sann
22nd August 2003, 12:15 PM
Gerald Flynn, Industrial correspondent reports in the Irish Independent on 21/08/2003.
Irish employers were warned last night not to follow British firms in detailing which of their staff are gay- creating so-called "pink lists".The equality authority describes such movers as too intrusive despite guidelines issued in Britain that employers should establish which, if any, of their staff are homosexuals. In preparation for the new Employment Equality Regulations, Britain's Trade and Industry warned businesses that ignorance of an employee's sexual orientation would be no defense against a claim of sexual discrimination. Already the London Fire Service has started to question fire fighters to find out how may are gay or lesbian. Merchant bank, JP Morgan plans to quiz staff on their sexual orientation. If employees remain " in the closet" and are not openly gay, it would be difficult for employers to know whether they were being discriminated against on grounds of sexual orientation.
Under Britain's new equality legislation, employees who are heterosexual but who are mocked as being gay can also win compensation with no cap on the sums which can be awarded.
In Ireland, discrimination on grounds of sexual orientation is one of nine grounds covered by the Employment Equality Act. Last night, Equality spokesman, Patrick O'Leary warned Irish employers from following a similiar path."We work with organisations in carrying out reviews and action plans ands have programmes to assist equality and counter harrasment. I cannot see employers preparing such lists and I think it is quite intrusive", Mr.O'Leary added.
Lawyers in London warned that asking staff to specify whether they are gay or straight would infringe Article 8 of the European Convention on Human Rights.
Any views on this?
San
Irish employers were warned last night not to follow British firms in detailing which of their staff are gay- creating so-called "pink lists".The equality authority describes such movers as too intrusive despite guidelines issued in Britain that employers should establish which, if any, of their staff are homosexuals. In preparation for the new Employment Equality Regulations, Britain's Trade and Industry warned businesses that ignorance of an employee's sexual orientation would be no defense against a claim of sexual discrimination. Already the London Fire Service has started to question fire fighters to find out how may are gay or lesbian. Merchant bank, JP Morgan plans to quiz staff on their sexual orientation. If employees remain " in the closet" and are not openly gay, it would be difficult for employers to know whether they were being discriminated against on grounds of sexual orientation.
Under Britain's new equality legislation, employees who are heterosexual but who are mocked as being gay can also win compensation with no cap on the sums which can be awarded.
In Ireland, discrimination on grounds of sexual orientation is one of nine grounds covered by the Employment Equality Act. Last night, Equality spokesman, Patrick O'Leary warned Irish employers from following a similiar path."We work with organisations in carrying out reviews and action plans ands have programmes to assist equality and counter harrasment. I cannot see employers preparing such lists and I think it is quite intrusive", Mr.O'Leary added.
Lawyers in London warned that asking staff to specify whether they are gay or straight would infringe Article 8 of the European Convention on Human Rights.
Any views on this?
San