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Senior leaders have a powerful opportunity to raise the profile of LGBTQ+ inclusion within both your organisation and sector.

By being vocal allies, they can send a clear message that being LGBTQ+ will not be a barrier to career satisfaction, success and progression at your organisation.

In Stonewall's LGBT in Britain – Work

Senior leaders are often keen to support colleagues by championing LGBTQ+ inclusion at their workplace.

However, some can be hesitant because of concerns around time, cost, or not knowing where to get started.

Below are some common questions and suggested responses to consider when making the case for senior leadership involvement in

Recruiting a senior champion

Having a senior champion for LGBTQ+ inclusion can be extremely beneficial. This dedicated person in senior management plays a key role in driving meaningful change. You might refer to them as 'senior sponsors' or 'executive sponsors,' as they serve as the main connection between your LGBTQ+ employee

It’s important that suppliers understand your commitment to LGBTQ+ inclusion from the outset and know that they’re expected to share that commitment when working with your organisation.

Train your procurement staff

While it’s important for every member of staff to receive diversity and inclusion training that familiarises them with LGBTQ+ inclusion at

Once you understand your suppliers’ approaches to LGBTQ+ inclusion, you can utilise your business partnership to create lasting change throughout your supply chain.

Setting clear objectives, and regularly monitoring progress against these, can support you to achieve tangible inclusion goals with your suppliers.

This as an opportunity for collaboration and sharing good

LGBTQ-inclusive procurement isn’t just about processes, it’s about working collaboratively to achieve inclusive practice.

LGBTQ-inclusive procurement means creating inclusive environments for a wider network of individuals, including the people who provide services for your organisation through supplier contracts.

This is where you can begin to go the extra mile.

Engaging your suppliers

There are a

Andrew L. Crumpton, co-chair of Vibrant

How 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

Young LGBTQ+ people need to see themselves reflected in the teaching they receive so that they can feel safe, seen and heard at school and college. It’s important for all of us to learn about the value of diversity. 

That’s why we’re delighted to partner with Burberry to produce School Role

LGBTQ+ network groups are an important place for bi people to access support in the workplace.

They also play an important role in advocating for bi inclusion across the wider organisation. If you’re part of your network group, consider these steps to support bi colleagues:

Understand where you’re at

To understand the experiences

All lesbian, gay, bi, trans, queer, questioning and ace (LGBTQ+) people deserve to feel free to be themselves at work.

But there’s a long way to go to make sure that every trans person feels safe and can thrive at work. In the workplace, half of trans people (51 per cent)