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A1: First Steps in LGBT InclusionZainab Al-Farabi, Client Account Manager, Stonewall (She/her)
Jack Dodd, Partnerships Development Manager, Stonewall (He/him)
Lisa Williamson, Quality, Investigations and Communications Officer, The Action Group
Rea Cris, Senior Assistant Clerk, Scottish Parliament
Session Objectives
• Develop an understanding of the benefits LGBT inclusion can bring to your
organisation
• Understand the first steps, such as setting up a network group, identifying a
senior champion and reviewing policies
• Build a business case and decide the first actions for your organisation
Who are you?
Why is LGBT inclusion needed?
LGBT in Britain – Work Report (2018)
• Almost one in five LGBT staff (18 per cent) had been the target of
negative comments or conduct from work colleagues in the last
year because they're LGBT
• More than a third of LGBT staff (35 per cent) had hidden or
disguised that they are LGBT at work in the last year
• Almost two in five bi people (38 per cent) weren’t out to anyone at
work about their sexual orientation
Why is LGBT inclusion needed?
• One in eight trans people (12 per cent) had been physically
attacked by customers or colleagues in the last year because they
were trans
• A third of trans people (33 per cent) had been the target of
negative comments or conduct from colleagues because they were
trans
• Almost a third of non-binary people (31 per cent) and one in five
trans people (18 per cent) didn’t feel able to wear work attire
representing their gender expression
Why is LGBT inclusion needed?
• Nearly a quarter of LGBT disabled (24 per cent) and LGBT black,
Asian and minority ethnic employees (22 per cent) had been
excluded by colleagues in the last year for being LGBT
• One in ten black, Asian and minority ethnic LGBT staff (10 per
cent) had been physically attacked because of their sexual
orientation and/or gender identity
• Nearly one in five LGBT employees who were black, Asian and
minority ethnic (19 per cent) or disabled (16 per cent) said they
didn't get a promotion they were up for at work in the past year
because they're LGBT
Why is LGBT inclusion needed?
• Wellbeing
• Recruitment and retention
• Productivity and creativity
Where to begin?
Review your policies
Why?
• Set a tone
• Demonstrate your support
• Ensure employees access protections and benefits
Review your policies
How?
• Check for assumptions
• Be explicit
• Communicate that your policies are LGBT inclusive
• Develop a Transitioning at Work policy
Engage senior leaders
Why?
• Set the culture
• Increase visibility
• Make key decisions
Engage senior leaders
How?
• Upskill them
• Keep it practical
• Consider a formal senior champion
Set up an LGBT network group
Why?
• Peer-to-peer support
• Awareness raising
• A critical friend
Set up an LGBT network group
How
• Consult other LGBT employees
• Secure your organisation’s support
• Decide on a structure and build your membership base
Lisa Williamson
Quality, Investigations and Communications Officer
The Action Group
The Action Group is committed to equality
for all people,
Why?
• Inclusivity is at the heart of our values
• Let's shout about that!
• Are we as good as we think?
First steps• Anecdotal conversations
• Staff survey
• Policy review
• Setting up a working group
Working Group• LGBT and allies
• Board and SMT to front line
• People with passion for change
Challenges• Policies
• Different experiences - negatives
• Attitudes - minority
• Trans awareness
Overcoming• Policies - working group
• Reach out to individuals
• Training
• Clear message
Top tips• Language check
• Marketing
• Senior buy in
• Confidence
You are very welcome here
Rea Cris
Senior Assistant Clerk
Scottish Parliament
Interactive exercise:
Building a Business Case for LGBT Inclusion
Wellbeing Business Case
• Many LGBT people still feel unable to be themselves at work
• Almost one in five LGBT employees have been the target of negative
comments or conduct from work colleagues in the last year because they’re
LGBT
• When LGBT people feel able to be themselves, they have increased
energy, better performance and better relationships
• People perform better when they can be themselves
• LGBT inclusion has an overall impact on the productivity of an organisation
• Employees from different backgrounds bring varying perspectives to
business problems and solutions, resulting in greater creativity and better
decisions
Productivity & Innovation Business Case
External Engagement Business Case
• Sending an explicit message that you’re committed to LGBT equality will
help service users feel confident and comfortable accessing your services
or buying your products
• External visibility could encourage loyalty to your service, build respect for
your brand and generate growth
• It could also encourage LGBT people and allies to consider working for you
• By demonstrating you’re an LGBT-inclusive organisation, you’ll gain a
greater diversity of applicants and talent
• A diverse talent pool brings varying perspectives to your business
• Staff who can be themselves in your workplace are likely to work for your
organisation for a longer time
Talent Attraction & Retention Business Case
How would you approach the business case
for your organisation?
“We have a limited budget, this will cost too much”
“I don’t have time to focus on LGBT inclusion”
“We have strong equality policies – isn’t everything fine for LGBT employees?”
“We attended our local Pride last year and we have rainbow lanyards for staff – does that
not show enough commitment to LGBT rights?”
“Why should we highlight LGBT inclusion over other protected characteristics, such as
race, gender or disability?”
Common concerns and objections
Diversity Champions Programme
• The leading employers' programme for ensuring all LGBT staff
are accepted without exception in the workplace
• Embed LGBT inclusion in your workplace
• Build your professional network
• Get support entering the Workplace Equality Index
Diversity Champions resources
Q&A
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