STANDING
UP FOR LGBT
INCLUSION
A GUIDE FOR SENIOR
CHAMPIONS
FOREWORD
FOREWORD
We know that if any organisation is to create a truly inclusive work environment, it needs to have
committed and active senior champions who are willing to speak up on equality issues. Visible
senior champions like you play a crucial role in building an environment where LGBT employees
can be themselves and reach their full potential. You help set the culture of your organisation, use
your influence to raise important issues, and make key decisions that impact the lives of your LGBT
employees.
Whether you’re LGBT yourself, or an ally to LGBT people, your role in creating a healthy workplace that celebrates diversity can’t
be overstated. LGBT senior champions are role models for more junior LGBT employees, sending a powerful message that their
identity won’t be a barrier to career progression at your organisation. Equally, non-LGBT senior champions send a clear message
to the wider staff team that LGBT inclusion is the responsibility of everyone at your organisation.
Stepping up as a senior champion doesn’t need to take a lot of time or money, and it will look different in every organisation.
It can be as simple as listening to your LGBT employees, advocating for their needs at board level and participating in cross-
organisational LGBT campaigns and events.
Perhaps you’ve been approached by your LGBT network group to become their senior sponsor, or you’re simply interested in being
more visible in your support for LGBT inclusion. Whatever your motivation, this guide provides practical actions to help you be an
active, knowledgeable and visible senior champion for LGBT equality in your organisation.
Thank you for taking this step, and for being part of our vital work to create environments everywhere where LGBT people are
accepted without exception.
Ruth Hunt
Chief Executive Officer, Stonewall
STANDING UP FOR LGBT INCLUSION - a guide for senior champions
WHY ARE YOU IMPORTANT?
WHY ARE YOU
IMPORTANT?
CULTURE SETTING – you play a crucial role in setting an example for the rest of your organisation. By stepping up as an
active advocate of LGBT equality, you’ll demonstrate to your employees that inclusion is central to your organisation’s way of
working and must be embedded in all behaviours, cultures and practices.
VISIBILITY – you have a powerful opportunity to raise the profile of LGBT inclusion. Internally, your support will give LGBT
colleagues confidence to be themselves at work and encourage non-LGBT colleagues to take inclusion seriously. Externally,
this visible support will send an equally important message to customers, clients, service users, potential employees and
wider communities that LGBT people are welcome and valued at your organisation.
DECISION MAKING – as a senior leader, you’re often able to approve important initiatives and influence your senior
colleagues’ decisions. Whether that’s signing off a suitable budget for your LGBT network group or approving gender-neutral
facilities in your offices, this support is vital for LGBT employees.
RECOGNITION – you can use your platform to recognise and celebrate your LGBT network group. Stonewall’s 2018
Employee Feedback Survey found that while 82% of LGBT employees knew their organisation had an LGBT network group,
only 48% had taken part in a network activity in the last year. Not only will your active recognition raise the profile of the
network group at all levels of your organisation, but it will ensure that managers allow LGBT employees to fully participate.
“
All senior leaders have a duty to lead by example, to role
“
I believe that supportive organisations which encourage
model inclusive behaviours, and make their organisations
people to be themselves will get the best results. For an
better places to work – for the benefit of everyone.”
industrial technology company like Rolls-Royce this is essential
- ANDREW SLADE, DIRECTOR GENERAL, ECONOMY, SKILLS AND NATURAL
because diversity of thinking brings innovation. As an ally I
RESOURCES, WELSH GOVERNMENT
actively encourage diversity in all its forms.”
“
I think it is really important for me to be visible, to show - WARRICK MATTHEWS, EXECUTIVE VICE-PRESIDENT – CONTROL
SYSTEMS, ROLLS-ROYCE
that it is possible to be a chief executive and gay. By being the
senior sponsor, I am sending a clear message that our Trust is
“
I’ve worked in the Civil Service for over 10 years and have
an environment in which LGBT people can thrive at work rather had the privilege of being part of a number of very successful
than one in which they will be marginalised and side-lined
staff-led LGBT+ Allies networks. As an openly gay man, being
in their career. We know that LGBT people will leave a job
part of such networks helped to develop my confidence which,
because the environment is not inclusive, and we know that
in turn, has helped make work more enjoyable and supported
they will stay in a job specifically because the environment
my career development. Now that I’m in a senior role I want to
is inclusive. At University Hospitals Birmingham we want a
help develop the confidence of others so that they can achieve
diverse workforce and to retain our talent.”
whatever ambitions they may have. ”
- DAME JULIE MOORE, CHIEF EXECUTIVE, UNIVERSITY HOSPITALS
- DOMINIC HOULIHAN, DIRECTOR OF PEOPLE, PLACES AND SERVICES,
BIRMINGHAM NHS FOUNDATION TRUST
INTELLECTUAL PROPERTY OFFICE
“
To my mind it is a duty to use any influence you have to
galvanise institutional change. If you have a voice and you
care deeply about fighting discrimination and furthering LGBT
confidence in the workplace, you should shout as loud as you
can and throw caution to the wind.”
