Page 6 - LiveWire Edition 19

March Health Calendar
Spotlight on "It's OK to be you"
Case Study
Meet Tom:
A generation and renewables employee, who was forced to hide his sexuality due to
workplace prejudice. Tom had always known he was gay, and during college he came out to his friends and family. While coming out is a milestone, to Tom it felt part and parcel. His friends and family were completely supportive, and when Tom first entered the sector, he had no issues with colleagues or management.
The workplace was a safe and an enjoyable environment, and he and his long-term partner often attended functions and informal work gatherings together. After three years on the project, Tom was offered a new role based on a different plant, which he accepted. Initially, Tom experienced no issues.
Some of his colleagues organised a welcome drink, and when Tom arrived with his partner, a few of his peers commented on his sexuality. Tom put his peers’ derogatory comments down alcohol consumption, but when he returned to work on Monday, his colleagues continued to ridicule Tom and his partner. As a new member of the team, Tom was reluctant to speak
to management and instead asked colleagues to
stop, firmly but jovially. Unfortunately, the prejudice continued. Tom then had no choice but to speak
to management. Tom’s line manager labelled the discrimination ‘workplace banter’ and encouraged Tom to be a team player. It was then Tom felt he had to contact outside support from the Electrical Industries Charity.
The Electrical Industries Charity support team garnered details from Tom including specifics of the discrimination and asked Tom if the prejudice had affected his mental wellbeing. While Tom did not feel his wellbeing had
been impacted, he had started to understandably dread work and became reclusive while on site. The Charity encouraged Tom to speak to his line manager again and detail the discrimination and how it was impacting him. Tom’s Charity caseworker also advised Tom to get details of the HR department and report the ongoing incidents to them.
Tom was reluctant to launch a formal case with HR as he did not want to get a reputation within the plant among colleagues and management. The Electrical Industries Charity explained that Tom did not need to be aggressive in approach but could ask for advice and next steps. The Charity also offered to reach out to HR on Tom’s behalf if his line manager was still dismissive.
Tom spoke to his line manager again and he was extremely apologetic – he had not realised the discrimination had continued. Tom’s Charity caseworker was contacted by Tom’s line manager, and together they put together the next steps to ensure Tom was well supported and valued within the workplace. The Electrical Industries Charity recommended compulsory welfare and diversity training for all staff and encouraged the plant
to put in place monthly wellbeing breakout sessions to discuss diversity.
The power plant appointed a wellbeing liaison champion who acted as a non-judgemental point of contact for all employees and a bridge between management and staff. The Electrical Industries Charity also signposted the plant HR to Stonewall, an organisation which helps to create and promote inclusive workplaces for all staff. Tom was instrumental in bringing these initiatives into the plant, so all his colleagues are supported, and he now acts as one of the wellbeing and diversity champions on site.
The Electrical Industries Charity supported Tom to ensure he could always be who he is no matter where he is. The Charity assisted with client and waorkplace support and have helped to create a safe workspace for all individuals.
If you need support please contact
support@electricalcharity.org