Resources : Sexual Orientation

• Legislation - Sexual Orientation
• Guidance & Policy - Sexual Orientation
• Research - Sexual Orientation
• Employment & Staffing - Sexual Orientation

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Legislation - Sexual Orientation

Civil Partnership Act 2004

The Civil Partnership Act came into effect on 5th December 2005. It enables same sex couples to have their relationships legally recognised by registering a civil partnership. They then have the same rights as a married couple in areas such as tax, social security, inheritance and workplace benefits.

Employment Equality (Sexual Orientation) Regulations 2003 This regulation covers direct and indirect discrimination as well as harassment in the workplace because of a person’s sexual orientation. Sexual orientation is defined as: orientation towards persons of the same sex (lesbians and gay men), orientation towards persons of the opposite sex (heterosexual), orientation towards persons of the same sex and the opposite sex (bisexual). The regulations also recognise that in certain very specific circumstances to be of a specific sexual orientation may be a genuine occupational requirement. An example might be where the prime purpose of a job is to campaign to promote equal rights for lesbian, gay, bisexual or transgendered people.

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Guidance & Policy - Sexual Orientation

Sexual Exclusion: Issues & Best Practice in Lesbian, Gay and Bisexual Housing & Homelessness This guidance, published in March 2005, was developed as part of a joint project between Shelter and Stonewall Housing. The partnership project aims to raise awareness of the significant housing and homelessness problems that lesbian, gay and bisexual (LGB) people experience. It brings together the experience and expertise of both organisations to promote best practice in lesbian, gay and bisexual housing in the housing and homelessness sector.

The housing needs of lesbian, gay and bisexual (LGB) people in Wales - Stonewall Cymru, October 2006 This report explores the range of housing needs and issues facing LGB people living in Wales and seeks to identify examples of good practice among housing service providers. Harassment in and around the home was found to be the main cause of housing problems and the most significant factor in the need for LGB people to move home. Although the study focuses on Wales it will be of relevance to housing providers nationally and includes a series of recommendations to implement.

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Research - Sexual Orientation

Serves You Right: Lesbian and gay people's expectations of discrimination - Stonewall, April 2008
This report outlines the results of the first statistically significant national survey ever conducted into the life experiences of Britain's 3.6 million gay people. The research finds that many lesbian and gay people still expect discrimination in their everyday lives, with gay people remaining uncertain of fair treatment when dealing with institutions including family courts, health and housing services, and the Police. In terms of housing in particular, the research finds that one in five lesbian and gay people still expect to be treated worse when applying for social housing and this rises to one in four among young (18-24) and older (over 55) gay people. Gay women are more likely to expect discrimination when applying for social housing.

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Employment & Staffing - Sexual Orientation

Sexual Orientation & The Workplace: Putting the Employment Equality (Sexual Orientation) Regulations 2003 into Practice This guide produced by ACAS is intended for employers and their staff. Since 1st December 2003 when the Employment Equality (Sexual Orientation) Regulations came into force, it has been unlawful to discriminate against workers because of their sexual orientation. This booklet describes the regulations and gives guidance on associated good employment practice.

What's it Got to Do With You? Stonewall has launched a new plain English guide to help workplaces and service providers explain monitoring to their employees and service users. This innovative resource makes the case for monitoring across all equality strands, including disability, gender or gender identity, ethnicity, sexual orientation, religion and belief and age.