- NARIND SINGH, PARTNER, CLIFFORD CHANCE
STANDING UP FOR LGBT INCLUSION - a guide for senior champions
WHAT CAN YOU DO?
WHAT CAN YOU DO?
STARTING OUT
Low-cost, low-time actions that any leader can carry out to make a difference at their organisation:
LEARN ABOUT LGBT ISSUES – by reading
Stonewall’s
RAISE AWARENESS AMONG YOUR PEERS – by
research, reading articles online and attending events in
speaking about the importance of your LGBT inclusion
your sector.
strategies in senior management meetings and ensuring
that any work is embedded across all teams.
MEET WITH YOUR LGBT NETWORK GROUP – to learn
about the lived experiences of your LGBT employees.
REVIEW AND SHARE MONITORING REPORTS – many
diversity and inclusion teams will monitor employees’ sexual
COMMUNICATE YOUR COMMITMENT IN ALL-STAFF
orientation and gender identity to understand how many
COMMUNICATIONS – authentically talk about your
LGBT employees there are, what level of the organisation
personal journey as an LGBT champion, for example in
they’re at and how satisfied they are with their jobs. Make
intranet blogs or internal newsletters.
sure that this data is reviewed at board level and that
appropriate action is taken in response to it.
WRITE A STATEMENT OF SUPPORT – for new staff
induction and training materials, to help reassure LGBT
HELP SECURE APPROPRIATE RESOURCES FOR YOUR
employees that they can be themselves, and engage non-
LGBT NETWORK GROUP – push for your network group
LGBT staff in inclusion.
to receive appropriate support from your HR team and
budgets to allow them to deliver on their plans. While LGBT
SUPPORT LGBT EVENTS – by promoting LGBT network
employees should be given opportunities to inform your
group initiatives, for example around Pride, Trans Day of
inclusion strategy, it’s important to ensure that they’re not
Visibility or the International Day Against Homophobia,
expected to deliver all of this work.
Transphobia and Biphobia (IDAHOBT).
“
If your organisation has a staff network group, I would recommend that you work closely with
them to show your support, and also get involved with any activities they may host. If there is no
network group, I would encourage you to explore setting this up to ensure LGBT colleagues have a
forum to discuss matters relevant to them – it can make a massive difference."
- DAVID CASEY, BUSINESS MANAGER, CROWN OFFICE AND PROCURATOR FISCAL SERVICE
STANDING UP FOR LGBT INCLUSION - a guide for senior champions
STARTING OUT
UNDERSTANDING AND REPRESENTING ALL LGBT COMMUNITIES
The experiences of people within the LGBT community vary significantly. Often, trans and bi communities are particularly
underrepresented in workplace initiatives, despite very different experiences of discrimination.
LGBT people, like everyone else, have many parts to their identity – for example they may be of faith, disabled or a person of colour.
The experiences of LGBT people can vary significantly because of these multiple identities. For example, Stonewall’s
LGBT in Britain
Work Report (2018) found that 10 per cent of black, Asian and minority ethnic LGBT staff had been physically attacked by colleagues or
customers in the last year because of their sexual orientation and/or gender identity, compared to three per cent of white LGBT staff.
It’s important to learn about the nuances of LGBT experiences and explicitly represent diverse groups when championing LGBT inclusion
at your organisation. Seek out the lived experiences of a wide range of LGBT employees and remember that one person’s experience can
vary greatly from another’s.
If you’re LGBT yourself, avoid making assumptions based on your own experience – your personal journey may not be indicative of the
entire inclusion culture at your organisation.
ROLE MODELLING INCLUSION
While there are many active steps you should take to show your support for LGBT equality, one of the simplest things you can do is role
model inclusive behaviours in your everyday work. This includes listening to different points of view, inviting feedback from employees
and challenging discrimination whenever you see it. These behaviours will demonstrate to all employees that inclusivity is both a serious
expectation and a key trait for success at your organisation.
“
Often, it’s too easy to be distracted by budget and blame a lack of funds on restricting activity. In
my experience the most powerful impacts are delivered by low or zero cost role model events.”
