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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

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