Submission to the
Department of Enterprise,
Trade and Innovation
Strategy Statement 2011 2013
GLEN - Gay and Lesbian Equality Network
August 2010
Introduction ....................................................................................... 1
1.
The Contribution of Equality/Diversity to Economic
Competitiveness ....................................................................... 2
2.
1.1
Diversity and Equality as Competitive Advantages ....................... 2
1.2
Civil Partnership as a Competitiveness Factor .............................. 4
1.3
Recommendation for Statement of Strategy 2011-2013 ............... 5
The Importance of Diversity in the Workplace ........................ 5
2.1
Supporting Diversity in the Workplace .......................................... 5
2.2
Recommendation for Strategy Statement 2011-2013 ................... 7
Introduction
“The Government recognises that diversity and equality can be key
competitive advantages for Ireland in developing, attracting and retaining
investment, enterprises, key skilled workers and visitors”. Tánaiste Mary
Coughlan TD in her foreword to the GLEN publication Lesbian, Gay and
Bisexual Diversity in the Workplace 2010.
GLEN very much appreciates the opportunity to make a submission to the Statement
of Strategy being developed by the Department of Enterprise, Trade and Innovation
2011-2013. GLEN has been working with a wide range of employers and business
organisations to support their work in attracting, nurturing and retaining the diverse
workers and skills on which some of the most advanced sectors of the economy
depend. These include IBM Ireland, Google, Microsoft, Accenture, Citi, IBEC and
Business in the Community.
GLEN’s support work has included the preparation and publication of a Guide for
Employers, which was funded by IBM and supported by IBEC, Business in the
Community, Irish congress of Trade Unions and the Equality Authority and launched
by Mary Coughlan TD, then Minister for Enterprise Trade and Employment in 2010
(see attached). GLEN also has also responded to a growing number of requests from
major companies to look at the implications of the Civil Partnership for their HR policy
and provision.
GLEN has also produced a Paper on International Competitiveness and the New
Economy: The Role of Diversity and Equality as a submission to Dublin City Council’s
Economic Strategy an Action Plan in 2009 (see attached). A critical issue identified in
the Paper is the growing evidence of the contribution of tolerance and diversity to
innovation and creativity. Actions to explore and develop the links between diversity
and economic competitiveness are now part of policy in the Economic Development
Plan for the Dublin City Region produced by Dublin City Council1. Such actions have
also been recommended in the report of the Dublin Lord Mayors’ Commission on
Employment2.
1
Dublin City Council (2009). Economic Development Action Plan for the Dublin City Region. Dublin
Author.
2 Lord Mayor’s Commission on Employment. Dublin: A City That Works. Dublin: Author.
Submission to Department of Enterprise, Trade and Innovation
The Strategy Statement 2011-2013 for the Department of Enterprise, Trade and
Innovation provides an opportunity to further explore and support the synergies
between diversity, equality, innovation and competitiveness. In particular, we suggest
the inclusion of the following themes:
1. Highlighting
the
evidence
for
equality/diversity
as
an
additional
competitiveness edge in attracting and retaining investment and skilled
workers and in further supporting the conditions under which innovation
can flourish.
2. Facilitating linkages between the Department of Enterprise, Trade and
Innovation and key agencies under its aegis (including IDA Ireland,
Enterprise Ireland) and organisations such as GLEN to support those
aspects of equality and diversity that aid enterprises in their work of
developing and retaining the skills and the conditions for innovation on
which their business depends.
These are outlined in more detail in the following sections.
1. The Contribution of Equality/Diversity
to Economic Competitiveness and
Innovation
1.1
Diversity and Equality as Competitive Advantages
There is, as noted, a growing body of evidence of a strong link between equality,
diversity and the growth of the advanced sectors of the economy critical to economic
recovery, competitiveness and innovation. Many of the leading companies based in
Ireland which are at the heart of the knowledge economy (for example Microsoft,
Google, IBM and Accenture) have strong equality and diversity policies very
proactively inclusive of LGB people. These policies are considered essential not only
for recruitment and retention, but also for creating the conditions under which
innovation can thrive.
US economist Richard Florida Richard Florida has identified the broad impact of what
he describes as ‘tolerance of difference,’ namely that tolerance and acceptance of
diversity are seen by companies and people as an indicator of an underlying eco-
2
Submission to Department of Enterprise, Trade and Innovation
system that is conducive to creativity, a key quality driving new industrial sectors.
