London Workplace Conference 2020 Programme | Stonewall
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London Workplace Conference 2020 Programme

The Stonewall London Workplace Conference takes place on 3 April 2020 at the QEII Centre in Westminster.

This programme will give you the tools and confidence to advance LGBT inclusion in your organisation.

Sessions are arranged into themes to help you plan your day, click on a theme below to read about the sessions within it. You free to choose a combination of sessions from different themes.

Sessions A and C are interactive workshops, which will give you the chance to hear from Stonewall inclusion experts and leading organisations as well as time to create practical action plans that work in your context.

Session B is a discussion session, which will give you an opportunity to learn more about a topic through hearing perspectives from a range of speakers and having a chance to ask your own questions.

You can choose three sessions from any theme, one A session, one B and one C. Session registration will open on 3 March and delegates who have booked will be notified by email and asked to select their sessions.

Advancing Trans Inclusion

WORKSHOP A: Engaging all staff in trans inclusion

To create a truly trans-inclusive workplace, all staff must be engaged and empowered to understand the issues and advocate for change. This understanding and empowerment can be built in a variety of ways, including through communications, profiling role models, marking significant days and training. In this session we’ll discuss different approaches to support you to understand what could work in your organisation.

In this session you will: 

  • Explore tools and methods that you can use to creatively engage all staff in becoming active allies  
  • Discuss how to ensure the work you already do to engage and educate all staff is truly trans inclusive 
  • Understand the need for trans-specific engagement work and how to overcome the challenges in bringing all staff on board to champion trans inclusion

DISCUSSION B: Building trans-inclusive LGBT network groups

LGBT network groups should provide advice, support and advocacy to all members of the community. However, many organisations report a lack of engagement and representation of trans people in their network groups. In this session, organisations and individuals will share their ideas and expertise to help you design structures and activities that embed trans inclusion in your network group.

In this session you will: 

  • Understand more about the barriers facing trans people who wish to join LGBT network groups and engage with their activities
  • Learn about how to create structures and processes that facilitate trans inclusion and trans leadership in your network group
  • Discuss practical steps you can take to deliver both trans-inclusive and trans-specific activities

WORKSHOP C: Creating non-binary inclusive workplace

Two in five non-binary people are not out at work, and of those who are, a third don’t feel able to wear work attire representing their gender expression. This session will explore the experiences of non-binary people in the workplace, giving you the skills and confidence to advocate for more inclusive practices. You’ll explore the common touchpoints organisations can use to create inclusive environments for non-binary people, including pronouns and monitoring, as well as training and all-staff communications.

In this session you will: 

  • Learn more about non-binary identities and what workplace inclusion for non-binary people looks like
  • Discuss how to ensure common touchpoints in your organisation are inclusive of non-binary people 
  • Share ideas for non-binary-specific inclusion work in your organisation
Advancing LGBT Inclusion Globally

These sessions will be streamed live and available as a recording after the session to those with global dial-in tickets, find out more here.

WORKSHOP A: Global agents of change: an introduction to global business advocacy for LGBT equality

Global organisations have the potential to improve the lives of LGBT people around the world. Yet it can be difficult to ensure effective and responsible advocacy when there are difficult considerations to be taken into account. Stonewall's framework for global business advocacy enables employers to enact positive change. This session will introduce the framework and discuss its application by sharing experiences from leading organisations.

In this session you will:

  • Understand more about advocacy and what it means for global employers
  • Explore how to apply Stonewall’s resources to develop a practical plan to affect positive and conscientious change
  • Hear best practice on effective business advocacy from leading organisations

DISCUSSION B: Securing leadership across borders: making the case for LGBT inclusion globally

Leadership is integral in advancing global LGBT equality throughout your organisation. For global organisations, this requires a unified effort across your operations. In this discussion session, organisations and leaders will share their experiences of successfully securing support from in-country senior champions.

In this session you will:

  • Develop an understanding of how to build a culturally sensitive business case for global LGBT inclusion
  • Explore strategies to engage overseas colleagues and partners while upskilling them to become advocates for global LGBT inclusion
  • Gain ideas from best-practice examples of leadership in global LGBT inclusion

WORKSHOP C: Taking pride in global partnerships: collaborating with LGBT organisations internationally

Across the world, employers and community groups strive to achieve acceptance without exception. This shared universal goal allows for meaningful partnerships to create change. When led by those they support, employers can be powerful partners to LGBT community groups and organisations, and often instrumental in realising their mission. This session will look at how global employers can forge partnerships with LGBT organisations internationally.

In this session you will: 

  • Consider principles of engagement that global employers can apply to ensure ethical partnerships
  • Explore methods for establishing, aligning and agreeing strategic objectives with an LGBT partner
  • Discuss how partnerships can be made as beneficial and effective as possible
Supporting Your Staff

WORKSHOP A: Using training to embed LGBT inclusion

Almost all organisations now provide some training to their staff on diversity and inclusion. However, various factors influence the impact this training has on workplace culture. When all staff have the knowledge, tools and confidence to create more inclusive cultures, practices and processes, the impact on your workplace is huge. In this session we’ll look at how to develop or procure high-quality training opportunities which facilitate meaningful culture change.