- BARRIE CAIRNS, VICE PRESIDENT, CHIEF CONTROLS OFFICE, BARCLAYS
“
I met with the co-chairs of PRISM, our LGBT network group, shortly after being appointed, to
hear of their issues and experiences first hand, and to learn how I can personally support them
and enable my staff to do so too. The network was very welcoming and encouraging, which helped
enormously. Like a lot of people I have spoken to, I wanted to make sure I was using language and
terminology that was helpful. This is where it is really useful to have a ‘safe space’ to be able to ask
open questions.”
- ANDREW SLADE, DIRECTOR GENERAL, ECONOMY, SKILLS AND NATURAL RESOURCES, WELSH GOVERNMENT
STANDING UP FOR LGBT INCLUSION - a guide for senior champions
NEXT STEPS
NEXT STEPS
Initiatives that take a little more time commitment, while easily building on work you’ve already done:
PERIODICALLY ATTEND LGBT NETWORK GROUP
ATTEND LGBT CONFERENCES AND TRAINING
MEETINGS – to find out how you can support their work.
SESSIONS – either internally, in your sector, or in your
If you don’t have a LGBT network group, consider setting
region. Stonewall’s leading LGBT workplace conferences
up a focus group where LGBT employees can share their
bring together experts and leaders from across Britain.
experiences with you.
For more information, visit: www.stonewall.org.uk/
workplace-conferences
VISIBLY PARTICIPATE IN NETWORK GROUP EVENTS
– be led by the network group in terms of the role they want
SPEAK ABOUT LGBT INCLUSION AT INTERNAL
you to take, for example making opening remarks or simply
EVENTS – beyond network group events, for example at
showing up and speaking to attendees.
all-staff meetings or away days. Use this as an opportunity
to encourage leadership on LGBT inclusion from employees
ENSURE EMPLOYEES ARE ALLOWED ATTEND
at all levels of your organisation.
NETWORK GROUP EVENTS – by speaking to senior
leaders and managers about the importance of permitting
MENTOR OTHER SENIOR LEADERS – to ensure that
this time away from their main roles.
an understanding of LGBT issues doesn’t just sit with you.
This can be particularly effective at the very top levels of an
organisation, for example mentoring the CEO.
“
I help our LGBT network group, Prism, to develop its strategy and shout about the amazing work they do. My
advice for a new senior sponsor would be to be very open, confidently and visibly show your support! A great way
we do this is through the Prism pin badge that members wear. This is an excellent conversation starter amongst my
peers. Listen and learn, seek advice, but overall be yourself and be genuine.”
WARRICK MATTHEWS, EXECUTIVE VICE-PRESIDENT – CONTROL SYSTEMS, ROLLS-ROYCE
“
If you are not a member of the LGBT community then be careful not to make assumptions or plans based on your own
understanding. Take the time to speak regularly with your LGBT colleagues to understand the challenges they face, and
support and encourage them to find the best solutions for your organisation to promote LGBT inclusion. The best ideas
will come from them, but they need your visible support. When you provide that support, ensure that you offer them the
opportunity to share the platform with you and help them find their own voice within your organisation.”
RUTH MCQUAID, PROCURATOR FISCAL, LOCAL COURT, WEST SCOTLAND, CROWN OFFICE AND PROCURATOR FISCAL SERVICE
“
The main challenge at first was nervousness around what others within the firm would think about my
involvement in the work we do in this area. It turns out this was a personal misconception – I have the full support of
the people whose opinions matter to me and I’ve realised negative perceptions are irrelevant.”
NARIND SINGH, PARTNER, CLIFFORD CHANCE
STANDING UP FOR LGBT INCLUSION - a guide for senior champions
GOING ABOVE AND BEYOND
GOING ABOVE AND BEYOND
Initiatives that are more systematic and require a greater time commitment but can make a huge
difference to the culture of your organisation:
RECRUIT OTHER SENIOR CHAMPIONS – to increase the
BUILD A NETWORK WITH OTHER SENIOR
diversity of voices in support of LGBT inclusion from across
CHAMPIONS IN YOUR REGION OR SECTOR – to learn
different areas of the organisation and ensure that support
what other leaders do, share best practice, and collectively
is systematic and sustainable. You should particularly
achieve systematic change.
consider the need for regional champions to better reach
geographically dispersed employees.
DRIVE SUPPORT FOR LOCAL COMMUNITY GROUPS –
for example by sponsoring or providing volunteers for local
CO-ORDINATE REVERSE MENTORING – to allow other
LGBT groups, Prides and charities.
senior leaders to hear directly from LGBT employees about
their lived experiences. This should be carefully co-ordinated
SPEAKING ABOUT LGBT INCLUSION EXTERNALLY –
with your network group and be part of broader training, so
with the media, at conferences, and at community events.
that LGBT employees don’t feel it’s solely their responsibility
This is a particularly powerful way to demonstrate your
to educate senior colleagues.
commitment to prospective employees, customers and
service users.
