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

Creating an inclusive working environment is something we all contribute to. Every team member plays a part in fostering respect, understanding and a sense of belonging. While it takes everyone’s effort

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

It takes all staff to create an inclusive working environment, and LGBTQ+ networks have a key role to play.

The importance of trans allies

Allyship is a powerful tool for creating this organisational

At Stonewall, we believe that every lesbian, gay, bi, trans, queer, questioning and ace (LGBTQ+) should be able to feel free to be themselves in the workplace and beyond.

We know from our research that trans people are still facing transphobia, discrimination, bullying and harassment at work. Many organisations would like

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

Ace people’s experiences at work

Stonewall’s Ace Report (2023) found that:

• Just 9 per cent of ace respondents reported being open with all colleagues at a similar or lower level than them, compared to 39 per cent of all respondents.
• Half (49 per cent) of ace respondents weren’t open with any colleagues at

LGBTQ+ network groups can provide a space for ace employees to support each other, express concerns they may have and spend time around people who understand their experiences.

This can radically improve their day-to-day experience at work by helping them feel less alone, access the support they need and grow in confidence. 

Our Stonewall

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

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