From change rooms to boardrooms, and from sporting clubs to social clubs, the acceptance of gays and lesbians has come a long way. And yet just yesterday, VicHealth released its Come out to Play report, which revealed 46 per cent of gays and lesbians who regularly play mainstream sport are stuck firmly in the closet, fearful of being found out.

Similarly, in a different type of workplace - a corporate one - many people are working under the same kind of chauvinistic pressures. Research by the Gay and Lesbian Rights Lobby and the University of Sydney has shown that more than half of gays and lesbians have experienced harassment and discrimination at work. Almost a quarter say they've been outed against their will, and 17 per cent claim to have had their careers restricted because of their sexuality.

I spoke with Senthorun Raj, policy and development co-ordinator of the lobby. "Homophobia operates in various forms, ranging from overt threats of violence to subtle forms of ridicule," he said. "Derogatory comments, such as calling someone a 'freaky queer'...suggests that being non-heterosexual is degrading or weird, and this often shames people who identify as gay or lesbian."

As an openly gay man, I remember having a boss who was uncomfortable with my sexuality to such a degree he'd never let me walk behind him. I'm not sure what he thought I would do to him in the middle of a professional working environment, but without fail, he'd always stand with his back against the wall until I was the one walking in front. I found it hilarious, but many others in the same situation could have been affected emotionally or psychologically.

Raj believes organisations with homophobic employees result in intolerant and unproductive workplaces. One not-for-profit group creating change is Pride in Diversity, led by Dawn Hough. She and her team provide seminars, training courses, online resources, and a stack of stuff to help employers become more inclusive of gays and lesbians. Foundation members include KPMG, IBM, and Telstra. She told me earlier this year that homosexuals can suffer from stress and depression when they're unable to be open about their sexuality at work.

Which brings me to the most delicious news story of the moment: the hapless NSW Labor minister, David Campbell, who's resigned after being caught at a gay sex sauna. The married politician used a taxpayer-funded car to get to the venue. What remains to be revealed is this: who videotaped him? And was their intention simply to expose him for using government cars for non-governmental purposes, or was it really to uncover what he's doing under the covers? If it's the latter, then that says a lot about the extent of homophobia in political circles.

It's irresistible to write about this topic without referring to the sacrilegious religious group, God Hates Fags, run by the Westboro Baptist Church in the US. This is a sick stew of heartless souls who proudly display anti-gay banners. So, out of curiosity, I asked Shirley Phelps-Roper, one of the leaders of the church, for her thoughts on homophobia at work.

She said: "Keep your words and conduct about your sexual activity and rebellion against God OUT of the workplace. You are there to WORK! If you do that faithfully and loyally, no one will bother you about your sexual activity. Off work, warn your fellow man that their sin will take them to hell. Obey your God."

It's easy to see why she's banned from entering the United Kingdom for "fostering extremism or hatred".

A horrible aspect of her group's existence is that it breeds internalised homophobia, which is when gays and lesbians start to resent themselves for their sexuality based upon the negative stereotypes others have of them. A comparable but far less extreme outcome occurs at work when people feel they have no choice but to be in the closet, or when they experience obvious homosexual discrimination in the workplace. It's not unusual for self-hate to materialise.

So what can companies do? Parents & Friends of Lesbians & Gays in Brisbane have created a booklet with some tips. A few of these include:

- Anti-discrimination policies should take into account sexual orientation.
- Be an industry leader in gay and lesbian-friendly policies.
- Make benefits and entitlements the same for all employees.
- Let people bring same-sex partners to work events.
- Don't condone any homophobic comments.

Now, back to Akermanis. He said it wasn't the role of sport to lead the way in changing community attitudes. Perhaps he's right. But it is the role of individuals who are "ready" and "fine with it all", as he described himself. Unless they're really not.