In this session you will:

  • Understand more about how training can be used, not just to prevent bullying and harassment, but to enact culture change
  • Learn more about how to ensure your training and resources are high quality and responsive to the different audiences in your organisation
  • Explore how to creatively increase engagement with training and communicate the importance of LGBT-inclusion training for everyone

DISCUSSION B: Engaging LGBT Young People

There remains a distinct lack of understanding about the experiences of young LGBT people, especially those not engaged in higher education. However, getting LGBT inclusion right with those entering the workplace from school, further education or on apprenticeship programmes, has huge benefits. In this session we’ll use the findings from our recent Shut Out Report to explore the workplace experiences of young LGBT people. 

In this session you will:

  • Learn more about the experiences of young LGBT people entering the workplace from school or further education
  • Understand how your apprenticeship and talent development programmes can attract and support young LGBT people
  • Share ideas on how to overcome some of the barriers to career progression and development faced by young LGBT people

WORKSHOP C: Running effective network groups with members across different locations

An employee network group is a valuable resource to support and empower LGBT people. However, working together to engage and support staff across different locations, roles and workplace cultures can present challenges. In this session, you’ll hear more about ways to structure your network to work for all your staff, as well as how to leverage your influence to create a more inclusive culture in all areas of your organisation.

In this session you will:

  • Develop an understanding of how to create an effective structure that represents staff across different locations
  • Discuss how to use your influence to address the priorities of network group members working in different roles and locations
  • Explore creative ways to implement support structures for all LGBT staff, including those who are harder to reach through traditional communication methods


Looking Beyond Your Organisation

WORKSHOP A: Engaging clients and customers with LGBT inclusion

LGBT people and their allies represent a significant market for any private sector organisation. Consumers are now actively looking for meaningful and authentic engagement with LGBT equality from organisations. In this session we’ll look at how to ensure your commitment to LGBT inclusion is reflected in both your externally facing communications and in your customer journey.

In this session you will:

  • Explore how to engage LGBT people in order to meaningfully engage in externally facing LGBT-inclusion work
  • Understand how to ensure your customer or client journey is LGBT inclusive
  • Hear more about communicating your commitment to equality to your external audiences

DISCUSSION B: Working with LGBT Service Users

Organisations that provide LGBT service users with a meaningful mechanism, to not only feed back on their experiences but shape their design and delivery, see real results. Gaining ideas and insights from the community in which you work will help you implement changes that make the most of your resources. However, building the trust required to facilitate meaningful engagement can present challenges. In this session you’ll hear from people representing different service-user forums discussing their experiences and providing advice.

In this session you will:

  • Understand more about what makes a service-user forum an effective mechanism for feedback and change 
  • Learn more about building trust and proactively encouraging feedback that helps you grow
  • Discuss some common challenges faced when designing and delivering effective service-user forums and how to overcome them

WORKSHOP C: Delivering LGBT-inclusive services

When designing and delivering public services it’s crucial to consider the specific needs of the LGBT community. In this session we’ll look at some of the common barriers preventing LGBT people from engaging with services as well as how to overcome them. You’ll also gain practical tips on how to map the journey of your service users and proactively identify challenges and opportunities.

In this session you will:

  • Understand how to collect and monitor data around the experiences and needs of LGBT service users
  • Learn more about common barriers preventing LGBT people from engaging with services
  • Discuss how to embed LGBT inclusion in your service delivery and ensure your services remain responsive to the communities they’re serving
Laying Strong Foundations

WORKSHOP A: Procurement: Embedding LGBT inclusion in your supply chain

Organisations that embed LGBT inclusion into procurement and commissioning practices provide a far better service to their LGBT service users, staff and customers. They’re also working to support other organisations to be LGBT inclusive by holding suppliers to account. This session will help you consider how to support and empower procurement teams to promote LGBT inclusion.  

In this session you will:

  • Understand the business benefits of ensuring your suppliers are LGBT inclusive
  • Explore how to embed LGBT inclusion in the procurement process and support suppliers to improve their workplaces and services
  • Learn more about how to train your procurement teams and provide them with the practical resources to ensure consistently high standards among suppliers

DISCUSSION B: How to increase engagement with monitoring initiatives

Effectively monitoring staff from recruitment to exit is the best way to understand your workforce and identify your areas of focus. However, badly worded questions and low engagement can prevent you from achieving results. This session will look at how to ask the right questions and ensure your staff understand and engage with the monitoring process. We’ll also discuss how to use the data you collect to support your staff, allocate resources and evaluate impact.

