- Conference
- 2025 National LGBT+ Conference
- Date
- 23 July 2025
- Decision
- Carried
Conference is aware that disabled LGBT+ people can face multiple barriers in the workplace: discrimination based on sexual orientation, gender identity and disability. These barriers are further increased if the worker is Black and/or a woman.
Conference notes that for some conditions such as perimenopause or menopause, employers do not consider how this might impact Trans, Non-binary and gender diverse employees. Many employers do not even realise that menopausal symptoms can come within the definition of disability thereby meaning that there is a duty to provide reasonable adjustments.
For workers who are asexual and aromantic (a-spec), not only is the law silent but even employers who have a good track record do not provide policies and guidance that are inclusive of our a-spec members.
Conference also notes that poor mental health disproportionally affects people who are LGBT+. The most recent Office for National Statistics Annual Population Survey found that almost 1 in 10 16–24-year-olds identified as LGBT+. A 2016 Stonewall study found that 1 in 8 people aged 18-24, identifying under the LGBT+ umbrella, had attempted to end their life, and almost half of trans people have considered the same. The impact on A-Spec people can be worse because asexuality is pathologised, and research by The Trevor Project has found that a-spec people experience even higher levels of depression, anxiety and suicidality than their LGBT+ counterparts.
Younger workers often face ageism in the workplace. Where our young members are also LGBT+ and disabled then this discrimination is compounded
Conference acknowledges that there are policies and regulations that employers introduce but do not consider the wider impact or indeed understand that disabled members may require reasonable adjustments.
For example, when disabled members are prescribed medications, there can be unintended consequences for which reasonable adjustments should be considered. Medications can deregulate temperature leading to heat intolerance and making workplaces unbearable and unsafe.
Conference acknowledges that during, and post Covid, home and flexible working appeared to offer a small lifeline for many LGBT+ disabled workers, allowing them to manage their day-to-day challenges and remain in work. However, recent drives to return workers to the workplace has left many feeling anxious. Lack of understanding of reasonable adjustments and disability rights means that disabled members may face uphill battles to assert their rights.
Conference believes that there is a better way that allows for the needs of LGBT+ disabled members are met. Advocating for workplace rights for LGBT+ disabled members will improve the rights of all members.
Conference calls on the National LGBT+ Committee to:
1)Promote the National Young Members Forum campaign “Young Members Mental Health Matters!”.
2)Publicise and promote UNISON’s other resources on mental health, such as the Bargaining on Mental Health Policies guidance.
3)Work with the National Disabled Members Committee and other self-organised groups as appropriate to promote guidance around employment rights for disabled workers, including the Proving Disability and Reasonable Adjustments guide and the Reasonable Adjustments bargaining guide.