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