Study finds we think 15 percent of the UK is gay and 5 percent are trans. What are the actual figures?

In our last article we discussed how the public perceives the Muslim population in the UK, along with other minorities, to be much higher than they actually are. 

The same applies to the gay and trans communities. According to a study by Yougov we perceive that 15 percent of the UK is gay but the actual figure is just 1.8 percent. Likewise, we believe 5% of the population is trans but the true figure is somewhere between 0.3 and 0.7 percent.

Clearly there must be underlying reasons for these perceptions.

The evidence suggests that media preoccupation with sensational reporting on such issues are skewing our views in an unhealthy way. Does their constant bombarding us with negative stories mean, whether consciously or unconsciously, we are more likely to hold unkind views, or to be more inclined towards discrimination, harassment or bullying? 

The problem seems to be exacerbated by some of the more aggressive protest groups trying to change behaviours towards the minority groups they represent. In attempting to influence senior leaders, policy and politicians with their hostile tactics they only seem to alienate themselves, and by association the groups they represent, to large swathes of the population.

Then there is the ‘cancel culture’, especially regarding gender, where, amazingly (to me!) some of the worst culprits seem to be our universities – institutions that are surely meant to encourage controversial debate in order to shape young minds and educate students to be able to see both sides of an argument and form rounded, informed views and debate them vociferously, but who seem to ban any speakers who hold controversial views for fear of causing offence. That does not aid learning or development. Life and work are tough, and to succeed these young people need to develop resilience, and robust debating skills, even on difficult issues.

Sadly, the status quo just seems to lead to widespread resentment and disaffection. Let’s hope our leaders recognise what is happening and have the courage to tackle it.

For employers, clearly the main requirement is to ensure that employees act reasonably towards their colleagues and other stakeholders, ensuring the right balance between keeping what makes a culture successful, and ensuring people know where the line is regarding banter and behaviour in work. Healthy banter isn’t necessarily bad, it can make a workplace a really enjoyable place to be, there just needs to be a good balance.