Managing the interface: sexual orientation and faith Research for further education and higher education
Figure 5: Further education college principals’ suggestions for managing the interface between sexual orientation equality and equality on the grounds of religion or belief 70 60
Total % respondents
50 40 30 20 10 0
Ensuring Communicating Clear public written into information statements policies to staff and from college students leaders
Brokered discussions
Use of College rules
Relationships with lesbian, gay and bisexual organisations
Source: Equality and sexual orientation: the leadership challenge for further education (CEL, 2006)
The need for clear, official, corporately led intervention is also clear, with staff stating that they did not have confidence that their institution would support them where disputes arose between individuals or groups on the grounds of sexual orientation and religion or belief (CEL, 2006). With regard to managing relationships and potential conflict with staff, guidance from ACAS (2009) suggests that the employer should consider whether their policies and procedures respect the sensitivity of the individual’s sexual orientation and the importance of maintaining a high level of confidentiality. Lesbian, gay and bisexual workers and those of different religions or belief should feel welcome and safe in their workplace and the dignity of all should be respected.
The organisations most confident about responding to and preventing conflicts between the equality strands are those that have clear equality and diversity policies that all staff, suppliers and service users understand. Successful organisations have thought in advance about how they might respond to issues of conflict, and have established what is meant by acceptable expression of faith and unacceptable discrimination against lesbian, gay and bisexual people in employment and service delivery. Such organisations ensure that senior staff, governors etc. agree with that position. Successful organisations communicate these policies to all staff, and work with their lesbian, gay and bisexual staff, and those who are part of religious networks, to find out how they can work together effectively (Malik, 2009).
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