Manchester Workplace Conference programme | Stonewall
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Manchester Workplace Conference programme

Choose from 12 workshops led by inclusion specialists

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

Sessions are arranged into four best practice streams to help you plan your day, however, delegates are free to choose any combination of sessions.

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 must choose three sessions from any stream, one A session, one B and one C. Session registration will open in early September and delegates who have booked will be notified by email and asked to select their sessions.

If you haven't yet got your tickets book now to learn best practice on LGBT workplace inclusion or find out more about the event.

Understanding and celebrating identities

A1: Creating workplaces that are inclusive of BAME LGBT people

LGBT black, Asian and minority ethnic (BAME) people can face distinct challenges due to their intersectional identities. This session will explore the experiences of BAME LGBT people in the workplace to give you the skills and confidence to advocate for, and implement, more inclusive working practices by engaging all staff, customers and service users, as well as supporting and profiling diverse role models.

  • Understand the experiences of BAME LGBT people in the workplace and beyond
  • Share ideas on how to proactively involve BAME people and promote their experiences through your organisation’s LGBT inclusion initiatives
  • Learn how to empower and platform BAME role models and engage allies in an effective and meaningful way

B1: Understanding the experiences of LGBT disabled people (discussion)

There remains a distinct lack of understanding about the experiences of people who are both LGBT and disabled. This means that many workplaces are not accessible to, and cannot retain, talented people and create space for them to achieve their potential. During this session, speakers will share their experiences and expertise to help you identify how to best include and celebrate LGBT disabled people in your organisation.

  • Hear expertise from people who are both LGBT and disabled, and learn more about some of the specific challenges they face in the workplace
  • Understand the importance of platforming and celebrating LGBT disabled people, and engaging allies in your organisation and networks
  • Share ideas on practical steps you can take to ensure your workplace is inclusive of LGBT disabled people

C1: Understanding and championing bi identities in the workplace

Stonewall’s LGBT in Britain - Work Report showed that 38% of bi people aren’t out to anyone at work about their sexual orientation, and that they are often underrepresented in workplace LGBT inclusion initiatives. This session will introduce practical steps to assess bi inclusion in your organisation and implement measures to ensure more bi staff are able to reach their potential.

  • 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 that this can have
  • Learn practical tips from organisations that have taken steps to make their workplaces more inclusive of bi people
Trans inclusion

A2: Empowering all staff to champion trans inclusion

To create a truly inclusive workplace all staff must have the knowledge and confidence to understand the challenges trans people face and be empowered to act to create a more inclusive culture. This session will explore how to use methods such as training, events and all-staff comms to ensure that all staff are active allies to trans people.

  • Understand the specific challenges trans people face in the workplace and how you can articulate the importance of trans-specific work
  • Identify areas where you can improve on pre-existing structures to ensure that they are trans inclusive
  • Share and create plans for new projects that you can launch in your organisation to ensure the engagement of all staff

B2: Championing trans inclusion as a senior leader

While much progress has been made on inclusion for LGB people, trans people face high levels of discrimination in the workplace and beyond. Senior leaders have the power to demonstrate and enact a strong commitment to trans-inclusive cultures. During this discussion session you’ll hear from Stonewall, leading organisations and individuals who will discuss how senior leaders can champion trans inclusion effectively.

  • Understand more about the challenges trans people face in the workplace, and the importance of leaders in driving forward trans inclusion in the workplace
  • Learn more about best practice on how senior leaders influence trans-inclusion work
  • Share actions and ideas in order to establish practical actions that work in your context

C2: Creating a 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. You’ll identify ways that you can address these challenges, including pronouns and monitoring, but also looking further into organisational practices such as training and all-staff communications.

  • Learn more about non-binary experiences in the workplace, and what workplace inclusion for non-binary people looks like
  • Consider ways that you can approach re-evaluating your workplace to ensure all your practices are inclusive of non-binary people
  • Share ideas for innovative projects that will support non-binary-specific inclusion in your organisation
Supporting your staff

A3: Discussing LGBT health in the workplace

Research shows that LGBT people face distinct challenges to their health and wellbeing, yet one in seven LGBT people avoid treatment over fears of discrimination. In this session, organisations and individuals will share their expertise and experiences to develop your understanding of LGBT healthcare issues, the integral role organisations can play in removing some of these obstacles, and destigmatising discussions around LGBT health in the workplace.

  • Understand the experiences of LGBT people when facing health and wellbeing issues and accessing healthcare services, including the differing experiences within the LGBT community
  • Explore how to challenge the stigma surrounding LGBT healthcare in order to promote an open dialogue
  • Establish practical steps organisations can take to support the health and wellbeing of all LGBT staff and create a more inclusive working culture

B3: Recruiting and supporting diverse network group membership

The best LGBT network groups provide advice, support and advocacy for all members of the LGBT community and their allies. However, many networks struggle to recruit members from a diverse range of backgrounds and engage them in leadership positions. In this session you’ll learn best practice from our experts to ensure your network groups is representative and supportive of the whole LGBT community.

  • Understand the barriers preventing everyone from joining LGBT network groups and taking up leadership positions and consider ways to address them
  • Gain insight into the best-practice approach to creating a truly inclusive LGBT network group
  • Explore how to partner with other network groups and external organisations to better represent the diversity of the LGBT community as a network group

C3: Collecting and using monitoring data effectively

Monitoring is an integral part of ensuring that your organisation can support all staff, allocate resources and evaluate the impact of LGBT inclusion work. This session will explore best practice on asking the right monitoring questions, encouraging people to complete monitoring forms, and develop your thinking on how you can use the data to improve your organisation’s understanding of equality and diversity.

  • Understand the best-practice approach when asking for data on sexual orientation and gender identity
  • Look at how to best use staff communications to increase declaration rates
  • Learn how to use the data collected to create a more inclusive organisation
Expanding your reach

A4: Educating and empowering all staff in LGBT inclusion

Creating an LGBT-inclusive organisation can’t be the responsibility of only one team; everyone must be engaged to create meaningful cultural change. This session will explore how to engage all staff in this work through methods such as creative communications and embedding inclusion in inductions and training.

  • Learn best practice on effectively communicating your LGBT inclusion work to all staff, including those in dispersed locations
  • Understand methods for including LGBT inclusion in the induction process
  • Hear best practice on effective inclusion training and how to embed this in your organisation

B4: Safe travel in a global workplace

Across all sectors and organisations, employees are expected to travel for work. However, for LGBT people in the workplace there are additional and often difficult considerations to be made that are often overlooked by employers. This session will discuss the lived experiences and challenges of those who have travelled for work as well as those who’ve supported them.

  • Hear real-life experiences from LGBT employees who have travelled for work, understand the challenges they faced and how their employer supported them
  • Explore the challenges in workplace cultures when markets are both a home and host country
  • Discuss mechanisms and tools for understanding the legal, cultural and social landscape for LGBT people in all your markets and communicating LGBT safety information to employees that travel for work

C4: Procurement: embedding LGBT inclusion in your supply chain

Organisations that embed LGBT inclusion into procurement and commissioning practices are able to provide a far better service to LGBT service users and customers. They’re also working to support other organisations to be LGBT inclusive by holding suppliers to account. This session will explore cross-industry best practice for ensuring LGBT inclusion in your supply chain.

  • Learn more about the business benefits of supplier diversity, and the ways that you can articulate this to others
  • Look at how to implement a procurement process and encourage suppliers to improve their workplaces and services for LGBT people
  • Develop practical steps to create systems that integrate monitoring of suppliers on the quality of their LGBT inclusion

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