Social inclusion within the labour market for people with sexual diversities

Abstract

Social Inclusion has enhanced a better focus on our thinking, behaviour and attitude towards the excluded and marginalized minority groups. The notion of labour market inclusion will be analysed throughout this paper and will focus particularly on persons with different sexual orientations known as GLBs (Gays Lesbians and Bisexuals). No one is truly cognisant how widespread the number of this minority group is, due to the fact that the majority of these people prefer not to disclose their sexual orientation. What makes them persist in a life of repression? On the other hand, are those who have the courage to unveil their sexuality leading a 'normal' life? or are being side-lined or discriminated against? Thus the main scope of this research paper is to determine whether discrimination within the Maltese Labour Market does exist or not within this group, and, if so, to what extent. Who is the major player in this discrimination - their employers, or their co-workers? Eight cases were taken into consideration to test for possible existence of sexual orientation discrimination by comparing 'normal' everyday life situations as accepted within heterosexual context with the same situations by GLB individuals has been investigated. In order to investigate discrimination at different levels in the workplace, direct and indirect, it was necessary to design two different questionnaires with different situations one for Managerial level and another questionnaire for Employees. Each set of questionnaires was then again split into two formats; Questionnaire A (In situations were heterosexuals are accepted in normal working life) and Questionnaire B (The same situations used in Questionnaire A with the difference that the persons were homosexuals). The main highlights found in this research paper were: Although discrimination against homosexuals seems to be order of the day, the discrimination could be of different degrees amongst GLBs. Discrimination occurs in a pronounced manner against gays of overt feminine tendencies. It was also evident that discrimination grossly exists within co-workers themselves, heterosexual people explicitly exclude GLBs at the workplace. As a rule managers do not discriminate against GLBs mainly because of the Employment Equality Directive 2000/78EC that is against all forms of discrimination and that act as a deterrent against such abuse. However, a good number of managers seem to be homophobic and do not tolerate any minor abusers from GLBs. This could be contrasted with employees where to discriminate or socially exclude homosexual from the workplace means breaking no law. Recommendations to develop a more inclusive labour market are elaborated.