support for kicking discrimination out of sports.
It is understood that this campaign is hoped to promote inclusivity for all, regardless of their sex or sexual orientation, and in turn encourage LGBT+ individuals to attend sports events and feel welcomed by players and fans alike.
Under the Equality Act 2010, organisations must not discriminate against a person because of their sex or sexual orientation. The primary types of discrimination that LGBT+ individuals may face are:
This occurs when an individual is treated less favourably than others have been or would have been because of their protected characteristic (e.g. sex, sexual orientation or gender reassignment).
This occurs when an employer/organisation applies a provision, criterion or practice (PCP) that puts an individual with said protected characteristic at a disadvantage when compared to others because of their protected characteristic.
This occurs when an employee/er or organisation has engaged in unwanted conduct (of a sexual nature) which had the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them.
If you feel that you may have been subjected to discrimination, it is important to remember that there are strict time limits to bring such a claim in the County Court or the employment tribunal. It is therefore important that you seek specialist legal advice without delay following an incident of discrimination.
If you need further advice regarding discrimination, please contact our specialist discrimination team on 01616 966 229.
By Zoe Bagnall, employment law and discrimination advisor