Florida states:
“Economic growth in the Creative Economy is driven by three T’s:
Technology, Talent and Tolerance. But technology and talent have mainly
been seen as stocks that accumulate in regions or nations. In reality both
technology and talent are flows. The ability to capture these flows requires an
understanding of the third T, tolerance, the openness of a place to new ideas
and new people. Places increase their ability to capture these flows by being
open to the widest range of people across categories of ethnicity, race,
national origin, age, social class and sexual orientation”.
The importance of diversity in this respect was highlighted at the Global Irish Forum
in 2009. For example, building connections with what was described as the “affinity
diaspora” or foreign nationals who have lived in Ireland was identified in the report of
the Forum as a critical opportunity for Ireland3
Diversity and tolerance have also been highlighted by the National Competitiveness
Council when it stated:
“Diversity provides a richer cultural experience for citizens and visitors
bringing with it openness to new ideas and wider markets and customers. As
highlighted by Richard Florida, diverse and tolerant cities are more likely to
attract the skilled workers who possess the “creative capital” required to
power knowledge economies”
National Competitiveness Council, 20084
Professor Florida has described lesbian and gay people as the ‘canaries in the
coalmine’ of diversity, with openness to and acceptance of lesbian and gay people
often indicating a wider culture of tolerance and acceptance. This was raised by
former Taoiseach Bertie Ahern TD when he stated:
“The most successful cities in the world are those that foster cultural diversity.
This success manifests itself economically as well as socially. A touchstone of
this diversity is the manner in which lesbian and gay rights are respected”.
Taoiseach Bertie Ahern TD, 20065.
3
4
Department of Foreign Affairs. Report of the Global Irish Forum 18-20 September 2009.
National Competitiveness Council (2000). Our Cities: Drivers National Competitiveness.
3
Submission to Department of Enterprise, Trade and Innovation
The importance of responding to diversity has also been highlighted in the Report of
the Innovation Taskforce (2010)6. For example, the Taskforce notes that considerable
progress has been made in simplifying immigration and work permit requirements for
overseas students and researchers in HEI’s and industry. The attraction to Ireland of
such students and researchers from outside the EU has been identified as an
important part of our innovation eco-system.
1.2
Civil Partnership as a Competitiveness Factor
The enactment of the Civil Partnership Act 2010, together with the equality legislation
(that includes sexual orientation as a protected ground) has created one of the most
supportive legislative environments for lesbian and gay people in the world. There
has been considerable interest from companies based in Ireland in the new Civil
Partnership Act 2010.
GLEN has worked on seminars on civil partnership organised by companies such as
Citi and Microsoft and attended by HR personnel from Google, Ernst and Young, IBM
and a number of large Irish employers such as An Garda Síochána.
In a paper on Irish people in same-sex partnerships in the United States, US
demographer Dr. Gary Gates notes that same-sex partner recognition, such as civil
partnership, has very practical economic consequences for countries like Ireland
where global corporations play an important role in the nation’s economy. In
particular, it makes it easier for global companies to move lesbian and gay
employees, their partners and families from one country to another to another without
risking the economic penalties and logistic challenges associated with nonrecognition of their relationships.7 The recognition of de facto same-sex couples in
Irish immigration regulations and the commitment by the Irish Government to equal
treatment between same-sex civil partners and married spouses in immigration law is
a critical factor in this respect.
In line with economist Richard Florida, Gates also notes that recognition of same-sex
couples offers a strong signal to gay and non-gay people alike that a country
welcomes diversity. This welcoming attitude he notes, gives Ireland an additional
5
Taoiseach Bertie Ahern speaking at opening of the Office of GLEN, 2006.
Department of the Taoiseach 2010. Innovation Ireland: Report of the Innovation Taskforce.
7 Gary J. Gates Irish Men and Women in Same-Sex Partnerships in the United States. Los Angeles: The
Williams Institute, UCLA School of Law.
6
4
Submission to Department of Enterprise, Trade and Innovation
edge in attracting firms and internationally mobile workers in the advanced industrial
sectors that are vital to Ireland’s economic future.
