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Ace Inclusion in the Workplace
At Stonewall, we stand for all lesbian, gay, bi, trans, queer, questioning, and ace (LGBTQ+) people.We know that ace people face specific barriers in their workplace, many of which are highlighted in Stonewall's Ace Report (2023). To support workplaces on their ace inclusion journey, we have developed Ace Inclusion in the Workplace bitesized guides and an Ace Hub. Our resource will provide actionable steps for Line Managers, HR employees, and Diversity and Inclusion staff to help you…
Top tips for senior leaders to get started with LGBTQ+ inclusion
Visible inclusive senior leadership helps cultivate a more welcoming workplace for LGBTQ+ staff and non-LGBTQ+ allies.Your ability to influence internal policies, communications and the culture of organisation can have a huge impact.Want to further LGBTQ+ inclusion in your workplace but you’re not sure where to start? As a senior leader, we understand the importance of efficiency and cost-effectiveness in your work.Here are some top tips to help you get started:Meet regularly with your LGBTQ+…
The Global Workplace Briefings shine a spotlight on the situation for LGBT people in different countries.Each briefing advises employers on how they can create inclusive and equal workplaces for LGBT employees around the world, outlines the legal, socio-cultural and workplace situation for LGBT people in the specified country, and showcases progressive workplace practices from Stonewall’s global membership programme.Members of our Global Diversity Champions programme have access to a range of…
Setting up an LGBTQ+ employee network group - online version
LGBTQ+ employee network groups can transform the experiences of LGBTQ+ employees at work.They can provide peer-to-peer support, raise awareness of LGBTQ+ inclusion and be a critical friend to their employer in order to create a more inclusive environment. This guide will help you take the first steps to forming a network group, going through how to get support from your organisation, how to build your membership base, and more.
Why LGBTQ+ network groups matter
Work is often where people spend most of their days.It’s a place to contribute, meet peers, grow and learn. Everyone should feel safe, supported and comfortable at work, but this is unfortunately not guaranteed. For lesbian, gay, bi, trans, queer, questioning and ace (LGBTQ+) people, work can be a safe haven, perhaps the place where they first come out. However, it can also be a place of fear, where they feel unable to be themselves without experiencing discrimination or…
Laying down the foundations of an LGBTQ+ network group
Consulting other LGBTQ+ employeesBefore making key decisions about the structure or objectives of your network, you should consult other LGBTQ+ employees within your organisation. This will help you at a later stage when you request formal support for your network group – you’ll be able to demonstrate that there’s interest from across the organisation.This is particularly important if you work in a large organisation with employees in multiple locations or with vastly different day-to-day…
Securing organisational support for an LGBTQ+ network group
How your organisation can support youLGBTQ+ employee network groups are most successful when they have the backing of their organisation. Working out what support you’ll need, and what support your organisations can provide, are essential first steps when setting up your group.Support could include:SpaceThis is often the first and most essential form of support network groups need from their organisation. Most network groups operate through regular members’ meetings, requiring a regular venue.…
Getting started as an LGBTQ+ employee network group
Finding your membership baseOnce you’ve built strong foundations for your network, the next step is to grow your membership. LGBTQ+ employee network groups are run by employees, for employees. The larger your membership, the wider the impact you can have – whether directly through peer-to-peer support or indirectly by helping to create a more LGBTQ+ inclusive environment.All-staff communicationsThese are a key tool for engaging colleagues and recruiting more members. Whether you use email,…
Spotlight on: Vibrant LGBTQ+ network group
Andrew L. Crumpton, co-chair of VibrantHow did Vibrant start?‘Eight years ago, a few colleagues and I set up Vibrant – CYBG’s LGBT employee network group – together. The conversation started because we had all at some point felt alone and isolated as LGBT people in our workplace. If you don’t know that there are people like you in your workplace, it’s hard to believe that you belong there.'At first, we were a very informal group. We were just like-minded people who noticed a clear gap within…
Creating a Bi Inclusive Organisation - Post Session Resource
Thank you for attending Stonewall's Creating a Bi Inclusive Organisation workshop.You can access the post-workshop resource here, and a signposting document here.This is our standard resource pack, if your session was tailored to your organisation you will directly receive a resource via email. Please note that if your session was tailored, some of the guidance in the standard pack may not apply.