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Stonewall's Workplace Equality Index

The 2018 Workplace Equality Index is now closed for submissions


What is the Index?

The Workplace Equality Index is the definitive benchmarking tool for you to measure your progress on lesbian, gay, bi and trans inclusion in the workplace.

Participating employers demonstrate their work in 10 areas of employment policy and practice. Staff from across the organisation also complete an anonymous survey about their experiences of diversity and inclusion at work.

You'll then receive your score, enabling you to understand what’s going well and where there may be gaps in your work, as well as seeing how you've performed in comparison with your sector and region. The 100 best-performing organisations are celebrated publicly.

As a benchmarking tool, it’s the best in the class.

Mark McLane, Managing Director, Global Head of Diversity and Inclusion, Barclays


Why participate?

  • Taking part is completely free
  • Assess your organisation's achievements and progress on LGBT equality
  • Demonstrate a commitment to your LGBT staff and service users
  • Use the Index as a framework for improving the experiences of your LGBT staff and service users, and to plan work across other diversity strands
  • Compare your performance with organisations in your region and sector
  • Receive in-depth consultative feedback on your submission, an exclusive benefit of Diversity Champions membership 

The Workplace Equality Index provides us with confidence that our approach is delivering success for our staff and communities.

Melanie Hockenhull – Cheshire Fire and Rescue Service



Questions about the Index? 

A webinar giving you detailed information about this year's Index is available to view.

We have also put together answers to frequently asked questions below. If you do not find the answer you are looking for, please email us for more information.

Which sections does the 2018 Index cover?

The 2018 Index will include 10 sections focusing on:

Section 1 – Policies and benefits: how you audit, develop and communicate your policies

Section 2 – The employee lifecycle: how you engage all employees on LGBT inclusion, from attraction and recruitment to retention and development

Section 3 – LGBT employee network groups: how the activity of your network group contributes to LGBT inclusion in your organisation and beyond

Section 4 – Allies and role models: how you empower allies and role models to create change and their subsequent actions

Section 5 – Senior leadership: how you engage and empower senior leaders to create LGBT-inclusive workplaces

Section 6 – Monitoring: how you collect and analyse data to improve the experiences of LGBT employees

Section 7 – Procurement: how you engage your supply chain on LGBT matters

Section 8 – Community engagement: how you demonstrate commitment to LGBT equality and create change in the wider community

Section 9 – Clients, customers and service users: how you engage and consult clients, customers, service users and partners around LGBT equality

Section 10 – Additional work and award nominations

As a Diversity Champion, do we have to submit an entry to the Index?

There is no requirement to submit to the Index. However, support through the submission process from your dedicated account manager, and a tailored feedback meeting, are benefits of your membership of the Diversity Champions programme.

Additionally, participation in the Index will allow you to thoroughly assess your LGBT inclusion work and identify any areas where they may be gaps.

What happens to our Index score?

Your Index score will remain entirely confidential. If you are one of our Top 100 Employers, your organisation will be celebrated as such, although your score will not be disclosed. If you do not make it into the Top 100 Employers, neither your score nor your rank will be disclosed.

In any feedback meetings, we will provide you with comparison scores from your sector and region. However, these will be average scores – individual scores will always remain confidential between the organisation and Stonewall.

How long does an Index submission take?

Your submission to the Index can take as long as you would like it to. There is no requirement to complete every section or to complete it every year. However, organisations that do see tangible outcomes as a result of using the Index to drive forward all their diversity work.

As every organisation outside of the Top 100 Employers remains confidential, you can complete as many or as few sections as you wish. You will receive in-depth feedback from Stonewall on every section you complete, which can be used as a foundation for future work in that area.

If you wish to take part, we advise you to begin saving any work you do on LGBT inclusion in a folder throughout the year. This will save time uploading evidence when the submission is due.

Who needs to be involved in the Index submission?

This will likely depend upon the size of your organisation and the sections you plan to complete. However, organisations generally involve the following groups of staff: HR, training, employee LGBT network groups, and any LGBT trade union representatives or groups.

Who marks our Workplace Equality Index submission?

The Workplace Equality Index is marked by Stonewall experts in the field of LGBT workplace equality. All markers have undergone extensive training to ensure that, regardless of who marks your submission, you will be marked to the same high standards. Your submission will also be marked by multiple markers to ensure accuracy.

What is the Employee Feedback Survey?

The Employee Feedback Survey assesses the impact of organisational practice on LGBT inclusion in your workplace. In the survey, we ask your employees questions around key indicators of inclusion in your workplace – examining both LGBT and non-LGBT employee experiences, opinions and attitudes.

If you’re a Stonewall Diversity Champion, you will receive analysis of your survey results in your Index feedback report.

Who in my organisation should I send the Employee Feedback Survey to?

You should send the survey to all your employees, not just your LGBT employee network group. When you are sent the survey link, you should also receive a unique four-digit code, which will ensure your employees’ answers are connected to your organisation. The more respondents you receive to the survey, the more useful the data will be and the more insights you will gain. The survey is a fantastic way to perform a temperature check of experiences, attitudes and opinions within your workplace. If you do not receive your unique code, please speak to your main point of contact at Stonewall.

We have staff in various locations, what counts as an ‘all staff' event?

‘All staff’ here reflects the aim that activities should involve as wide a staff group as possible, not just employee network group members. Ideally this should be all staff, but if this is not possible due to geographic dispersal, you must demonstrate how the activity included everyone in a particular region or area and reached as wide an internal audience as possible.

What is meant by ‘young' LGBT people?

When we talk about ‘young’ people we use the definition of anyone within your organisation who is 25 years old or younger. This is the same age category we use when defining young people in all our youth projects at Stonewall.

What does ‘board level’ mean?

By ‘board’ we refer to the governing body or its equivalent within an organisation, e.g. councillors, trustees and non-executive board. All individuals mentioned must be on the GB board or at CEO level.

What does ‘senior management team’ (SMT) mean?

By ‘senior management team’ we refer to the highest day-to-day decision-making body within an organisation, e.g. directors and chief executives. All individuals mentioned must be on the GB senior management team.

My organisation does not have a board or SMT as outlined above, what do we do?

If these two levels do not fit neatly with your organisation, you may choose different ones, but must explain within the questions the rationale behind the levels you have chosen. It’s at Stonewall's discretion during the review process as to whether the levels meet the spirit of the questions.

We have multiple brands. Can we use one of our brand’s social media accounts to communicate our commitment to LGBT inclusion?

You are best placed to judge the most appropriate social media platform and accounts to communicate your commitment to LGBT inclusion. If you’re able to justify why you have chosen that account and platform, that will be satisfactory. However, we would usually recommend this be an account other than the LGBT staff network group account.

We do not fit into any of the categories in section 9, what do we do?

If you do not fit into any of the categories in section 9, please select the one that most closely describes your organisation. We have tried to include as many types of organisation as possible but understand this list is not exhaustive.

We have both clients and customers. Do we complete both categories in section 9?

No, you should only fill in one part of section 9. If your organisation could legitimately say it falls into multiple categories in section 9, please select the most relevant section to your organisation. If you would be able to justify why you have chosen that category, this will be satisfactory.



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