1.3
Recommendation for Statement of Strategy 2011-2013
The Department of Enterprise, Trade and Innovation should take a lead in
highlighting the important linkages between equality/diversity and innovation,
productivity and competitiveness.
2. The Importance of Diversity in the
Workplace
2.1
Supporting Diversity in the Workplace
Diversity in the labour force in terms of age, gender, ethnic origin, disability and
sexual orientation has grown substantially over recent decades. An analysis of the
Quarterly National Household Survey shows that a majority of the labour force come
from one or more of these diverse groups. Recognising and supporting diversity in
the workplace has been identified by many leading employers as an important
component of successful companies’ policy, culture and practice.
Lesbian, gay and bisexual people are more and more visible in society generally.
GLEN estimates there are 130,000 LGB people in the Irish workforce. The
introduction of Civil Partnership for same sex couples will increase this visibility even
further. Civil partners will be entitled to occupational pension and other workplace
benefits on the same basis as married couples. Employers and employer
organisations are already seeking information about their compliance obligations
arising from Civil Partnership.
Major employers such as IBM, University College Cork, an Garda Síochána and
Accenture have identified four key benefits of creating a workforce culture that
embraces diversity and equality.

Reputation – Organisational reputation is hugely important and becomes
more so as the world becomes more competitive and consumers and service
users more demanding. In the past, brand association with sexual orientation
was sometimes seen as a liability. Now it is frequently perceived as an asset.
Addressing issues of sexual orientation and gender identity can demonstrate
5
Submission to Department of Enterprise, Trade and Innovation
that an organisation is courageous and forward-thinking. It can also furnish an
ideal platform to communicate a commitment to a key human rights issue of
our times that is also good for business.
In the private sector, robust diversity policies and practices seen to
encompass LGB people can play an important part in attracting the ‘pink
pound’. While not all LGB people have high disposable income, statistical
evidence suggests it is a lucrative market for many businesses. According to
Out Now Consulting the annual income of gay and lesbian people in Ireland in
2007 was €8.75 billion per annum (Out Now Consulting 2007).

Productivity – Retaining a motivated workforce is critical because it is the
discretionary effort that employees make that is a key difference between an
organisation and its competition. The values an organisation espouses and its
reputation play an increasingly important part in its ability to attract, retain and
enhance talent.
One of those core values can be fair treatment of all staff. A recent survey of
1,110 LGB people in Ireland showed that 57% of lesbian and gay staff
surveyed concealed their sexual orientation from some or all of their
colleagues for fear of the negative implications disclosure may have on their
career8.
This fear creates stress and tension for many staff but it has consequences
for employers too. People perform better when they can be themselves.
Research in America has found that employees who felt able to be ‘out’ as
gay or lesbian in safe environments earn 50 per cent more than their ‘closeted
peers’, indicating the added value they were creating in their workplace.
Conversely, more than half of gay or lesbian employees facing discrimination
report a direct negative work impact (Stonewall 2008).

Recruitment and retention – In a recent Irish survey workplace equality was
the single most important issue for over 1,000 LGB respondents.9. Australian
research found that almost two in five lesbian and gay staff facing
discrimination will change careers if the discrimination continues.
8Mayock
9
et al 2009: LGBT Lives. Dublin: Children’s Research Centre.
Denyer et al 2009. Burning Issues: Dublin: NLGF
6
Submission to Department of Enterprise, Trade and Innovation
With skills at a premium irrespective of the economic climate, holding on to
expensively trained, nurtured and motivated staff is a key priority in terms of
human resources and company reputation.

Risk mitigation – Prejudice has human costs for staff and employers. The
largest sum awarded by the Equality Tribunal for discrimination in
employment is €189,000. There are also significant ancillary costs for
employers including legal fees, recruitment, inducted and training new staff,
and regaining the trust of key stakeholders.
2.2
Recommendation for Strategy Statement 2011-2013
The Department of Enterprise, Trade and Innovation should play a leading role in
working with a range of stakeholders (including agencies under its aegis such as IDA
Ireland and Enterprise Ireland and organisations such as GLEN) to support those
aspects of equality and diversity that aid enterprises in their work of developing and
retaining the skills and the conditions for innovation on which future growth depends.
GLEN – Gay and Lesbian Equality Network
2 Exchange Street Upper
Dublin 8
t: +353 1 6728650
e: info@glen.ie
w: www.glen.ie
7