SET UP A SENIOR CHAMPION APPRAISAL SYSTEM
– to periodically gather feedback from your LGBT network
HARNESS THE EXTERNAL INFLUENCE OF YOUR
group on your support as a senior leader and what you can
ORGANISATION – by engaging with wider LGBT
do to improve.
developments and advocating for equality regionally and
nationally.
SET UP A MENTORING SCHEME – to aid the career
development of junior LGBT employees. For more
information about career development initiatives, read the
“
I am a great believer in two-way mentoring, allowing me
employee lifecycle: engaging and supporting LGBT
to gain insights and different perspectives from employees
employees throughout their journey.
across the organisation and supporting them in their careers. I
now have my first LGBT mentee and I’m looking to develop this
network inside and outside the business."
- WARRICK MATTHEWS, EXECUTIVE VICE PRESIDENT – CONTROL
“
SYSTEMS, ROLLS-ROYCE
No matter what our roles, we all have time pressures,
deadlines and commitments. Finding time to support any
“
I see the impact of our initiatives in our recruitment process.
network can be challenging. However, I’ve learnt that we
I speak to all our new entrants about our commitment to LGBT
prioritise those things that are important – so I made my
equality and many have come forward and stated that they
commitment to the LGBT+ Allies network important. I set a
were encouraged to join our organisation because of our public
Diversity and Inclusion objective which was agreed by our
commitment to inclusion. I have also seen an increase in the
Chief Executive and agreed objectives with our LGBT+ network number of staff who have come out in the last few years, and who
steering group. Doing so made sure I found the time to support have been willing to take on a visible role as an LGBT ambassador
the network."
or as a member of one of our sheriffdom equality networks."
- DOMINIC HOULIHAN, DIRECTOR OF PEOPLE, PLACES AND SERVICES,
- RUTH MCQUAID, PROCURATOR FISCAL, LOCAL COURT, WEST SCOTLAND,
INTELLECTUAL PROPERTY OFFICE
CROWN OFFICE AND PROCURATOR FISCAL SERVICE
STANDING UP FOR LGBT INCLUSION - a guide for senior champions
MORE FROM STONEWALL
MORE FROM STONEWALL
DIVERSITY CHAMPIONS
ALLIES PROGRAMMES
PROGRAMME
Stonewall’s allies programme empowers non-LGBT
Diversity Champions is Britain’s leading programme for
individuals from all levels of an organisation to be
ensuring all LGBT people are accepted without exception
active LGBT allies. It equips them with the confidence,
in the workplace. Join today and receive expert guidance
knowledge and skills to create inclusive cultures and
on how to create an equal environment for LGBT staff and
positively impact the lives of LGBT people.
service users. We’ll review your policies, give you access
We also deliver trans-specific allies programmes,
to networking with over 700 organisations, and support
empowering LGB and non-LGBT individuals to bring about
you every step of the way.
positive change in their workplaces and communities for
For more information about joining the programme,
trans and non-binary people.
visit: www.stonewall.org.uk/dc
For more information about our in-house and open
programmes, contact:
www.stonewall.org.uk/
LGBT LEADERSHIP
workplace-conferences
PROGRAMMES
WORKPLACE CONFERENCES
Stonewall’s flagship empowerment programme builds
an understanding of how participants’ LGBT identity has
Held annually in Cardiff, Edinburgh, Manchester and
impacted their leadership journey and their ability to drive
London, Stonewall workplace conferences are Britain’s
positive change. In a uniquely supportive environment,
leading events on LGBT workplace inclusion. Experts
participants explore what it means to be an authentic
bring our guides to life and help you adapt them for your
and inclusive leader and how harnessing this potential
organisation. Sessions cover a range of topics including
benefits individuals, workplaces and communities.
service delivery, working with limited resources and
supporting trans staff and service users.
For more information about offering this opportunity
to your LGBT senior champions, visit:
For more information, visit:
www.stonewall.org.uk/workplace-conferences or
www.stonewall.org.uk/workplace-conferences
contact:
xxxxxxxxxxx@xxxxxxxxx.xxx.xx
FURTHER RESOURCES
Stonewall produces a range of best-practice guides and research to help you create inclusive and accepting environments for
your staff and service users. For the full range of resources, visit:
www.stonewall.org.uk/workplace-resources
Stonewall 2018
Email:
xxxxxxxxxxx@xxxxxxxxx.xxx.xx
Produced by
Reg Charity No. 1101255
W
eb: www.stonewall.org.uk
Designed by
STANDING UP FOR LGBT INCLUSION - a guide for senior champions