Whilst sexual orientation is not directly protected under workplace discrimination law there is a new official narrative in Singapore that clearly illustrates how government at the highest level has stated that discrimination against those with a different sexual orientation will not be tolerated.

Sexual orientation can be defined as:

• Orientation towards persons of the same sex (homosexual)
• Orientation towards persons of the other sex (heterosexual)
• Orientation towards persons of the same and the other sex (bisexual)

Note: The term ‘Homosexual,’ is now no longer considered acceptable in many countries. Thus ‘Lesbian’ and ‘Gay’ are preferable.

Based upon the new narrative, we are assuming that sexual orientation should now attract the same levels of protection afforded to the other protected characteristics and apply to all forms of employment, training, recruitment, promotions, transfers, and dismissals.

You should not:

• Discriminate indirectly against anyone – that is, to apply a criterion, provision or practice which disadvantages people of a particular sexual orientation unless it can be objectively justified
• Subject someone to harassment. Harassment is unwanted conduct that violates a person’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment for them.
• Victimize someone because they have made or intend to make a complaint or allegation or have given or intend to give evidence in relation to a complaint of discrimination on grounds of sexual orientation
• Discriminate against someone, in certain circumstances, after the working relationship has ended.