Happy Pride month! 🏳️🌈🦞
This edition we’re looking at how we can raise the bar - making our workplaces more accepting and inclusive for our LGBT colleagues and candidates.
Because every year Pride is a reminder that there are many among us still fighting for their rights. Rights that most of us take for granted.
And at its heart Pride is about the right to be yourself. To be safe. Treated fairly. And accepted for who you are.
Qualities that we all benefit from.
But despite the many gains made since the Stonewall riots in 1969, we still have a long way to go.
So let’s get into it.
Based on feedback from 3,213 LGBT+ employees in the UK, this work report shows that while some employers are making progress, LGBT+ people still face discrimination, exclusion and barriers at work.
Some of the key findings were:
It’s easy to forget that these numbers represent people’s lives. To counter this, the report includes some moving quotes from the people interviewed. Such as this example from Mollie, 51, from Yorkshire:
“My employer is generally very supportive but doesn’t have a specific LGBT discrimination section in their policies and procedures should discrimination occur. So, if discrimination or harassment does occur - and it does - then they don’t effectively handle things and the LGBT person is blamed for causing problems and being over sensitive.”
Unless you are LGBT+, you can’t understand how it can be hard to be open about who you are. Morgana Bailey hid who she was for 16 years. In this brave talk, she shares her experience and why she’s speaking up now.
There are many benefits to having an inclusive workplace. Not only is it the right thing to do, it can also lead to happier and more productive employees.
But how do you create an LGBT+ friendly workplace? These 10 steps are an excellent place to start.
While candidates want to know your values and LGBT+ policy, they also want to know they’re more than words. So show them. Support events. Speak up on LGBT+ issues. Communicate how you’re supporting your LGBT+ employees. And, if possible, ask your employees to share what you’re doing - in their own words.
Accenture does a great job of making sure their clients, employees and candidates know all about their LGBT+ initiatives with:
Additionally, there are some simple, thoughtful, things you can do in your recruitment process to show you’re inclusive to transgender people (see the UK Equality Office’s guide for more details).
Each year the UK charity Stonewall releases its list of the top 100 LGBT+ employers.
There are a number of LGBT+ friendly job boards you can try advertising on:
If you’re looking for an LGBT+ expert to help you with programs and policies, you’ll find directories of organisations at the below links:
Also, when providing equality and LGBT+ training to staff you may encounter some resistance or prejudice.
👉 This video has an excellent framework for how to approach these situations. It may be worth sharing with whoever is working on the training programme.
I hope you get a chance to participate. And remember, if you like this newsletter share the love ❤️ with this link!
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