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• A third of LGBT employees in Wales (34 per cent) hid or disguised that they are LGBT at work in the last year because they were afraid of discrimination
• Three in ten trans people (30 per cent) have been the target of negative comments or conduct from their work colleagues because

• Almost one in four LGBT people (23 per cent) have experienced a hate crime or incident due to their sexual orientation and/or gender identity in the last 12 months.
• Half of trans people (52 per cent) have experienced a hate crime or incident because of their gender identity in the last

How to support the LGBT community, whether you’re standing for council for the first time, a longstanding part of a council administration, or an independent councillor on the backbenches.

Inclusive procurement is an essential part of creating LGBTQ+ inclusive workplaces.

Your purchasing power can provide unique opportunities to drive forwards LGBTQ+ inclusion beyond your four walls; and your partnerships with suppliers are a chance for you to create lasting change in the UK workforce and beyond.  

But inclusive procurement practices often

At Stonewall, we stand for lesbian, gay, bi, trans, queer, questioning and ace (LGBTQ+) people everywhere.

We work with organisations both globally and across the UK to support LGBTQ+ people to feel safe and free to be themselves.  

At the heart of creating an inclusive workplace is ensuring that all members of

At Stonewall, we strive to provide support for lesbian, gay, bi, trans, queer, questioning and ace (LGBTQ+) people in the workplace.

We’ve come a long way, but there is still further to go to ensure all LGBTQ+ people can thrive at work. In particular, bi people can encounter struggles unique to

All staff can play a role in creating a bi-inclusive workplace by supporting their colleagues and challenging biphobia.

Consider how you can provide the tools and encouragement to empower staff to step up as allies. This could include:

Awareness-raising communications and events

A lack of understanding about bi identities and experiences is a

Consider how bi inclusion can be built into key areas of your practice, or at each point of the employee lifecycle.

This could include:

Policies

• Reviewing your workplace policies regularly, to assess their bi inclusivity. Consulting with your LGBTQ+ employee network group can help ensure that your policies meet the needs of bi

Senior leaders are critical for creating truly inclusive work environments.

By stepping up as bi allies, they’ll demonstrate to all staff that bi equality is a key part of your organisation’s commitment to inclusion. Consider how you can support your senior leaders to:

Help raise awareness

Engagement from senior leaders can help affect change

Hear from our Diversity Champion Macquarie about how they embedded bi inclusion into their workplace.

Here at Macquarie, everyone is included and celebrated in the LGBTQ+ community, including our bi colleagues. And taking the time to understand the unique challenges that bi individuals face is critical to maintaining an inclusive culture in