Donna McAnallen recalls with a blend of confusion and annoyance the incident that led to her job loss at Brookfield Holiday Village in Cork in 1993. She was formerly a fitness instructor and lifeguard there. The situation in question was nothing more than a casual peck on the cheek to bid farewell to her ex-partner, with whom she maintained a healthy relationship. The act wouldn’t be deemed unusual, had not both of them been female.
According to McAnallen, the manager dismissed her on the grounds of allegedly breaking company conduct rules in the changing rooms. The case later found its way to the Labour Court. Despite the court admitting she had been unfairly treated, it asserted it could not take action due to the absence of legislation prohibiting prejudice based on sexual orientation at that time.
Nonetheless, this law changed within a few months after an amendment to the Unfair Dismissals Act was made. The Employment Equality Act cemented these protections five years later.
Looking back to when McAnallen was let go, around 500 participants graced the Dublin Pride parade, says lifelong trade union member and activist Kieran Rose. In contrast, Jed Dowling, director of the Pride festival, anticipates a headcount of almost 100,000 at the upcoming event, including viewers and participants.
Dowling adds that the turnout is substantial, with around 15,000 registered attendees. The pleasing thing about the parade, he continued, is once the procession shifts from O’Connell Street to the quays, anyone can partake.
Around 5,000 individuals from approximately 100 companies who are advocates of the event, are expected to join in as group participants, it is predicted. Each year sees the list of participants getting more diverse and extensive, as highlighted by Dowling, who pointed out companies like Sisk and Glenveagh in the building industry, alongside an extensive range of businesses that illustrate their support for the cause during this period.
Citigroup, the banking multinational with a workforce of 2,500 in the nation, has been an influential part of Pride for over ten years, and is one of many companies promoting employee engagement. Wayne Murphy, an anti-laundering expert and key figure in the company’s Pride group, expresses the buzz generated by involvement in the parade carries on throughout the year in their work.
Murphy reveals around 15 people contribute to the organising aspect, with the company and fellow employees showing significant engagement. He adds that initiatives include fireside conversations, sharing personal narratives, promoting a more in-depth understanding of topics such as supporting LGBTQ+ colleagues and their families, and sessions to understand the history and progression of Pride.
Having been at the firm for 13 years, Murphy cites the company culture as a central element when considering his career options. “I was always evaluating companies based on their inclusivity towards the LGBTQ+, to potential employees, and I believe Citi provided a safe, inclusive environment that truly stood out,” he articulates.
According to Dowling, this reflects the motivation behind company involvement. On the eve of the pandemic, Pride organizers sought to explore the reasons for corporate participation and questioned their authenticity. Resultantly, Pride at Work was established. It began as a separate training entity, funded by an €8,000 grant from the Department of Equality during the onset of the pandemic, delivering approximately 300 online and face-to-face sessions in the preceding year.
“He managed to achieve a significant level of success,” he recalls. Many large-scale organisations hold comprehensive policies and initiatives on equality, diversity, and inclusion (EDI). These firms are always on the hunt for innovative activities, enlightening experiences, and job-boosting tools.
Companies aim to construct a more inclusive workplace environment, bolstered by abundant research evidence that greater diversity is beneficial for businesses. From a recruitment and retention perspective, such an approach is highly attractive to the corporate world.
It’s a stark contrast from Ireland in the 70s and 80s when Rose began his career as a planner, initially engaging in half-yearly contracts with Cork County Council.
When David Norris attempted to challenge some sections of the Offences Against the State Act, 1861, and Criminal Law Amendment Act, 1885, relating to homosexuality, the contemporary chief justice, Tom O’Higgins, expressed establishment views as the case was brought to the Supreme Court. The court ruled against Norris with a split decision of three to two.
In the landscape of this era, Rose remembers informing his mother about his intention to publicly announce his sexuality during a radio interview. The first instinctual concern of his mother was the potential threat to his stable job.
Rose identified that his trade union, the Local Government and Public Services Union – currently merged with Fórsa, as part of the Irish Congress of Trade Unions and the broader movement – offered crucial early support for his transition.
“Particularly in education, individuals found themselves in a vulnerable position and the medical profession was heavily influenced by Catholic and conservative ideologies,” he recalls. “If individuals faced discrimination or job loss due to their sexual orientation, these victims often preferred to remain silent, to avoid attracting unwanted attention.”
Reflecting back, he recounts a noteworthy development in 1988. The Department of Finance, responsible for governing the civil service’s human resources, issued a directive after collaborative discussions with worker’s unions. This order prohibited any discrimination based on sexual orientation or medical conditions, explicitly HIV-Aids. Rose highlights that such a decree was unprecedented as at that period, their existence was deemed illegitimate. This rule, however, began influencing all public services, gradually extending to semi-states as well.
Rose comments that the private sector functions more on the attitudes and perceptions of those in power; owners, board members, and managers. He notes that even back then, some recognised the importance of a productive workforce and conducive work environment.
Fast forward forty one years and McAnallen emphatically asserts that there is substantial work ahead. He cites the 54 cases related to sexual orientation, which were brought before the Workplace Relations Commission under the Employment Equality Acts last year, as proof of the long journey that lies ahead.
Despite these challenges, Rose lauds the significant strides made, particularly in achieving marriage equality which he sees as an even larger landmark than changes in workplace attitudes. Rose, while acknowledging potential underlying motivations, argues against dismissing these advancements, asserting that they are indeed worth appreciating. He quips, “it’s far more palatable than a punch in the face.”