In this session you will:

  • Understand the latest best practice on asking monitoring questions about sexual orientation and gender identity
  • Discuss innovative ways to engage and educate staff to complete monitoring forms
  • Learn how to use the data you collect to create a more inclusive organisation

WORKSHOP C: Recruiting LGBT talent

Your organisation is only as good as its staff so it’s crucial to ensure you’re reaching the best talent and enabling them to apply. This session will help you understand how to identify and overcome barriers in recruitment processes and the benefits of doing so. It will provide ways to target recruitment to reach LGBT jobseekers, and visibly demonstrate organisational commitment to LGBT inclusion to attract and retain the best talent.

In this session you will:

  • Look at the barriers faced by LGBT jobseekers in the recruitment process and how you can work to remove them
  • Explore how to use recruitment campaigns, events and websites to engage directly with LGBT jobseekers
  • Hear best-practice examples of how to evaluate and improve your recruitment campaigns
Understanding and Celebrating Identities

WORKSHOP A: Championing bi inclusion at work

The staff survey from Stonewall’s 2020 Workplace Equality Index showed that only 27% of bi people would feel comfortable being out to everyone at work. The specific experiences of bi people are often overlooked when planning LGBT inclusion work, which can lead to their identities not being represented. In this session you’ll learn more about bi identities and hear from organisations who’ve embedded bi inclusion throughout their work.

In this session you will:

  • Understand bi identities and develop the confidence to articulate the need for bi visibility and inclusion in the workplace
  • Gain insight into the challenges faced by bi people at work and the effect they can have
  • Learn practical tips from organisations that have taken steps to make their existing work bi inclusive while engaging in bi-specific work

DISCUSSION B: Effective community engagement

Engaging with external LGBT groups has a positive impact on both your staff and the wider community. Getting these partnerships right can bring perspectives, ideas and innovations that have the potential to change society for the better. However, there are challenges to ensuring that this work is sustainable and mutually beneficial. In this session you’ll hear organisations who’ve worked together discuss the challenges and opportunities this brought.

In this session you will:

  • Learn about the impact of working with LGBT community groups and how to find the right groups for your work
  • Understand how to build sustainable and mutually beneficial collaborations that will have impact
  • Share ideas on collaborative projects and understand how to measure their success

WORKSHOP C: Creating workplaces that are inclusive of BAME LGBT people

LGBT black, Asian and minority ethnic people can face distinct challenges due to their intersectional identities. Organisations need to understand and address these challenges to truly create a workplace where people can achieve their potential. In this session you’ll explore how to engage LGBT BAME staff, customers and service users in order to centralise their needs in your LGBT inclusion work. 

In this session you will:

  • Understand more about the experiences of BAME LGBT people in the workplace and everyday life
  • Discuss how to ensure BAME LGBT people are meaningfully involved in LGBT inclusion work in order to develop ideas and initiatives that reflect their needs
  • Learn more about what LGBT inclusion for BAME people could look like with practical ideas
Championing LGBT Inclusion as a Senior Leader

Please note that sessions A and B in this stream are only open to senior leaders and are followed by an exclusive networking lunch, to book a place please  email us .

WORKSHOP A: Embedding LGBT inclusion in your leadership

Leaders play a critical role in creating an inclusive organisation. However, if you have no formal background in diversity, championing LGBT inclusion can be challenging. In this session, exclusively for senior leaders, you’ll have the opportunity to learn from Stonewall and other senior leaders. We’ll look at inclusive leadership, its impact and how to apply the principles to your day-to-day work in order to effectively drive LGBT inclusion in your organisation.

In this session you will:

  • Understand the role senior leaders play in creating inclusive environments 
  • Learn more about inclusive leadership theory and how it could apply to your role 
  • Expand your network among other senior leaders committed to LGBT inclusion at work

DISCUSSION B: Championing trans inclusion as a senior leader

While there has been much progress for lesbian, gay and bi people, trans people are still some of the most likely to face discrimination at work. Sending a strong message as a senior leader, as well as supporting practical action, can have a transformative effect on trans inclusion in the workplace. During this discussion session you’ll hear from Stonewall, leading organisations and individuals who’ll help inform how you build on your action plan to champion trans inclusion effectively.

In this session you will:

  • Understand more about the challenges trans people face in the workplace
  • Hear best practice on how senior leaders can champion trans-inclusion work
  • Share actions and ideas in order to build an action plan that works for you

WORKSHOP C: Getting reverse mentoring right 

Reverse mentoring provides a valuable opportunity for leaders to develop their understanding of LGBT inclusion. It also creates space for more junior members of staff to meaningfully influence workplace culture. However, there are inherent challenges in facilitating frank conversations about LGBT inclusion that result in action. In this session, you'll hear how to develop the structures needed for an effective reverse mentoring programme. 

In this session you will: 

  • Learn how to establish a reverse-mentoring programme, and how to communicate it to staff to recruit mentors and mentees with a range of identities
  • Understand more about supporting and empowering those involved in reverse mentoring to learn and share with one another 
  • Discuss how to ensure that mechanisms and resources are in place to enable people to take action as a result of the programme 


Find out more