"First of all, we like to compliment the organization with this conference. It is an honour to speak at the first conference that deals with this combination of subjects: Trade unions, Homosexuality and Work.
At this very special occasion, we would like to offer the organization and the participants a very special presentation.
It is with a certain degree of pride that ABVAKABO FNV presents a study which never before has been carried out in this manner, anywhere in the world: an objective and systematic study on sexual preference and work.

The study compares the experiences of heterosexual and homosexual men and women at their work, their labour satisfaction and their contacts with colleagues.
It also looks at any differences regarding health problems, symptoms that could be related to stress and burn-out. The study has been carried out in two sectors ABVAKABO as a union represents: the local government sector and the hospital sector.
ABVAKABO FNV commissioned the study; it has been carried out by the Netherlands Institute of Social Sexological Research, and Gay and Lesbian Studies of the University of Utrecht.

Of course, the way in which being homosexual affects one's work life depends on the social tolerance of homosexuality. In this respect it should be noted that acceptance of homosexuality is relatively high in the Netherlands.
The Netherlands also have laws prohibiting discrimination on the basis of homosexuality. It is illegal to fire people because of their sexual preference.
Finally, most gays and lesbians are open about their sexual preference at the workplace. Nevertheless, does homosexuality play a role in the way in which people experience their work in the Netherlands, in local government and in hospitals or the health service? Do homosexual and heterosexual persons experience their work in different ways? Do the differences in work experience between homosexual and heterosexual persons lead to differences in workload, health, and sick leave? These were the central issues in this study.

It transpires that homosexuality is certainly an issue in working situations. This is the most important conclusion that can be drawn from the study.
The way in which homosexual persons experience their work constantly differs from heterosexual persons with regard to aspects as being informed, relationships with colleagues and bosses, social support at work, job satisfaction, self-esteem and health problems. Whenever differences between heterosexual and homosexual workers show up, these differences virtually always indicate that the work experience of homosexual employees is more negative. This means that, by and large, the group of homosexual employees is worse off than its heterosexual equivalent.

When it comes to recommendations, the study findings show that three areas of work perception play a key role in developing a policy to improve the employment situations of homosexual men and lesbian women.
Firstly: good relationships with colleagues, and particularly with superiors.
Secondly: feeling secure at work, and a work situation that allows for greater diversity in lifestyles.
Thirdly: good dissemination of information on the course of events within the organization.

Two weeks ago, this study was presented – in the presence of the Dutch press – to our trade union federation FNV, and to the representatives of the employers federation VNO/NCW.
ABVAKABO FNV took this opportunity to announce a campaign based on the results of this study. We would like to share our intentions with you.

The recommendations call for an implementation process inside companies and working organizations.
Codes of conduct can make clear what is pleasant, collegial behaviour at work and what is not. This requires expert, independently operating complaints boards and counsellors who are familiar with a number of factors: disrespectful behaviour and discrimination on the grounds of gender, ethnic backgrounds and sexual preference.

It is crucially important, however, that simultaneously also personnel officers, complaints boards, counsellors and, in particular, managerial staff, are trained – so that they are aware how related issues can play a role at work. Matters relating to homosexuality must therefore also be part of the training activities. Personnel departments have the job of organizing informative rounds, as much as possible of a verbal nature.
This creates room for discussion and to make the material with examples more concrete. Everyone should eventually be able to discern acceptable behaviour from “over-the-edge” disrespectful behaviour.

The study shows that heterosexual men and women also benefit from activities to strengthen social support in this manner. Each employee can be expected to experience less tress, burn-out symptoms and sick leave, as a result of these and other measure to increase social cohesion.
We will ensure that ABVAKABO union activists and shop stewards are ware of the results of this study, and the recommendations for actions at the workplace.
We have already asked the Dutch confederations of employers and of employees, VNO/NCW and FNV, to distribute the report among their affiliated member organizations. Last but not least, we asked VNO/NCW and FNV to consider devoting a central, national employer-employee agreement to combat unwanted behaviour at work. Rejection of differences affects people with a different skin colour, gender, age and sexual preference.
Strengthening the social cohesion therefore means a real change to the position of large groups in employees, both high and low in work organizations. An agreement of this kind and practical recommendations could result in a major step ahead.

The FNV has promised that it will make a case for this. We consider this to be a great compliment for the work carried out.

An English copy of the study will be available for all the conference participants during the break. Those of you present may also be able to achieve things to your benefit with this study report, in your own countries and surroundings – however large the differences between our cultures and working methods sometimes are. We hope that the international version of the study report will be another modest contribution to improving the position of lesbian women and homosexual men in the work situation in the Netherlands, but possibly also outside the Netherlands.

A presentation should include an offer. We are pleased to offer the first English copy of this study report to Ms Ros Harvey who represents the secretary general of Public Services International, PSI.
PSI is the international confederation of unions that are active in the public sectors.
We would also like to express to you, Ms Harvey, our wish that the study report will form a new source of inspiration for activities to be developed outside the Netherlands, at an international level.
Of course the researchers themselves are the people who can best tell us about the study and its results. So I now would like to give room to the researchers. They will make clear how the study has been carried out and which results are most important. Thank you very much for your attention. ABVAKABO wishes all participants an interesting and successful conference."