Despite the progress of recent decades in embedding formal legal protections for LGBT+ workers, the jury is still out as to how this has translated into positive and inclusive experiences of the workplace.
Recent research by the TUC in the UK found that too many still experienced the workplace as a negative or even harmful part of their lives. While the UK situation differs from Ireland, it shows how progress can be rolled back if we are not vigilant.
There was consensus among those interviewed that trans and non-binary staff face the greatest challenges in the workplace. Many felt that progress on trans inclusion in the workplace was going backwards. Many interviewees cited the toxic narratives about LGBT+ people that are prevalent online and in the media, believing that this climate is affecting LGBT+ experiences at work.
While the trade union movement has a proud history of support for the LGBTI+ community, we cannot afford to be complacent and we need to ensure that unions and union reps have an up-to-date understanding of gender identity and sexual orientation issues.
Unions also provide space for LGBTQ+ members to organise and support one another directly. A number of unions in Ireland, including SIPTU and Fórsa, now have LGBTQ+ member networks. These networks offer peer support, visibility, and an important platform for shaping union policy and bargaining priorities.
If you are a member of Fórsa, you can join their LGBTQIA+ Network, which was launched in 2024 after motions passed by members to standing ovations at their conference. Contact: [email protected]. More information: forsa.ie/lgbtqia-network
Whilst employer-led diversity and inclusion networks (sometimes called LGBT+ networks, employee resource groups or affinity groups) are very welcome sources of support and representation, they exist at the whim of management and do not have an independent status. Unions can work with employers to build inclusive cultures at work and set behavioural expectations for everyone, and stamp out discrimination and bullying.
There is a list of trade union resources listed below.
- Communications Workers Union - Promoting Equality and Diversity through the communications industry
- No Discrimination - A UNI Guide to LGBTI+
- Siptu - A Gender Inclusive Language Toolkit
- International Day Against Homophobia, Biphobia, and Transphobia Toolkit
- Trade Unions and Progress for LGBT People: A Personal History, by Kieran Rose
- TUC - How to be a good trans ally at work
- Ibec Gender Expression FAQs and sample policy
Why not find out more about the right trade union for you by checking here: https://www.ictu.ie/join-union
Next week also marks National Week of Action for Workers’ Rights (September 1st–7th). This will entail campaign events focused on gaining signatures for the Respect at Work petition – https://respectatwork.ie/ – subsequently to be presented to Minister Burke, alongside political lobbying.
Want to learn more—or get involved?
Join a union: Discover one that fits you here: https://www.ictu.ie/join-union
Mark your calendar: National Week of Action for Workers’ Rights takes place September 1–7, featuring events and petition signatures for Respect at Work—headed to the Minister alongside political lobbying (see https://respectatwork.ie/)
Further reading:
Working It Out – GLEN/Trinity research on LGB workplace experiences in Ireland Trinity College Dublin
Adams (2022): Exploration of LGBTQ+ staff experiences in Irish HR practices norma.ncirl.ie
ILGA Europe factsheet (2024): Discrimination and underreporting in Irish workplaces FRA
Let’s stay hopeful, vigilant, and united—because real inclusion at work is built from solidarity and sustained action.
