It is reasonable to expect the average adult to work over forty years from leaving education to retirement. It is also reasonable to expect that no adult should go to work fearful that if their colleagues were aware of their sexuality that they would be discriminated against or even physically attacked. Stonewall has announced that recent research reveals that over a third of LGBT individuals hide their sexuality at work. Shockingly, Asian and other minorities report that they have actually been attacked by colleagues or customers due to their LGBT identity. Such a situation should never be tolerated by an employer.

Fortunately, a growing number of employers are aware that inclusion is the best way to develop confident creative employees who feel that they can come to work without fear, which in turn, leads to higher productivity and less sickness absence. Successful businesses frequently have inclusive policies that apply across all areas of the company.

Stonewall has published its top 100 LGBT inclusive firms and 19 out of 100 firms on the list are law firms, with the first and second positions taken by law firms. Some firms actively link with LGBT organisations and host Pride events, JLL the property company, released a video called "National Coming out Day". Other organisations flag up their support with diversity training for their staff.

There are many differences between employees in any business and destructive practices must be rooted out with a proper understanding of the issues and empowerment to challenge inappropriate language and behaviour so that all the staff feels comfortable when they are at work.

Giambrone's employment lawyers can advise employers how to introduce properly thought out inclusive policies as well as how to train managers and supervisors in dealing with sensitive situations and how to deal with employees who do not subscribe to diversity. There is a compelling commercial reason for ensuring that all the staff has a comprehensive understanding of the firm's diversity polices, as failure to prevent discriminatory behaviour and language exposes the firm to the risk of a legal case. Frequently, those employees who are not so LGBT friendly indulge in office banter, which is widely touted as just light-hearted jest. Regrettably, should it be allowed to run out of control by managers who lack the confidence or ability to recognise discriminatory behaviour and put a stop to it can all too easily go too far and becomes a major problem. It also encourages others to join in.

Encouraging staff to work together and embrace their differences is the best way forward for all parties with a clear message from the management about the importance of diversity from recruitment onward, this eliminates any doubt as to the company's attitude. A simple thing such as gender neutral lavatories can make a huge difference to the comfort level of a transgender person and sends a message to all staff that the firm takes inclusion seriously.

Nobody would expect to experience workplace discrimination because they had blonde hair or wore glasses; it is just as unreasonable for discrimination to be directed towards an individual due to their sexuality.

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