Workplace Guides: Bisexual People in the Workplace

Home | Introduction | Key issues | Developing effective policy and procedures Engaging bisexual employees| Evaluating success  

Ten Steps to Support Bisexual Workplace Inclusion 

1. Promote awareness of bisexuality in the workplace. For example, when holding a diversity awareness event, consider incorporating a theme around bisexual issues. It’s also helpful to include information about bisexuality and bisexual support groups on the organisation’s internet or intranet pages.

2. Acknowledge that lack of inclusion of bisexual staff may be an issue. Bisexual staff may be hesitant to come forward with grievances or concerns. Some organisations which have examined their monitoring data in more detail have found that bisexual staff have lower than average satisfaction rates and they therefore develop policies to ensure bisexual employees are targeted by diversity initiatives.

3. Ensure policies are stated clearly. Make reference to the issues bisexual people face in the workplace and your organisation’s commitment to tackling these issues in your
sexual orientation scheme or action plan if you have one.

4. Amend bullying and harassment policies to include examples of what anti-bisexual comments and behaviour look like.

5.  Nominate a bisexual representative or liaison officer for your LGB employee network if you haven’t already. If no one comes forward then arrange for a speaker on bisexual
workplace issues to speak to the group. Promote anonymous mailing lists and support mechanisms for those who do not feel comfortable joining an LGB group.

6. Highlight bisexuality during induction and general diversity training. This could involve using a case study where someone assumes that because someone is in a same-sex relationship they are either a gay man or a lesbian.

7. Understand the issues that affect bisexual employees in the workplace. Make sure staff who deal with complaints and counselling are well informed on particular issues that affect bisexual people.

8. Monitor bisexuality. When analysing data, look at responses from bisexual employees and see if they differ from both heterosexual and gay and lesbian employees. Promote confidential reporting systems to ensure you gather reliable data on the representation of bisexual people across the organisation.

9. Sponsor bisexual staff to attend external events and provide funding. This could include community events or the Stonewall Leadership Programme.

10. Encourage bisexual men and women to come out in your workplace. Visible role models promote awareness and can provide support and guidance.


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