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"My cis-hetero male boss who knows I am a bisexual female keeps making bawdy jokes, he talks about his ex-girlfriends and wants me to check out girls on the street." (bisexual female in law area)
"They ended my training when they realized I was gay." (Gay male in food sector)
"I was called a "homo" for not being married and not having Instagram photos with girls, twice." (gay male in automotive sector)
Initiated by Kaos GL LGBTI+ Association in 2015 and jointly prepared with Kadir Has University Gender and Women's Studies Research Center since 2018, the 2020 annual reports on the Situation of Lesbian, Gay, Bisexual, Trans, Intersex and Plus Employees in Public and Private Sector in Turkey have been shared with the public in a zoom meeting.
While the reports have been prepared by Prof. Dr. Mary Lou O'Neil, Dr. Reyda Ergün, Dr. Selma Değirmenci, Dr. Kıvılcım Turanlı and Doğancan Erkengel, they have been edited by Murat Köylü and Defne Güzel and published with the support of Friedrich Naumann Foundation and Swedish International Development Cooperation Agency (SIDA).
Some highlights from the reports are as follows:
Disclosure rates on the decrease
"The 2020 research on the private sector consisted of an online survey of 674 people who declared themselves LGBTI+ and who worked in the private sector at the time of the research.
"More than 175 people who declared to be LGBTI+ and who worked in a public institution participated in the survey.
"The percentage of those who claimed they were completely open regarding their identity in the workplace in the private sector was 14.8 percent in 2020. In the same research for the public sector, the ratio was 3.4 percent.
"Last year, disclosure rates in the private and public sectors were 17.4 percent and 4.4 percent respectively. In 2018, the numbers were higher at 22 percent and 7 percent. The rate of those who disclosed their identity during the hiring process has also declined. Only 8.9 percent of the participants declared there were open during these processes."
'Only 10.2 percent reported inclusive practices'
Specifically about the private sector, the report of the organizations has shared the following information:
"In 2020, 6.7 percent of participants reported that they had experienced discrimination (discriminatory attitudes, discourse, behavior and/or practices) during the hiring processes.
"Less than half (42.9 percent) of the participants stated that they had not experienced discrimination in hiring but 50.4 percent believe they did not experience discrimination because either they were not open regarding their gender identity, sexual orientation or intersex situation and these were not detectable in the appearance.
"Slightly more than forty-five percent (45.7 percent) declared they had not experienced discriminatory attitudes or practices without pointing to a particular reason.
"Participants also stated that they did not believe they would get any results through official channels in case of discrimination against LGBTI+ employees. Furthermore, they feared losing their jobs, hate speech, prejudice and involuntary disclosure due to their claims of discrimination.
"Only 12.6 percent of participants declared there were effectual rules and regulations in their companies to prevent discrimination based on gender identity, sexual orientation and sex characteristics.
"In companies where effective anti-discrimination measures are in place disclosure rates for LGBTI+ employees almost double and the number of individuals who remain feel they cannot in anyway disclose their identities dropped significantly. In these companies, 30.6 percent of the LGBTI+ employees are completely open about their identities and only 17.7 percent remain completely undisclosed.
"Participants also stated that even in companies with no such mechanisms existed, a non-written agreement or the existence of a LGBTI+ friendly corporate culture also created positive results.
"However, only 10.2 percent of the participants declared that there existed inclusive practices regarding LGBTI+ employees in terms of social events. In companies with inclusive practices, 47.8 percent of the participants reported that they are completely open about their identities.
"Among the 61 participants who experienced discrimination, only 12 were members of a union or professional organization at the time of the survey."
'94 percent were not completely disclosed'
Specifically about the public sector, the report of the organizations has shared the following information:
"According to this year's data, 94 percent of public sector LGBTI+ employees were not completely disclosed in the workplace regarding their gender identity, sexual orientation and sex characteristics.
"Despite the fact that they were undisclosed regarding their identity six out of a total of 86 people were subject to discriminatory attitudes or practices during the hiring process and 5 experienced the discrimination during employment. More than half (56.6 percent) of the participants witnessed hate speech against LGBTI+ individuals.
"In 2020, 6.9 percent of participants reported facing discriminatory attitudes, discourse, behaviors and/or practices during the hiring processes.
"Two thirds (66.3 percent) believed they did not experience discrimination because either their identity remained undisclosed or their gender identity, sexual orientation or intersex situation was not detectable by their appearance. At the same time, 10.9 percent of participants experienced discrimination after the hiring processes, during employment.
"Again, 66.3 percent stated they did not experience discrimination because either they were undisclosed or their gender identity, sexual orientation or intersex situation was not apparent.
'Only 6.9 percent reported effective rules, regulations'
"Our research reveals that LGBTI+ employees in public sector are not open about their gender identity, sexual orientation and sex characteristics unless the risk of discrimination is close to zero.
"In 2020, just 6.3 percent of the sample state they completely or partially disclosed during the hiring processes 6.9 percent experienced discriminatory practices and attitudes during these processes.
"Once employed, the rate of disclosure rose to 17.7 percent and the rate of experiencing discrimination to 10.9 percent.
"Disclosure of identity appears to increase the chance of being discriminated against for LGBTI+ employees. However, among disclosed or partially disclosed participants the rate of discrimination among was far lower than the general discrimination rates in the sample. Responses to open ended questions made clear that public sector employees end their strategy of non-closure once they believe there is no risk for discrimination.
"Only 6.9 percent of participants reported that there were effective rules and regulations in their companies to prevent discrimination based on gender identity, sexual orientation and sex characteristics. A further 7.4 percent stated that these mechanisms exist but are not well known or ineffective.
"Participants in this research stated that being subject to gender based discrimination and hate speech or the risk of experiencing them paired with continuing a strategy of non-disclosure created a series of difficulties.
"LGBTI+ employees reported being unable to have real and intimate relationships, little sense of belonging in their companies and they often feel hopeless, sad, anxious and angry. They also stated that their performance was lacking along with their motivation which all led to depression, stress, and burnout syndrome due to psychologically and physically overwhelming conditions. Their efficiency and job satisfaction dropped decidedly. (EMK/SD)
