a1: first steps in lgbt inclusion - stonewall scotland · 2019. 12. 3. · a1: first steps in lgbt...
TRANSCRIPT
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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
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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
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Who are you?
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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
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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
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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
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Why is LGBT inclusion needed?
• Wellbeing
• Recruitment and retention
• Productivity and creativity
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Where to begin?
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Review your policies
Why?
• Set a tone
• Demonstrate your support
• Ensure employees access protections and benefits
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Review your policies
How?
• Check for assumptions
• Be explicit
• Communicate that your policies are LGBT inclusive
• Develop a Transitioning at Work policy
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Engage senior leaders
Why?
• Set the culture
• Increase visibility
• Make key decisions
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Engage senior leaders
How?
• Upskill them
• Keep it practical
• Consider a formal senior champion
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Set up an LGBT network group
Why?
• Peer-to-peer support
• Awareness raising
• A critical friend
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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
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Lisa Williamson
Quality, Investigations and Communications Officer
The Action Group
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The Action Group is committed to equality
for all people,
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Why?
• Inclusivity is at the heart of our values
• Let's shout about that!
• Are we as good as we think?
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First steps• Anecdotal conversations
• Staff survey
• Policy review
• Setting up a working group
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Working Group• LGBT and allies
• Board and SMT to front line
• People with passion for change
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Challenges• Policies
• Different experiences - negatives
• Attitudes - minority
• Trans awareness
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Overcoming• Policies - working group
• Reach out to individuals
• Training
• Clear message
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Top tips• Language check
• Marketing
• Senior buy in
• Confidence
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You are very welcome here
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Rea Cris
Senior Assistant Clerk
Scottish Parliament
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Interactive exercise:
Building a Business Case for LGBT Inclusion
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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
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• 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
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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
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• 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
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How would you approach the business case
for your organisation?
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“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
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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
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Diversity Champions resources
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Q&A