- Conference
- 2023 National LGBT+ Conference
- Date
- 20 July 2023
- Decision
- Carried as Amended
This conference is deeply concerned by the steep rise in hate crime across the United Kingdom (UK) in the last 5 years. Conference welcomes progress made by UNISON over many years in campaigning and negotiating for equality both in and outside of the workplace. Conference is alarmed by the rapid rise in homophobic, bi-phobic, transphobic, ableist and racist hate crimes over the past 5 years that is not restricted to the UK; hatred and abuse is of urgent, global concern. This motion acknowledges UNISON’s definition of Bi Plus (+) and Trans, Non-Binary and Gender Diverse when referring to bi-phobia and transphobia.
Conference notes that many employers have local policies for issues such as sexual harassment, racial discrimination, ableist, homophobic, bi-phobic, and transphobic behaviour. However, the lack of a model policy encompassing all areas of hate crime allows the voices of marginalised groups to be forgotten, whilst at the same time failing to recognise the intersectional identities of members. Conference also notes the success of the Trans+ model policy and believes now is the time to broaden this good work.
In a climate where hate crimes and incidents are on the increase, there is no doubt that they have a direct impact on workplaces and workplace productivity and culture. Conference recognises these incidents are likely to be under reported. This is a stark reminder that Lesbian, Gay, Bisexual and Transgender Plus (LGBT+) equality is far from a lived reality for LGBT+ people. Statistics show that victims were also more than twice as likely to experience fear, difficulty sleeping, anxiety or panic attacks, or depression.* Further, it is well documented that LGBT+ people have higher incidences of drug and alcohol dependence, as well as mental ill health**.
Employers cannot continue to ignore the rise in hate crimes***, and the intersectionality issues faced by those with marginalised identities. Local policies to address specific issues do not meet the needs of an intersectional workforce.
Conference therefore calls upon the National LGBT+ Committee to create bargaining factsheets and a flowchart that regions and branches can follow to:
• Encourage the reporting of hate crime incidents.
• Define the employers’ responsibilities in responding to hate crime incidents.
• Make clear the actions the employer should take following a hate crime incident.
• Provide a baseline expectation on the support offered to the person affected by a hate crime incident.
*https://www.stophateuk.org/2022/07/27/hate-crimes-and-trauma/
**https://www.ucl.ac.uk/news/2021/feb/mental-health-disorders-and-alcohol-misuse-more-common-lgb-people
***https://www.gov.uk/government/statistics/hate-crime-england-and-wales-2021-to-2022/hate-crime-england-and-wales-2021-to-2022#police-recorded-hate-crime